Employment Lawyer
Serving Clients in California, New York, Florida & Nationally
Whether you’re an employer falsely accused of violating employment laws or an employee who is the victim of an illegal employment practice, Bloom Fudali can help you with a wide range of legal issues such as wage and hour violations, employee discrimination or harassment, contract disputes, misclassification and termination. In the past year alone, we have achieved favorable results for many clients in the realm of discrimination and harassment, often claimed against major corporations and some very powerful people.
For Employees
If your employer has reduced your pay, withheld your pay, demoted you, or terminated you, we are here to tell you that you have legal rights that we can protect and defend. If you have been subject to discrimination because of your race, national origin, sex, or disability, or if you have suffered retaliation because you sought the protections of the law and spoke out against an illegal practice, we can help you. Bloom Fudali will consult with you and discuss your situation, the applicable laws, and possible legal recourse. Contact Bloom Fudali so we can help you.
For Employers
We help employers understand and comply with employment laws – we can review your employment policies and practices and advise you on whether they should be changed or updated. We will inform you of the ever-changing California and Federal laws and how the most recent court cases could apply to your business. Consultations are often the most cost-effective method for employers to avoid costly litigation.
Bloom Fudali represents employees in employment law disputes involving discrimination, harassment, retaliation, and wrongful termination. Founder Lisa Bloom has spent over 30 years representing individuals against corporations, executives, and institutions. Our attorneys are licensed in California, New York, and Florida, and we handle cases nationwide. If your employer violated your rights, contact us for a free consultation.
Why Choose Bloom Fudali for Your Employment Case?
Exposed to Complex Employment Litigation for Decades
Lisa Bloom founded Bloom Fudali in 2010 after building a career representing employees in high-stakes workplace disputes. She earned her J.D. from Yale Law School and has practiced since the early 1990s. That’s more than three decades of taking on Fortune 500 companies, entertainment industry executives, and employers who thought they were untouchable. She has been recognized as a Super Lawyer every year since 2015.
Senior Attorney Tiffany Helfman has been with the firm for nearly a decade, focusing on sexual harassment, discrimination, retaliation, and wrongful termination. In September 2025, she secured an award exceeding $1.8 million under the California Equal Pay Act for a client paid less than her male counterpart. Her recent results also include a multi-million dollar settlement in a sexual harassment and assault case, a high six-figure recovery against a national corporation for gender-based discrimination, and a high six-figure resolution for a male employee harassed by his Los Angeles employer. She graduated from UCLA School of Law with a Dean’s Award in Constitutional Law.
Results That Speak for Themselves
Bloom Fudali has recovered millions of dollars for employees. Results include an $11 million sexual harassment verdict, an $8.4 million sexual harassment jury verdict, a $10.1 million employment recovery, and numerous six and seven-figure settlements. We have won cases against ride-sharing companies, media conglomerates, fashion industry figures, and employers across virtually every sector.
Employees Only
We represent employees. When you hire Bloom Fudali, every attorney working on your case has built their practice holding employers accountable.
Contingency Fees
Employment cases are handled on contingency. We receive a percentage of the recovery only if we win. You pay no attorney’s fees unless we obtain compensation for you.
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“Lisa and the attorneys at Bloom Fudali are the most passionate, caring and hard working attorneys I have seen. Lisa has put together a team that is not only dedicated, but also care so much for each and every client, no matter the size of their case. If you are searching for an attorney, Bloom Fudali is the place to go.” — Alessandra Ferrara
Read more reviews on our Google Business Profile.
Types of Employment Cases We Handle
Employment law covers workplace violations that range from subtle discrimination to outright retaliation. The legal framework varies depending on what happened, but the core principle remains constant: employers cannot violate employee rights without consequence.
- Sexual Harassment. Unwanted advances, inappropriate comments, quid pro quo demands, hostile work environment. Sexual harassment takes many forms, and many victims make mistakes early in the process that weaken their claims before they ever speak to an attorney. We represent employees harassed by supervisors, coworkers, clients, and executives. The firm has handled cases against photographers, fashion moguls, entertainment producers, and corporate leadership at major companies.
- Discrimination. Federal and state laws prohibit employment decisions based on race, gender, age, religion, national origin, disability, pregnancy, and sexual orientation. Sex discrimination encompasses pay disparities, promotion denials, and adverse treatment tied to gender or gender identity. We handle cases involving racial discrimination, LGBTQ discrimination, disability discrimination, and age discrimination.
- Retaliation. You reported misconduct. You filed a complaint. You participated in an investigation. And then your employer made your life miserable or showed you the door. Retaliation claims arise when employers punish workers for engaging in protected activity, and they frequently accompany underlying harassment or discrimination allegations.
- Wrongful Termination. California, New York, and Florida are at-will employment states. Employers can let workers go for almost any reason, or no reason at all. Almost. The at-will doctrine doesn’t protect terminations that violate anti-discrimination laws, punish employees for protected activity like reporting harassment, or breach the terms of an employment contract. These cases require careful analysis of the facts, the timing, and the paper trail. We pursue wrongful termination claims when the evidence supports them.
- Whistleblower Retaliation. Federal and state whistleblower laws protect employees who report illegal conduct. That protection exists on paper. In practice, employers often find ways to push whistleblowers out. Performance reviews suddenly turn negative. Responsibilities get reassigned. Termination follows shortly after. We have recovered settlements for employees fired after reporting OSHA violations, financial fraud, and regulatory noncompliance to supervisors or government agencies.
- Severance Negotiations. Litigation isn’t always the answer. Sometimes an employee wants to leave cleanly with fair compensation for what they’re giving up. Severance packages are negotiable. The initial offer from HR is a starting point, not a final number. We help employees evaluate the terms, identify leverage based on potential claims, and negotiate agreements that reflect the true value of a full release.
Federal and State Employment Laws
No single statute governs workplace claims. Federal and state laws overlap, sometimes conflict, and apply differently depending on employer size, location, and the type of violation alleged.
Federal Protections
Title VII of the Civil Rights Act covers discrimination based on race, color, religion, sex, and national origin. It applies to employers with 15 or more employees. Sexual harassment, whether quid pro quo or hostile work environment, falls under Title VII.
Other federal statutes address specific categories of discrimination. The Age Discrimination in Employment Act covers workers 40 and older at companies with 20 or more employees. The Americans with Disabilities Act requires reasonable accommodations and prohibits adverse actions based on disability. Wage disparity claims between men and women doing substantially equal work proceed under the Equal Pay Act.
One procedural step trips up many employees. Federal discrimination claims typically require filing a charge with the Equal Employment Opportunity Commission before you can sue. The EEOC investigates, and eventually issues a right-to-sue letter. Skip this step, and a court may dismiss your federal claims regardless of their merit.
State Protections
California’s Fair Employment and Housing Act reaches employers too small for federal coverage. It recognizes protected characteristics federal law doesn’t and allows victims to pursue damages that federal statutes cap or bar. New York’s Human Rights Law works similarly. State claims can offer advantages federal claims don’t, including longer deadlines, broader coverage, and access to remedies unavailable under Title VII.
Filing Deadlines
Time limits matter more in employment law than most people realize. Federal EEOC charges must be filed within 180 days in some states, 300 days in others. California and New York fall into the 300-day category. State agency deadlines differ. Court filing deadlines vary by jurisdiction and claim type. A case with strong facts becomes worthless if the deadline passes. We evaluate timing issues at the outset of every consultation.
What Damages Can You Recover in an Employment Case?
Losing a job affects more than your income. It disrupts your career trajectory. It causes stress that manifests in physical symptoms. It can damage relationships and undermine your sense of professional identity. The law recognizes these harms through multiple categories of damages.
Back Pay is the money you would have earned from the date of termination or adverse action through resolution of your case. Salary, bonuses, commissions, benefits. The total gets reduced by whatever you earned from other employment during that window. The calculation sounds simple. In practice, disputes over mitigation and benefit valuation can complicate it significantly.
Front Pay covers future earnings you’ll lose because of the violation. Going back to a job where you were harassed or discriminated against rarely works. The relationship is too damaged. When reinstatement isn’t viable, courts award front pay. This might account for months of job searching, or it might reflect years of diminished earning capacity depending on the circumstances.
Compensatory Damages account for how employment violations take a psychological toll. These consequences deserve compensation even though no receipt exists to document them. Federal law caps compensatory damages between $50,000 and $300,000 based on employer size. State claims often aren’t capped the same way, which is one reason we evaluate both federal and state theories in every case.
Punitive Damages apply to conduct that goes beyond negligence and into territory that warrants punishment. Intentional discrimination. Malicious retaliation. Reckless disregard for employee rights. Punitive damages serve to punish that conduct and send a message. Federal caps apply under Title VII. State claims may allow for larger awards depending on the jurisdiction and facts.
Attorney’s Fees for the plaintiff are usually recoverable. This fee-shifting exists because Congress recognized that many employment violations wouldn’t get litigated otherwise. The mechanism helps employees retain counsel for cases where the potential recovery alone might not justify the cost of fighting a corporation with a large legal budget.
Contact Bloom Fudali
Companies don’t typically admit they violated the law. They have lawyers, insurance carriers, and HR professionals whose job is to limit exposure. Going up against that machinery requires attorneys who know employment law, who have litigated these cases before, and who understand what it takes to win or negotiate a fair settlement.
If you’re dealing with discrimination, harassment, retaliation, or wrongful termination, contact us for a free consultation.