Employment Law
Protecting your rights at work, from wrongful termination to unpaid wages and discrimination.
When your job is wrongfully taken from you, your livelihood is threatened, or your employer refuses to pay what you're owed, you need more than just a lawyer. You need a strategic litigator who knows how to win.
Our Employment Litigation Team consists of several experienced partners who have built their career in high-stakes employment disputes. Unlike large firms that shuffle cases to junior associates, our experienced partners handle every aspect of your case, from your first call to the final resolution. We take on powerful employers and hold them accountable.
Time is critical in employment cases. Your employer already has lawyers. Shouldn't you? Contact us today for a confidential case review and find out how we can help.
Top-Tier Employment Litigators for High-Stakes Cases
We represent employees in cases involving:
Wrongful Termination
Fired illegally? Whether it's retaliation, discrimination, or a breach of contract, we fight to get you justice.
Retaliation
If you were punished for speaking up, whether about workplace harassment, wage theft, or unlawful activity, we make sure your employer pays for their misconduct.
Discrimination
Employers don't get to make decisions based on race, gender, disability, or any other protected status. If they do, we take them to court.
Wage & Hour Violations
If your employer has shorted your pay, denied you overtime, missed required breaks, or misclassified your role, we make sure you get every dollar you're owed, including Labor Code penalties and interest.
Workplace Harassment
A hostile work environment based on sex, race, age, disability, or any other protected characteristic is illegal. We hold employers accountable for sexual harassment, racial hostility, and patterns of abusive conduct that they failed to stop.
Employment Contracts
Non-compete clauses, severance agreements, and employment contracts require careful review before you sign or separate. We analyze your agreements, negotiate better terms, and litigate when employers breach what they promised.
California Employee Rights We Handle
California employment cases often turn on details that broad labels miss: break timing, final pay deadlines, protected leave, administrative filing windows, and whether the same violation affected other workers. We evaluate those issues at the start so the case is built around the strongest claims, not just the most obvious one.
Meal and Rest Break Violations
Non-exempt California employees usually must receive a 30-minute meal break on longer shifts and paid 10-minute rest breaks. Missed, interrupted, late, or on-duty breaks can trigger premium pay, wage statement problems, and broader class or PAGA exposure.
Read about California meal and rest break claimsFinal Paychecks and Waiting-Time Penalties
Final wages, unpaid commissions, vacation pay, off-the-clock work, and inaccurate wage statements can change the value of a case fast. A late final paycheck may support waiting-time penalties of up to 30 days of wages when the employer willfully fails to pay what is due.
Read about unpaid wage and final pay claimsMedical Leave, Pregnancy Leave, and Accommodations
Workers may have rights under CFRA, FMLA, pregnancy disability leave, and California disability accommodation law. We handle cases involving denied leave, forced early returns, failure to engage in the interactive process, and terminations that follow medical restrictions or leave requests.
Read about FMLA and CFRA leave protectionsPAGA and Class Wage Claims
Some employment violations are not isolated mistakes. If pay, break, or timekeeping policies affected a group of employees, the case may involve a class action, a PAGA representative claim, or both. PAGA claims require written notice to the LWDA before a lawsuit can be filed.
Read about California PAGA claimsFiling Deadlines and Agencies Matter
Employment claims can involve different agencies and filing windows. FEHA discrimination, harassment, accommodation, CFRA, and pregnancy leave claims usually start with the California Civil Rights Department. Federal discrimination claims often require an EEOC charge within 300 days. California wage claims may go through the Labor Commissioner, also known as DLSE. PAGA claims require LWDA notice before filing in court.
The safest move is to preserve evidence immediately: termination papers, pay stubs, time records, schedules, emails, text messages, HR complaints, medical notes, and anything showing how the employer explained its decision. Then get advice before signing a severance agreement, arbitration document, or release.
Review common employment claim and lawsuit deadlines