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California Employment Law Lawyers

California employees are protected by some of the strongest workplace laws in the country, as well as by laws enforced by the U.S. Equal Employment Opportunity Commission. Under the Fair Employment and Housing Act (FEHA), it is illegal for employers to harass, discriminate, or retaliate against employees based on protected characteristics or for asserting their rights. If your employer violates these laws, you may be entitled to significant compensation—and legal action may be necessary to hold them accountable.

Protecting Your Rights. Holding Employers Accountable.

Workplace violations happen more often than they should, and too often, employers try to minimize or ignore them. If you’ve been subjected to sexual harassment, discrimination, or retaliation, you don’t have to accept it or handle it on your own.

At Quill & Arrow, we represent employees across California with the same trial-driven approach that has recovered over $150 million for our clients. Our team stands up for those who have been penalized for speaking up, and we fight to secure the outcome you deserve.

California Employment Law Violation Statistics

Sexual Harassment

California Government Code § 12940(j) makes it unlawful for employers to harass an employee based on:

  • Sex
  • Gender
  • Gender identity
  • Gender expression
  • Sexual orientation

The statute also allows for individual liability for supervisors who engage in harassment, not just the employer.

Sexual harassment includes unwelcome conduct such as:

  • Inappropriate comments or advances
  • Requests for sexual favors
  • Hostile work environments
  • Quid pro quo arrangements, where job benefits are conditioned on sexual conduct

California regulations further clarify that harassment can occur even in the absence of economic harm or termination, and that both severe incidents and pervasive patterns of behavior may constitute violations of the law. These standards are outlined in California Code of Regulations, Title 2, § 11019(b).

Importantly:

  • The law does not require the conduct to be motivated by sexual desire
  • Harassment based on gender, pregnancy, or sexual orientation is equally prohibited
  • Even behavior that an employer dismisses as minor can be unlawful if it creates an intimidating, hostile, or offensive work environment or interferes with your ability to do your job
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Workplace Discrimination

Workplace discrimination is prohibited under California Government Code § 12940(a), which makes it unlawful for employers to discriminate against employees or applicants on the basis of protected characteristics.

In California, protected characteristics include:

  • Race, color, or national origin
  • Gender, gender identity, or sexual orientation
  • Disability or medical condition
  • Age (40 and over)
  • Religion

Additional protections are defined in California Government Code § 12926, which broadly outlines what qualifies as a protected category, including pregnancy, genetic information, marital status, and military or veteran status.

Discrimination can occur at any stage of employment, including:

  • Hiring and job selection
  • Promotions and advancement opportunities
  • Compensation and benefits
  • Disciplinary actions
  • Termination

California law also requires employers to provide reasonable accommodations for disabilities and religious beliefs under California Government Code § 12940(m)–(n), and to engage in a good-faith interactive process with employees.

Even subtle or indirect treatment can be unlawful if it negatively impacts your employment because of a protected characteristic. In many cases, discrimination is proven through patterns of behavior, inconsistent treatment, or employer policies that disproportionately affect certain groups.

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Retaliation

California Government Code § 12940(h) makes it unlawful for an employer to punish an employee for opposing unlawful practices or participating in protected activities.


Retaliation happens when an employer takes adverse action against you for:

  • Reporting harassment or discrimination
  • Filing a complaint internally or with a government agency
  • Participating in an investigation or legal proceeding

This can include:

  • Termination
  • Demotion
  • Reduced hours or pay
  • Hostile or retaliatory treatment in the workplace

California law broadly protects employees who assert their rights, even if the underlying claim is ultimately not proven, as long as the complaint was made in good faith. Additional protections may apply under California Labor Code § 1102.5, which protects employees who report violations of law (whistleblower protections).

Retaliation is one of the most common workplace violations and is often closely tied to harassment and discrimination claims. In many cases, the act of speaking up triggers the most severe consequences, which is why these claims are aggressively pursued under California law.

Steps to Take If You’ve Experienced Workplace Violations

1. Document Everything

Keep records of:

  • Emails, messages, and communications
  • Incidents, dates, and witnesses
  • Performance reviews and disciplinary actions

2. Report the Issue (If Safe to Do So)

Use internal reporting channels such as HR, but understand this may not resolve the issue.

3. Avoid Signing Anything Without Legal Advice

Employers may offer agreements designed to limit your rights.

4. File a Complaint With the Appropriate Agency

In California, claims are typically filed with the CRD. You may also file a federal complaint with the EEOC.

5. Speak With an Employment Lawyer Immediately

Deadlines apply, and delaying action can weaken your claim.

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Why You Should Hire an Employment Lawyer

Employers and HR departments are not neutral. They are trained to protect the company, limit liability, and resolve claims for as little as possible.

Without experienced legal representation, employees often accept low settlements and miss critical filing deadlines. They may accidentally fail to gather key evidence or struggle to prove retaliation or intent.

Quill & Arrow takes control of your case from day one to position it for maximum value. When you partner with us, we will:

  • Handle all employer and legal communications
  • Preserve and build critical evidence
  • Work with industry experts when needed
    Prepare every case for litigation, not quick, low-value settlements

We are not a settlement mill; we build cases to apply pressure, create leverage, and pursue full compensation.

Here’s what sets Quill & Arrow apart:

  • Trial-Ready Strategy: We don’t wait to see what the employer offers. We prepare cases for court early, which puts defendants on the defensive and strengthens negotiating power.
  • Built for Scale and Precision: With a team of 220+ professionals, your case is supported at every stage, from intake through litigation, ensuring no detail is missed.
  • Partner-Level Involvement: Our attorneys are hands-on. Senior lawyers actively litigate cases, bringing experience and strategy directly to your claim.
  • Proven Leverage Against Large Defendants: Employers, insurance carriers, and defense firms know our reputation. That recognition translates into stronger outcomes for our clients.
  • No Financial Risk to You: You pay nothing out of pocket. We only get paid if we win, and our fees are recovered from the employer.

Who Can Be Held Liable?

Depending on your case, liability may extend beyond just the company. California employment law is designed to hold all responsible parties accountable, which may include:

  • Employers and corporate entities
  • Supervisors and managers
  • HR personnel
  • Individual employees involved in harassment

For example, employers are responsible not only for their own actions, but also for the conduct of supervisors and employees acting within the workplace. If a company knew, or should have known, about unlawful behavior and failed to take appropriate action, that failure alone can create liability.

California law also allows for individual liability in harassment claims, meaning a supervisor or coworker can be personally named in a lawsuit. This is a key distinction that increases accountability and strengthens a claim.

In more complex cases, liability may extend to:

  • Decision-makers who approve discipline or termination
  • HR professionals who ignore complaints
  • Third parties, such as vendors or clients
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Types of Compensation You May Recover

Employment law cases can result in meaningful financial recovery, depending on how the employer’s actions affected your career, income, and well-being.

Economic damages are the direct financial losses tied to your case, such as:

  • Lost wages and benefits
  • Future lost earnings
  • Missed promotions or career advancement
  • Medical or therapy expenses

Non-economic damages address the personal impact of what you experienced, including:

  • Emotional distress
  • Mental anguish
  • Damage to reputation
  • Loss of enjoyment of life

In certain cases, you may also recover:

  • Punitive damages, where the employer’s conduct was especially serious
  • Attorney’s fees and legal costs

Compensation should reflect not just what you lost, but the broader impact the employer’s actions had on your career, stability, and quality of life.

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Take the Next Step

If something doesn’t feel right about how you’ve been treated at work, it’s worth getting answers. Understanding your options early on will help you protect your rights and future. That’s where Quill & Arrow comes in, acting quickly to gather key evidence and apply immediate pressure on your behalf. Call (310) 933-4271 or request your free case evaluation today. You won’t pay anything up front, and we only get paid if we win your case.

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Frequently Asked Questions

How long do I have to file an employment law claim in California?

In most cases, you must first file a complaint with the California Civil Rights Department (CRD) within three years of the unlawful conduct. After receiving a Right-to-Sue notice, you typically have one year to file a lawsuit in court.

Do I have to quit my job to bring a claim?

No. You can pursue a claim while still employed. In fact, many employees take legal action while continuing to work. However, if working conditions become intolerable, you may have a claim for constructive termination, which treats a forced resignation as a wrongful termination.

What if my employer says I’m an “at-will” employee?

California is an at-will employment state, but that does not give employers the right to break the law. You cannot be terminated for discriminatory, retaliatory, or otherwise unlawful reasons, regardless of at-will status.

Can I still file a claim if I didn’t report the issue internally?

Yes. While internal reporting can help strengthen a case in some situations, it is not always required. Many valid claims proceed without a formal HR complaint, especially if reporting would have been ineffective or led to retaliation.

What if I signed a severance or settlement agreement?

You may still have options. Some agreements are unenforceable, especially if they were signed under pressure, contain unlawful provisions, or attempt to waive rights improperly. An attorney can review your agreement and determine whether it can be challenged.

Will my employer know if I speak to a lawyer?

No. Consultations are confidential. You can explore your legal options without notifying your employer.

Can undocumented workers bring employment law claims in California?

Yes. California law protects workers regardless of immigration status in many employment-related claims, including harassment, discrimination, and retaliation.

What if the misconduct happened outside of work or off the clock?

Employers can still be liable if the conduct is connected to the workplace or impacts your work environment. This includes company events, work-related travel, or communications outside normal working hours.

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