Discrimination Lawyer

Discrimination attorneys with several decades of combined experience standing up for employees and individuals.

If you’ve suffered discrimination at work because of your race, age, sex, religion, pregnancy, disability, or another protected trait, then it is in your best interest to contact a lawyer. Our discrimination lawyer represents people who have faced unequal treatment on the job, and we’ve done this work for several decades. Bloom Fudali takes one side only: the side of the person who was wronged. We do not represent employers. When you’re ready to talk, reach out for a free and confidential review of what happened to you.

What a Discrimination Lawyer Does

A discrimination lawyer represents workers who have been treated unfairly because they belong to a protected group. That treatment can surface in hiring, pay, promotions, discipline, job assignments, or firing. It can also show up as harassment that turns a workplace hostile.

The work itself is part investigation and part advocacy. A discrimination attorney examines what happened, decides whether the law was broken, and assembles proof that holds up under scrutiny. We pull records, interview witnesses, and press the employer to explain its decisions. Some matters settle through negotiation while others are tried in court. At Bloom Fudali, we prepare every claim as though a jury will ultimately decide it.

Types of Discrimination Cases We Handle

Discrimination wears many faces, and the same employee is frequently targeted on more than one basis at once. Below are the matters our discrimination attorneys handle most often. Each carries its own proof problems, and we shape our approach around them rather than running every case through the same template.

• Age discrimination. Older workers get passed over for promotions, nudged toward early retirement, or laid off and quietly replaced by someone younger. We study the timing of those decisions, the comments that surround them, and how comparable younger employees were treated.
• Sexual discrimination. This covers unequal pay, blocked advancement, and bias tied to gender. We have recovered money for women paid less than male colleagues for doing the same job. Pay gaps are often hidden, and part of our work is bringing them into the open.
• Pregnancy discrimination. Some employers cut hours, refuse reasonable accommodations, or push a worker out once a pregnancy becomes known. We hold them to account for treating pregnancy as a liability instead of a protected condition.
• Religious discrimination. Employees are denied accommodations for their faith, ridiculed for their beliefs, or punished for asking to observe religious practices. We pursue claims for that mistreatment and for the retaliation that often follows.
• LGBTQ discrimination. We represent workers singled out for their sexual orientation or gender identity, including clients who were deadnamed, misgendered, or mocked by supervisors and coworkers.
• Job discrimination. This is across the employment relationship. Bias does not stop at hiring. It can shape evaluations, raises, and who gets shown the door first, and we look at the full arc of someone’s employment.
• Race and national origin discrimination. Slurs, exclusion, uneven discipline, and biased hiring all belong here. We have represented clients subjected to overtly racist conduct, including a case involving a noose-style display hung over a Black employee’s workstation.
• Disability discrimination. Employers sometimes refuse reasonable accommodations or treat a medical condition as a reason to manage someone out. We challenge that, and we look hard at whether the employer ever seriously considered keeping the worker on.
• Workplace harassment. When offensive conduct becomes severe or constant, it can poison the entire job. We treat hostile environment claims with the same weight as any other discrimination matter.
• Retaliation. Reporting discrimination is protected activity. When an employer punishes someone for raising a concern, that is a separate violation, and often a strong one on its own.

Why Choose Bloom Fudali as my Discrimination Lawyer?

Dedicated Experience Representing Employes

Lisa Bloom opened Bloom Fudali in 2010 and has practiced law since the early 1990s. She is a trial attorney whose career spans discrimination, harassment, and civil rights, and she has been named a Super Lawyer every year since 2015. Managing attorney Arick Fudali is a former prosecutor who has represented victims in civil litigation since 2011 and helped secure multi-million-dollar verdicts through the firm’s litigation work.

Successful Results

Our outcomes are concrete. Across discrimination, harassment, and related claims, the firm has recovered millions of dollars for clients, among them a woman underpaid relative to her male peers and employees subjected to racial and anti-trans hostility. We handle these cases on contingency. There are no upfront fees, and we are paid only if we recover money for you.

Understanding Discrimination Cases

Discrimination law protects people from being treated worse at work because of a characteristic they cannot and should not have to change. The principles are clear enough. The proof is where these cases are won or lost, and that is where good lawyering earns its keep.

How Discrimination Claims Work

A claim starts with a protected trait and an employment decision that hurt you. From there, the question becomes whether one drove the other, and answering it is rarely as simple as pointing to a single email.

• Protected traits generally include race, color, sex, age, religion, national origin, disability, pregnancy, and genetic information.
• Unequal treatment can touch any term of employment: pay, hiring, promotion, discipline, assignments, or termination.
• Harassment becomes unlawful when it is severe or pervasive enough to create a hostile work environment.
• Employers are responsible for what their supervisors do, and often for what they fail to stop.
• Retaliation against a worker who complains is, by itself, a violation.

People rarely announce their bias. So most claims are built from circumstantial proof: comparisons to other employees, suspicious timing, explanations that shift over time, and the paper trail an employer leaves behind.

What Are Important Aspects of a Discrimination Case?

A strong claim usually depends on a handful of elements lining up. We test each of them early, because an honest read at the start saves everyone time and spares you from chasing a case that cannot be proven.

• A protected characteristic that played a role in the decision.
• An adverse action such as firing, demotion, or lost pay.
• Evidence linking the two, whether a direct remark or a telling pattern.
• A record of any complaint you made and how the employer responded.
• A comparison to coworkers outside your protected group who were treated better in similar circumstances.

What Is the Discrimination Case Timeline?

Every matter moves at its own pace. Still, most travel a recognizable route, and knowing the route makes the process less unnerving.

• An initial review, where we learn the facts and weigh the claim.
• A filing with the appropriate government agency before any lawsuit.
• Investigation, then the exchange of documents and sworn testimony.
• Negotiation or mediation, where a large share of cases resolve.
• Trial, when the employer refuses a fair outcome.

Most cases run from several months to a couple of years, depending on how the employer fights and how tangled the facts are. We keep you informed at each turn, so the wait never feels like silence.

What Should You Bring to Your Discrimination Consultation?

The more we can see at the first meeting, the sharper our read will be. Bring what you have, even if it feels scattered or incomplete.

• Pay records, offer letters, or performance reviews.
• Emails, texts, or messages connected to the treatment you experienced.
• Any complaint you filed and the response you got.
• A simple timeline of events, with names and dates.

That first conversation is candid and free of pressure. We’ll tell you what we see, including whether we believe you have a case worth pursuing.

Important Legal Resources for Discrimination Cases

A few federal resources can help you get oriented before and during a claim. They point you toward the law itself, not toward advice about your specific facts.

• The EEOC lays out workplace protections on its know your rights page.
• Its summary of prohibited employment practices describes conduct that crosses the line.
• The agency’s guide to filing a charge walks through the first formal step.
• A plain EEOC overview covers who is protected and how enforcement works.
• For statutes and regulations, the EEOC legal resources library collects them in one place.

Reach Out to Bloom Fudali to Schedule a Consultation

You don’t have to sort this out alone. Our discrimination attorneys offer a free, confidential consultation, and because we work on contingency, there is nothing to pay up front. Tell us what happened, and we’ll give you an honest read on where you stand and what comes next. Contact us when you’re ready, and we’ll follow up promptly to set up your review.