Why Los Angeles Workers Need Strong Legal Advocates
Understanding the Role of an Employment Law Firm in Los Angeles
When a single worker takes on a company, the power balance can feel impossible. An employment law firm los angeles steps in to level that field.
We start with a free case evaluation, map out a strategy, and prepare as if trial will happen—because that reputation alone often pushes employers to settle fairly.
What We Handle
- Wrongful termination
- Discrimination & harassment
- Wage & hour disputes (overtime, minimum wage, misclassification)
- Retaliation
- Medical-leave violations
- Severance review & negotiation
- Class actions for groups of workers
Need details about harassment? See our California Workplace Harassment Lawyer page.
Why Hire a Firm
- Balances the resources of large employers
- Former defense-side attorneys know the other side’s playbook
- Objective advice while you focus on your life
- Skilled negotiators and courtroom advocates ready to fight if talks fail
Common Employment Law Cases in Los Angeles
The California Civil Rights Department logged over 18,000 discrimination reports in 2020; almost 24 % involved retaliation. The matters below drive most calls to our office.
Discrimination & Harassment
Protected traits include race, color, religion, sex (pregnancy, sexual orientation, gender identity), national origin, age 40+, disability, marital status, military service, and certain medical conditions. Sexual harassment, unequal pay, or a hostile work environment all violate the California Fair Employment and Housing Act (FEHA). For gender-related concerns, see our Los Angeles Gender Discrimination Lawyer.
Wrongful Termination
California is at-will, yet firing someone for a discriminatory reason, whistleblowing, taking protected leave, or in breach of contract is illegal. Average settlements hover near $40,000, and strict filing windows apply under the California Code of Civil Procedure.
Wage & Hour Problems
- Unpaid overtime
- Minimum wage violations (note higher LA city & county rates)
- Misclassification as an independent contractor
- Missed meal or rest breaks
- Unpaid commissions or expenses
These claims rely on the Fair Labor Standards Act (FLSA) and the California Labor Code, both of which impose steep penalties on employers who short-pay workers.
Navigating Your Legal Journey: Fees, Remedies, and Key Laws
Fees
Most employee cases run on a contingency fee—no win, no fee. We advance court costs and begin with a free consultation; see Employment Attorney Los Angeles Free Consultation. Hourly work is reserved for limited, non-litigation tasks like contract review.
Possible Recovery
- Back pay and lost benefits
- Front pay if your career was derailed
- Emotional distress damages
- Punitive damages for egregious conduct
- Labor-Code penalties
- Attorney’s fees and costs
- Reinstatement or court orders forcing policy changes
Core Laws Protecting LA Workers
Federal: Title VII, ADA, and FMLA.
California: FEHA and CFRA add broader rights.
Agencies: EEOC and the California Civil Rights Department enforce these rules. Knowing which statute applies—and its deadline—is vital; we guide you through every step.
The Legal Process: What to Expect When Filing a Claim
Navigating an employment law claim can feel daunting, but a structured process is in place to ensure your case is heard fairly. While every case is unique, the journey typically follows several key stages:
- Initial Consultation: This is a free, confidential meeting where you discuss the details of your situation with an attorney. You’ll share your story and any evidence you have. The lawyer will assess the merits of your case and explain your legal options.
- Investigation and Evidence Gathering: If you and the firm decide to move forward, your legal team will conduct a thorough investigation. This involves gathering documents (like emails, performance reviews, and pay stubs), identifying and interviewing witnesses, and building a comprehensive timeline of events.
- Filing an Administrative Complaint: Before you can sue for discrimination, harassment, or retaliation in California, you must first file a complaint with an administrative agency, either the California Civil Rights Department (CRD) or the federal Equal Employment Opportunity Commission (EEOC). Your lawyer will handle this process and secure a “Right-to-Sue” letter, which is a necessary prerequisite for filing a lawsuit.
- Demand Letter and Settlement Negotiations: Often, the first step toward a resolution is sending a formal demand letter to your employer. This letter outlines your claims and the damages you are seeking. It frequently opens the door to settlement negotiations or mediation, where a neutral third party helps both sides try to reach an agreement without going to court.
- Litigation: If a settlement cannot be reached, your attorney will file a lawsuit in court. The litigation process includes several phases:
- Findy: Both sides exchange information and evidence through written questions (interrogatories), requests for documents, and depositions (sworn out-of-court testimony).
- Motions: Attorneys may file various motions asking the court to rule on legal issues, such as a motion to dismiss the case or a motion for summary judgment.
- Trial: If the case is not resolved through settlement or motions, it will proceed to trial, where your attorney will present your case to a judge and jury.
What Services Do Employment Law Firms in Los Angeles Offer to Employees?
Our help falls into three broad stages, designed to support you from your initial questions to a final resolution:
- Investigate & Advise: This foundational stage is about understanding your situation completely. We start by listening to your story and reviewing all your evidence, such as emails, text messages, employment contracts, and performance reviews. We analyze the facts under applicable state and federal laws, advise you on the strength of your potential claims, and explain the strict legal deadlines (statutes of limitations) that apply.
- Negotiate: Many employment disputes can be resolved without a lengthy court battle. Our attorneys are skilled negotiators who can advocate for you through various channels. This may involve drafting a powerful demand letter to your former employer, engaging in settlement discussions with their legal counsel, or representing you in formal mediation to reach a fair severance or settlement agreement.
- Litigate: If a fair settlement cannot be reached, we are fully prepared to take your case to court. This involves filing a formal lawsuit, conducting rigorous findy to uncover crucial evidence from the employer, defending you in depositions, filing strategic legal motions, and ultimately presenting a compelling case to a judge and jury at trial.
Typical matters we handle include wrongful termination, discrimination, harassment, retaliation, wage theft, leave violations, whistleblower claims, class actions, and contract disputes.
Why You Should Consider Hiring a Firm
Facing a company alone means squaring off against its lawyers, HR staff, and insurers—a team dedicated to protecting the company’s interests, not yours. Hiring a dedicated employment firm is the single most effective step you can take to protect your own rights. A strong firm:
- Levels the playing field with legal resources: Companies have deep pockets and experienced legal teams. An employee-side law firm brings its own resources, experience, and legal knowledge to bear, ensuring you are not overpowered by corporate machinery.
- Gives honest assessments and handles strict deadlines: Employment law is governed by complex and unforgiving deadlines known as statutes of limitations. A skilled attorney will provide a realistic assessment of your case and manage all filings and deadlines carefully, so your right to seek justice is preserved.
- Reduces stress by managing the entire process: The legal process is stressful and time-consuming. Your lawyer acts as your advocate and buffer, handling all communication with your employer’s representatives, managing the paperwork, and guiding you through each step so you can focus on your life and well-being.
- Negotiates stronger settlements and is ready for trial: Attorneys who are known for their willingness to go to trial often secure better settlement offers. Employers and their insurers know that a trial-ready firm poses a credible threat, giving you significant leverage in negotiations. If talks fail, you have a skilled courtroom advocate ready to present your case to a jury.
What are the most common types of employment law cases handled by firms in Los Angeles?
The most frequent cases we see involve violations of fundamental employee rights. The top three categories are:
- Discrimination and Harassment: This includes being treated unfairly or subjected to a hostile work environment because of a protected characteristic like race, gender, age, disability, religion, or sexual orientation.
- Wrongful Termination: While California is an “at-will” employment state, it is illegal for an employer to fire you for a discriminatory reason, in retaliation for whistleblowing or taking protected leave, or in breach of an employment contract.
- Wage and Hour Violations: These are claims related to unfair pay practices, such as failure to pay overtime, minimum wage violations, misclassifying an employee as an independent contractor to avoid paying benefits, or denying required meal and rest breaks.
How do Los Angeles employment law firms typically structure their fees?
Most reputable employment law firms that represent employees in Los Angeles work on a contingency fee basis. This means you do not pay any attorney’s fees unless and until the firm wins your case through a settlement or a court verdict. The firm’s fee is a pre-agreed percentage of the total recovery. This structure allows employees to access high-quality legal representation without paying out-of-pocket. Additionally, firms typically offer a free initial consultation to evaluate your case and will often advance all litigation costs, such as court filing fees and deposition costs, which are then reimbursed from the settlement or award.
What kind of compensation or remedies can employees seek in an employment lawsuit in California?
In a successful employment lawsuit, California law allows employees to recover various forms of compensation, known as “damages” or “remedies.” The goal is to make the employee whole and, in some cases, to punish the employer for their illegal conduct. Potential remedies include:
- Back Pay: Lost wages and benefits from the date of the illegal action (e.g., termination) to the date of the judgment.
- Front Pay: Compensation for future lost earnings if reinstatement to your old job is not feasible.
- Emotional Distress Damages: Compensation for the psychological harm, anxiety, and suffering caused by the employer’s actions.
- Punitive Damages: Awarded in cases of egregious misconduct to punish the employer and deter similar behavior in the future.
- Attorney’s Fees and Costs: The court may order the employer to pay your legal fees and litigation costs.
- Reinstatement: An order requiring the employer to give you your job back.
What key factors should someone consider when choosing an employment law firm in Los Angeles?
Choosing the right legal partner is critical to the success of your case. Look for a firm with a combination of experience, focus, and a client-centered approach. Key factors include:
- Experience with cases like yours: Ensure the firm has a deep and specific background in handling the type of legal issue you are facing, whether it’s disability discrimination, a wage dispute, or a retaliation claim.
- Focus on representing employees: A firm that exclusively or primarily represents employees will not have conflicts of interest and will be deeply familiar with the challenges workers face.
- Record of verdicts and settlements: While past results don’t guarantee future outcomes, a strong and verifiable track record demonstrates the firm’s capability and commitment to achieving favorable results for its clients.
- Trial readiness: A firm that is prepared to take cases to trial often secures better settlements because employers know they are serious. Ask about their trial experience.
- Clear, regular communication: You should feel comfortable with the attorney and their communication style. A good firm will keep you informed about the progress of your case and be available to answer your questions.
- Contingency terms you fully understand: Make sure you receive a clear, written agreement that explains the contingency fee percentage and how case costs will be handled.
During your consultation ask who will handle your file, how often you will receive updates, realistic outcomes, and any costs. If traditional representation is not possible, Pro Bono Employment Lawyers Los Angeles may help.
Frequently Asked Questions about Los Angeles Employment Law
What should I do if I believe I’ve been wrongfully terminated?
First, try to stay calm and gather any relevant documentation. Save copies of your employment contract, performance reviews (both positive and negative), disciplinary notices, and any emails, texts, or other communications related to your job performance or termination. Write down a detailed timeline of events leading up to your firing. Crucially, do not sign any severance agreement or release of claims until you have had an attorney review it.
How long do I have to file?
Legal deadlines, or statutes of limitations, are strict and vary by claim type. For most discrimination, harassment, and retaliation claims, you must file a complaint with a state agency (like the CRD) within three years of the illegal act to preserve your right to sue. For a breach of written contract claim, you generally have four years. For many common-law wrongful termination claims, the deadline is two years. Wage claims can go back up to three years (or four for certain violations). It is critical to act quickly, as missing a deadline can permanently bar your claim.
Can my employer retaliate against me?
No. It is illegal for an employer to take any adverse action against you for engaging in a legally protected activity. Adverse actions can include firing, demoting, reducing your pay, changing your shifts, giving you an unfair performance review, or creating a hostile work environment. Protected activities include reporting discrimination or harassment, requesting a reasonable accommodation for a disability, taking protected medical leave, or cooperating in an investigation. If you believe you are facing retaliation, contact an attorney immediately.
Conclusion: Taking the Next Step to Protect Your Rights
Workplace mistreatment should never define your future. California law offers strong protections, and an employment law firm los angeles can help you use them effectively. Adam Krolikowski Law Firm has spent more than 25 years standing up for workers in Los Angeles and Santa Ana. We are not afraid to take on the complex cases that other firms might turn away. If you are facing a job-related problem, reach out today for a free, confidential consultation and learn how we can help you move forward.