Los Angeles Discrimination Attorneys

• Retaliation. Employers break the law when they punish employees for engaging in protected activities, such as filing a complaint, acting as a witness in an investigation, or resisting harassment. If your employer demoted you, cut your hours, or excluded you from meetings after you asserted your rights, you likely have a claim for retaliation. 
• Workplace harassment and hostile work environments. Discrimination often takes the form of severe or pervasive harassment that alters the conditions of your employment. This includes offensive jokes, slurs, physical intimidation, or unwanted advances. We can fight to hold employers accountable when they create or tolerate a hostile work environment.
• Failure to accommodate or engage in the interactive process. California law mandates that employers engage in a timely, good-faith interactive process to determine reasonable accommodations for employees with disabilities or medical conditions. If your employer ignored your request, failed to communicate with you, or outright refused to discuss modifications that would allow you to do your job, they have likely failed to meet their legal obligations.
• Disparate treatment in pay and promotion. Discriminatory bias can result in qualified employees receiving less pay for equal work or hitting a "glass ceiling" that blocks advancement. We can challenge employers who systematically deny raises, training opportunities, or promotions to specific groups of workers while fast-tracking others with less experience.

How Our Firm Investigates a Discrimination Claim

Discrimination cases often hinge on details that aren't obvious on the surface — a pattern of write-ups, a sudden change in performance reviews, or the timing between a complaint and a termination. Our approach typically includes:

1. Case evaluation. We start with a free consultation to understand what happened, when, and who was involved.
2. Evidence gathering. We collect emails, performance reviews, internal messages, witness accounts, and HR records that establish a pattern of discriminatory conduct.
3. Comparator analysis. We look at how similarly situated employees outside your protected class were treated, which is often the clearest evidence of disparate treatment.
4. Agency filings, where required. Many discrimination claims must first go through California's Civil Rights Department (CRD) before proceeding to litigation. We handle this process on your behalf.
5. Litigation strategy. If your employer refuses to make things right, we prepare to take the matter to court, arbitration, or, where appropriate, pursue it as a class or representative action.

Individual Claims vs. Class and Representative Actions

Not every discrimination case involves just one employee. When bias or unequal treatment reflects a broader company policy, practice, or culture, it may affect a group of workers — not just you.

Our firm has extensive experience identifying when a personal discrimination claim is actually part of a larger pattern. If your employer has systematically underpaid, denied promotions to, or disciplined employees within a protected class, we can evaluate whether a class or representative action (including claims under California's Private Attorneys General Act) is the stronger path forward. Group actions can increase leverage against large employers and secure accountability that an individual claim alone may not achieve.

Serving Employees Throughout Los Angeles County and California

While our office is located at 611 Wilshire Boulevard in downtown Los Angeles, we represent salaried and hourly employees throughout Los Angeles County and across California, including workers in San Diego, Carlsbad, and beyond. Consultations are available virtually, so distance from one of our offices is never a barrier to getting help.