Los Angeles Employment Lawyers
We’re committed to safeguarding the rights of job applicants and employees. Our tireless efforts combat unlawful discrimination in the workplace.
Los Angeles Employment Lawyers - Championing Workplace Equality
At MSD Lawyers, we are dedicated to safeguarding the rights of job applicants and employees across California. Our Los Angeles employment lawyers fight tirelessly against unlawful workplace practices – from discrimination and harassment to wrongful termination and wage violations – to ensure you are treated fairly under the law. Located in downtown Los Angeles, our firm combines big-firm skill with boutique-firm attention to aggressively protect your interests at every stage. We believe every worker deserves a fair, respectful work environment, and we have a proven record of holding employers accountable (including multiple multi-million dollar recoveries for our clients – see their testimonials here).
Table of Contents
Understanding California Employment Law
California workers are protected by a wide range of federal and state employment laws. Key federal laws include the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Title VII of the Civil Rights Act (prohibiting discrimination), the Fair Labor Standards Act (FLSA) (wage and hour standards), and the Family and Medical Leave Act (FMLA), among others. California’s state laws often go even further in protecting employees. For example, the Fair Employment and Housing Act (FEHA) makes it illegal for employers with five or more employees to discriminate against job applicants or employees on the basis of protected characteristics. Protected classes under FEHA include race, color, national origin, ancestry, religion, sex, gender identity/expression, sexual orientation, pregnancy, disability, medical condition, age (over 40), marital status, veteran status, and more. Employers are also prohibited from harassing or retaliating against you for being part of a protected class or for reporting misconduct.
California continually updates its labor laws to expand worker protections. In recent years, the state has strengthened laws to combat wage theft and misclassification, outlaw discrimination based on hairstyle (the CROWN Act), require equal pay regardless of gender, and raise minimum wage standards. Los Angeles city and county have even enacted their own minimum wage ordinances to ensure fair pay locally.
Bottom line: If your employer violates federal, state, or local employment laws, you have the right to take action. Common violations include wrongful termination (firing you for an unlawful reason), workplace discrimination or harassment, unpaid wages or overtime, retaliation against whistleblowers, and failure to accommodate disabilities. Our role as employment litigation attorneys is to enforce these laws on your behalf and hold employers accountable.
Family and Medical Leave - FMLA & CFRA
One area where California law provides important benefits is family and medical leave. Employees sometimes need to take time off for health or family reasons, and both federal and state law protect eligible workers in these situations.
- Federal FMLA: The Family and Medical Leave Act (FMLA) is a federal law that allows qualifying employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period. You can use FMLA leave to care for a new child, to care for a spouse, parent, or minor child with a serious health condition, to address your own serious health condition (including pregnancy), or for certain military family exigencies. During FMLA leave, your employer must continue your group health benefits, and when you return, you are entitled to be reinstated to your same or an equivalent position. Eligibility: FMLA applies to employers with 50 or more employees, and you must have worked at least 12 months (at least 1,250 hours in the past year) for the employer to qualify. (Additionally, the 50 employees must be within a 75-mile radius under FMLA rules.)
- California CFRA: The California Family Rights Act (CFRA) is California’s counterpart to FMLA, and it largely mirrors the federal law’s provisions. However, CFRA is even more inclusive: it covers employers with 5 or more employees (a much lower threshold than FMLA’s 50) and allows leave for many of the same reasons as FMLA – for your own serious health condition, to care for a family member’s serious health condition, or to bond with a new baby (by birth, adoption, or foster placement. CFRA also covers a broader range of “family members” than FMLA. In addition to immediate family, CFRA leave can be used to care for domestic partners, children of a domestic partner, siblings, grandparents, grandchildren, parents-in-law, or even a “designated person” akin to family. Eligibility: To qualify for CFRA leave, you must have at least 12 months of service with your employer and at least 1,250 hours worked in the past year (similar to FMLA requirements). CFRA provides 12 weeks of unpaid leave in a 12-month period (which may run concurrently with FMLA leave if both apply).
FMLA vs. CFRA – At a Glance: Both FMLA and CFRA guarantee 12 weeks of protected leave for eligible employees, but there are key differences in coverage and scope. The table below highlights some important distinctions:
Requirement | FMLA (Federal) | CFRA (California) |
Covered Employers | 50+ employees (within 75 miles) | 5+ employees |
Employee Eligibility | 12 months of employment; 1,250 hours in prior 12 months | 12 months of employment; 1,250 hours in prior 12 months |
Qualifying Reasons | – Own serious health condition (incl. pregnancy) – Care for spouse, minor child, or parent with serious health condition – Birth/adoption/foster placement of a child – Certain military family needs | – Own serious health condition (pregnancy itself is covered separately by CA Pregnancy Disability Leave) – Care for spouse, registered domestic partner, child (any age) or child of domestic partner, parent (includes in-laws), grandparent, grandchild, sibling, or a designated “family-equivalent” person – Birth/adoption/foster placement of a child – Certain military family needs (qualifying exigencies) |
Length of Leave | 12 weeks (unpaid) in 12 months (26 weeks to care for injured servicemember) | 12 weeks (unpaid) in 12 months |
Job Protection & Benefits | Must reinstate to same or equivalent job; continue health benefits during leave | Must reinstate to same or equivalent job; continue health benefits during leave (mirrors FMLA requirements) |
Anti-Retaliation | Retaliation for taking FMLA leave is prohibited by law (enforced by U.S. Department of Labor) | Retaliation for taking CFRA leave is explicitly illegal under California law |
Note: CFRA and FMLA leaves often run concurrently if you are eligible for both; however, because CFRA does not cover pregnancy disability (which is covered by California’s Pregnancy Disability Leave law), a new mother could take pregnancy disability leave in addition to CFRA baby-bonding leave in certain cases.
Protection from Retaliation for Taking Leave
Both federal and state law forbid employers from retaliating against you for exercising your right to take protected leave. You cannot be fired, written up, demoted, or otherwise punished simply for requesting or taking FMLA/CFRA leave. In fact, under California law it is illegal for an employer to take any adverse action (termination, demotion, pay cut, loss of hours, harassment, etc.) because you took a qualified family or medical leave. If your employer denies your leave, refuses to reinstate you afterward, or retaliates against you for using FMLA/CFRA leave, you may have a legal claim against them. Always report any threats or retaliation to your attorney immediately – these laws are in place to protect your job and benefits while you attend to your health or family.
Filing Wrongful Termination & Discrimination Claims
Facing a wrongful termination or workplace discrimination? There are clear steps to take in order to assert your rights and seek justice, which can include compensation rightfully owed to you. Below, we outline the general process for filing an employment claim in California, such as a wrongful termination or discrimination claim:
Steps to Take if You Experience Wrongful Termination or Discrimination
- Document What Happened: As soon as you suspect your firing was illegal or you experience discrimination/harassment, start gathering evidence. Keep copies of termination letters, emails or messages, performance reviews, and write down a timeline of events. Note names of any witnesses who saw the unfair treatment. Good records will be invaluable to your case.
- Consult an Employment Attorney: Contact an experienced employment lawyer early for a case evaluation. A knowledgeable attorney (like those at MSD Lawyers) will review the facts, advise if your situation violates the law, and explain your options. Many employment lawyers offer free consultations and work on a contingency fee (no upfront cost, they only get paid if you win). Getting legal advice at the outset helps avoid missteps and ensures you take the right next steps.
- File a Complaint with the Appropriate Agency: In California, for most discrimination, harassment, or retaliation claims, you generally must file an administrative charge before you can sue in court. This means filing a complaint with either the California Civil Rights Department (CRD) (formerly DFEH) or the U.S. Equal Employment Opportunity Commission (EEOC). For California law claims under FEHA (discrimination, harassment, retaliation) or CFRA (leave violations), you would file with CRD; for federal claims under Title VII, ADA, ADEA, etc., you can file with the EEOC. Tip: You don’t need to file with both – filing with one can often be dual-filed with the other. Once your charge is processed, the agency will typically issue a “Right-to-Sue” letter. This letter is required to proceed with a lawsuit in court. (Exception: Wage claims or labor code violations may go through the Labor Commissioner, and some claims like whistleblower retaliation under certain laws may not require an administrative filing. Your attorney will guide you based on your specific case.)
- Agency Investigation (or Right-to-Sue): After you file your complaint, the CRD or EEOC may investigate the claim. They might contact your employer, gather documents, and even attempt mediation. This can take several months. In many cases, especially with CRD, you have the option to request an immediate Right-to-Sue notice and bypass the investigation in order to file a lawsuit sooner. Your lawyer will advise whether it’s better to let the agency investigate (which sometimes leads to settlements) or obtain the right-to-sue and move straight to court. Important Deadlines: A discrimination complaint to CRD generally must be filed within 3 years of the last discriminatory act (and within 300 days to the EEOC for federal claims). Don’t delay – missing the filing deadline could bar your claim.
- File a Lawsuit: With a right-to-sue letter in hand (or after agency action), your attorney can file a civil lawsuit in court on your behalf. In a wrongful termination or discrimination lawsuit, you (the plaintiff) sue your employer (and potentially individual bad actors) for violating the law. The case then proceeds through phases of litigation: pleadings, discovery (exchange of evidence), possible settlement negotiations, and if needed, trial. Throughout this process, MSD Lawyers will craft a strategic approach – whether pushing for a favorable settlement or taking your case before a jury if that’s what it takes.
- Seek Relief and Resolution: The goal of a claim or lawsuit is to make you whole and hold the employer accountable. This may happen through a settlement (the employer agreeing to pay money and possibly other remedies) or through a verdict if the case goes to trial. Your attorney will negotiate and advocate for the best outcome for you. Remember, most cases settle before trial, but in every scenario we prepare diligently as if going to trial to maximize your leverage.
Throughout this process, it’s critical to avoid retaliation. It is illegal for your employer to punish you for filing a complaint or lawsuit about workplace issues. If you are still employed when you come forward, California law specifically protects you from retaliation for reporting discrimination, harassment, wage violations, unsafe conditions, or other illegal practices. Document any suspicious changes to your job after you complain (e.g. unwarranted write-ups, demotion) and inform your lawyer immediately. We take retaliation very seriously and will take legal action to protect you if it occurs.
How We Achieve Outcomes of Successful Employment Claims
If your employment claim succeeds, either through settlement or a court judgment, what can you recover? The law provides for various remedies and compensation to make victims of unlawful employment practices whole. While every case is different, here are potential outcomes and damages you may be entitled to:
- Lost Wages and Benefits: This is typically the cornerstone of economic damages in wrongful termination, retaliation, or discrimination cases. You can recover back pay for lost wages and benefits from the date you were fired or lost income due to the employer’s actions up until the resolution of the case. This includes the salary you would have earned, the value of lost benefits (health insurance, 401k contributions, bonuses, accrued vacation, etc.), and interest on these amounts. If you remain unemployed for some time or had to take a lower-paying job, these damages can be significant. (Note: You have a duty to “mitigate” by seeking new employment, but any interim earnings would reduce the lost wages claimed.)
- Reinstatement or Front Pay: In some cases, especially in wrongful termination, the court might order your employer to reinstate you to your old job or an equivalent position. You would also regain your seniority and benefits as if you had never been unlawfully fired. However, many employees do not wish to return to a hostile environment. As an alternative, you could receive front pay, which is compensation for the wages you would have earned in the future if you had kept your job. Front pay might cover a period of months or years going forward, until you can obtain a comparable position.
- Compensatory Damages for Emotional Distress: Being unjustly fired or harassed can take a serious emotional and psychological toll. California law recognizes this and allows victims to recover damages for emotional distress, mental anguish, and pain and suffering caused by the employer’s unlawful conduct. This can include compensation for anxiety, depression, insomnia, loss of enjoyment of life, damage to your professional reputation, humiliation, and related suffering. There’s no fixed cap on these damages in discrimination or harassment cases – they are based on what a jury finds fair, given the evidence of your emotional harm.
- Attorney’s Fees and Costs: Many employment laws (for example, FEHA and FMLA) provide that if an employee wins their case, the employer must pay the employee’s reasonable attorney’s fees and legal costs. This is critical, as it enables workers to seek justice even if they couldn’t afford an attorney out of pocket. It also incentivizes employers to settle meritorious claims. At MSD Lawyers, we often represent clients on a contingency basis, meaning we only get paid if we recover money for you – and then we seek to have the employer pay those fees as part of the outcome.
- Punitive Damages: In egregious cases of wrongdoing, you may also be awarded punitive damages. Punitive damages are meant to punish the employer for especially malicious, oppressive, or fraudulent conduct and to deter such behavior in the future. These damages are above and beyond your actual losses. While not every case qualifies for punitive damages, they are more commonly awarded in cases involving intentional discrimination or harassment (for example, a boss who willfully targets an employee with hateful or egregious misconduct). The amount can be substantial, depending on the employer’s financial condition and the degree of wrongdoing.
- Policy Changes or Injunctive Relief: Sometimes a settlement or court order will require the employer to change its policies, provide training (e.g. anti-discrimination training for management), or take other actions to prevent future violations. While these non-monetary terms don’t directly benefit the individual’s bank account, they can be important for ensuring a better workplace for others going forward – a form of justice many clients welcome.
Real Results: Our legal team has a strong track record of success in employment cases. For instance, MSD Lawyers obtained a $600,000 settlement on behalf of a sexual harassment victim, a $338,500 award for an employee subjected to age discrimination, and even a $923,500 recovery in a hostile work environment case. We’ve recovered millions for workers in Los Angeles through verdicts and settlements across all types of employment claims. While past results don’t guarantee future outcomes, they do demonstrate our commitment to achieving the maximum compensation and justice our clients deserve.
Our Approach: Personalized, Strategic Representation
Facing off against an employer – especially a large corporation – can feel intimidating. That’s why it’s crucial to have a seasoned advocate on your side. At MSD Lawyers, our Los Angeles employment attorneys take a personalized, strategic approach to every case. We understand that no two employment disputes are exactly alike, and we tailor our strategy to the unique facts and goals of each client.
- Personalized Attention: As a boutique firm with big-firm experience, we pride ourselves on giving clients one-on-one attention. Partner Camron Dowlatshahi emphasizes that providing personalized care for each client is a top priority – he has represented individuals in matters ranging from sexual harassment and discrimination to wage disputes, always with a focus on listening to the client’s story and needs.
Attorney Camron Dowlatshahi has been featured in multiple news outlets given his recognition as one of the nation’s top employment law attorneys. Here he is discussing a high-profile workplace sexual abuse case on KTLA news:
At MSD Lawyers, you will work directly with compassionate attorneys who have the highest level of skill in the courtroom, and who value your input and keep you informed at every step of the process. We know that these cases are deeply personal; we make it our mission to stand by your side and guide you through the legal process so you never feel alone in your fight.
- Strategic Litigation & Negotiation: Our lawyers are skilled in all facets of employment litigation – from deftly negotiating settlements to aggressively trying cases in court. At the outset, we provide an honest case evaluation and outline your options. If a quick, fair settlement is possible, we will pursue that route to get you closure and compensation sooner. However, rest assured that if the opposition refuses to offer a satisfactory resolution, we are fully prepared to take your case to trial. Our team includes accomplished litigators who have gone up against Fortune 500 companies and won. We formulate a strategy aimed at maximizing your recovery, whether through settlement or verdict, and we aren’t afraid to face large defense firms head-on.
- Protecting You from Retaliation: A key part of our representation is ensuring you are protected during the case. We advise you on how to handle interactions with your employer once legal action is underway, and if there’s any hint of retaliation (for example, further mistreatment after a complaint is filed), we move swiftly to address it. Your employer’s fear tactics won’t work – the law is on your side, and so are we.
- Award-Winning Outcomes in Employment Law Cases: Our attorneys stay up-to-date on the constantly evolving landscape of California labor and employment law. From understanding nuanced wage-and-hour regulations to leveraging new laws that expand worker protections, we use every legal tool available to strengthen your case. This extensive knowledge allows us to identify additional claims or avenues of relief that you may not realize you have. For example, if you were wrongfully terminated, we will determine if it was due to discrimination, retaliation, or labor code violations, etc., and ensure all appropriate claims are filed. Our comprehensive approach often uncovers patterns (like systemic issues or multiple victims) that can increase pressure on the employer to settle favorably.
In every case, our goal is not only to win compensation for you but also to deliver a sense of justice and closure. “We fight for employees because everyone deserves a fair, respectful workplace,” says Camron Dowlatshahi, reflecting the core philosophy of MSD Lawyers. “Standing up against unfair treatment isn’t just about one person’s case – it’s about holding employers accountable and making positive change in our work communities.”
If you believe your rights have been violated, or even if you just have questions about a situation at work, we invite you to reach out for a free, confidential consultation.
Call us today at 213-628-3856 to schedule a free, confidential consultation with an experienced Los Angeles wrongful termination lawyer. We’ll help you take a stand against injustice and work to obtain the compensation you deserve for your lost wages, emotional distress, and other damages. Remember, there are strict deadlines to take action, so don’t delay. Let us use our expertise and dedication to protect your rights and pursue justice on your behalf.
You can also contact us here with our free evaluation form.
Our seasoned attorneys at MSD stand by employees, providing strategic representation in these critical matters
