Los Angeles Employment Discrimination Lawyer

Highly Experienced Employment Law Attorneys Representing Employees in Los Angeles and Throughout Orange County

Under both California and federal law, it is illegal for employers to discriminate against employees in the workplace. However, employers routinely engage in discriminatory decision-making. And while some discrimination isn’t malicious or intentional, that doesn’t change the impact it has on your life—and it’s still against the law. If you are being mistreated because of your membership in a protected class, it is important to contact an employment law attorney to make sure your rights are protected.

The Los Angeles and Orange County employment discrimination lawyers at Hardin Law Group have been assisting Long Beach and Southern California clients with discrimination matters for over two decades and understand how to navigate the complexities of the legal system to ensure professional, informed, and effective representation. We also offer free consultation to all prospective clients, during which we will answer your questions, explain your rights, and discuss what we can do to help hold your employer accountable for their discriminatory actions.

What Constitutes Employment Discrimination in California?

Employment discrimination in California is governed by both state and federal laws. In California, the primary state law addressing discrimination is the Fair Employment and Housing Act (“FEHA”). Under FEHA and relevant federal laws like the Civil Rights Act, Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), employment discrimination occurs when an employee or job applicant is treated unfavorably because of characteristics that are protected by law.

What Types of Discrimination Are Illegal in California?

No matter what type of employment issue you are facing, the Los Angeles and Orange County discrimination attorneys at the Hardin Law Group are here to help. We provide experienced representation in a wide range of employment discrimination cases. If you believe any of the following were factors in your termination, call Hardin Law Group today for a free and confidential consultation:


Have you been the victim of a “restructuring” or laid off while younger, less experienced employees remain in their jobs? Under state and federal law, workers 40 and older are protected from age discrimination.


Have you been terminated while on medical leave due to an injury or illness? Have you been fired for filing a worker’s compensation claim, or have you been denied reasonable accommodation for your disability? If so, your employer may have engaged in disability discrimination.

Sex / Gender

Are you being paid less than employees of the opposite gender while doing the same work? Have you been denied promotional opportunities due to your sex or gender? As a general rule, California employers are prohibited from taking sex or gender into account when making employment decisions.

Race / National Origin

Have you been harassed at work or made to feel uncomfortable by derogatory comments about your place of birth, culture, or ancestry? Have you encountered workplace discrimination or retaliation because of your race? The Civil Rights Act of 1964 (federal law) and the Fair Housing and Employment Act (California law) prohibit racial discrimination.


Have you been fired to avoid providing maternity leave, or told you that your job was no longer available after returning? Were your advancement opportunities limited due to your pregnancy? Pregnancy discrimination is a form of unlawful sex discrimination [link to Sexual Harassment page], and employers can be held liable for making decisions based on a woman’s pregnancy, marital status or family composition.


Have you been discriminated against or harassed by supervisors or coworkers based on your religion? Has your employer failed to respect religious holiday absences or refused to allow you to wear religious clothing or items in the workplace? If so, you may have been the target of discrimination.

Sexual Orientation

Have you been discriminated against, bullied, or denied advancement based on your sexual orientation? State and federal law precludes employers from acting on actual or perceived knowledge of an employee’s sexual orientation.

Which Employers Are Covered under Anti-Discrimination Laws?

The major federal laws prohibiting employment discrimination, which include the Age Discrimination Act, the Equal Pay Act, Title VII of the Civil Rights Act of 1964, and the Americans with Disabilities Act, cover employers with 15 or more employees. For federal discrimination cases, you have 180 days to file a complaint with the Equal Opportunity Employment Commission.

As for California, the state’s Fair Employment and Housing Act (FEHA) protects employees of companies with five or more workers from harassment or discrimination from the above list and/or retaliation for protesting illegal discrimination. For California discrimination claims, you have one year to file a complaint but must first obtain a “Right to Sue” letter from the California Civil Rights Department.

Damages in Los Angeles Employment Discrimination Lawsuits

If you prove a case of discrimination against your employer, you may be eligible to recover the following damages:

Economic Damages

Economic damages compensate employees for their actual monetary losses, which may include lost wages (both past and future), lost benefits, and any other financial losses directly resulting from the discrimination. This might also include the difference in pay if someone was demoted or not given a raise due to discrimination.

Non-Economic Damages

Non-economic damages are awarded for non-monetary harm suffered by an employee, such as emotional distress, pain and suffering, inconvenience, mental anguish, loss of enjoyment of life, and damage to professional reputation. Quantifying these damages can be more complex as they are subjective.

Punitive Damages

In cases where the employer’s actions were particularly malicious or reckless, punitive damages may be awarded. These are intended to punish the employer and deter similar conduct in the future. However, punitive damages are not always available and are subject to specific legal standards.

Attorneys’ Fees and Costs

In many discrimination cases, the court may order the employer to pay the plaintiff’s attorney’s fees and legal costs.

Injunctive Relief

In some cases, the court may order the employer to take specific actions to correct discriminatory practices, such as changing company policies, providing training to employees, or reinstating a wrongfully terminated employee.

Have You Been Discriminated Against by a Los Angeles or Orange County Employer?

If you were recently fired, demoted, or otherwise impacted by illegal workplace discrimination, reach out to the dedicated Los Angeles employment discrimination lawyers at the Hardin Law Group for immediate assistance. Our attorneys take pride in representing employees—and only employees—in all types of Los Angeles employment disputes, including discrimination and wrongful termination cases. To learn more, and to schedule a free consultation today, call our Los Angeles employment lawyer at 310-606-2122. You can also connect with our Orange County employment attorney by calling 949-337-4810. Calling is free, and we will not accept payment for our services unless we can recover compensation on your behalf.

See What Our Clients Are Saying

I worked with James Hardin on a case against a former employer. He listened to my complaints, outlined the potential case, and went right to work contacting them and...

Kandice L. Manhattan

My family had an employment law issue and needed some assistance and advice. We did not engage the firm to represent us, just help us out and see if it needed to go that...

Matt H. Manhattan

James is an incredibly intelligent and hardworking attorney. After presenting him with a difficult case, I am more than satisfied at the settlement that was reached. He...

Arpee O. Manhattan


Free Consultation 310.606.2122

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Time-sensitive information should not be sent through this form