Los Angeles Employment Lawyer

Employment Lawyer Los Angeles, CA

If you are dealing with mistreatment at work in Los Angeles, you are not alone. Discrimination, harassment, retaliation, and wrongful termination happen every day in California workplaces. And most employees don’t know what to do about it.

Our Los Angeles, CA employment lawyer at Bloom Fudali represents employees exclusively. We don’t work for corporations. We don’t represent management. Every case we take puts us on the side of the worker who has been wronged.

Lisa Bloom founded Bloom Fudali in 2010 and has practiced law since the early 1990s. She built a team of attorneys who share her commitment to holding employers accountable. We handle employment matters on contingency, which means you pay nothing unless we recover money for you.

If you believe your rights have been violated at work, contact us for a free consultation.

Why Choose Bloom Fudali for Employment Law in Los Angeles, CA?

Attorneys Who Focus on Employee Rights

Bloom Fudali was founded with a specific mission: representing victims and plaintiffs in civil litigation. When it comes to employment law in Los Angeles, that means we fight for workers who have experienced discrimination, harassment, and retaliation.

Lisa Bloom earned her J.D. from Yale Law School in 1986 and has been practicing for over three decades. She has been recognized as a Super Lawyer every year since 2015. As a trial attorney, she focuses on sexual harassment, discrimination, civil rights, and employment law matters. Lisa is also a frequent legal analyst and commentator on major networks including CNN, ABC, CBS, and NBC.

Arick Fudali, Partner and Managing Attorney, earned his J.D. from the University of Florida Levin College of Law in 2010. He is admitted to practice in California, New York, and Florida. Before joining Bloom Fudali, he served as an Assistant State Attorney for the 17th Judicial Circuit in Broward County, Florida. He has represented survivors of abuse and discrimination in civil litigation since 2011 and frequently appears on CNN, Court TV, and News Nation to advocate for victims’ rights.

Proven Results for California Workers

Our firm has helped clients recover millions of dollars in employment and harassment cases. We have fought and won money for employees facing gender discrimination, racial discrimination, LGBTQ discrimination, and pay disparity. Recently, we secured $1.8 million in a gender pay disparity case involving a woman paid less than her male counterpart.

Contingency Fee Structure

We work on contingency for employment cases. You pay no upfront fees. We only receive a percentage of the money we win for you. If we don’t recover compensation, you owe us nothing.

What Other Attorneys Say About Us

⭐⭐⭐⭐⭐

“I am a licensed California Employment attorney who had the amazing privilege of referring clients to Bloom Fudali. Lisa Bloom is well respected, smart, tough, and kind, and her entire staff is phenomenal. It was evident that they truly care about their clients and go above and beyond. Additionally they were able to get amazing results that allowed the clients to find justice. If you want kind, knowledgeable, strong, and effective counsel, then you are in great hands at Bloom Fudali.” — Brian Heit, Client

Read more reviews on our Google Business Profile.

Types of Employment Cases We Handle in Los Angeles

Our Los Angeles employment lawyers handle a range of workplace violations. Here are some of the most common matters we take on:

• Sexual harassment. We represent employees who have experienced quid pro quo harassment, unwanted touching, inappropriate comments, and sexual favoritism. We also handle retaliation claims when employers punish workers for reporting harassment. California law holds employers liable when supervisors create hostile conditions or when management fails to address known harassment by coworkers. Our attorneys have secured millions of dollars for clients in these cases, including models harassed by photographers and employees targeted by high-profile executives. If you have been harassed, there are immediate steps you should take to protect your rights.
• Workplace harassment. Not all harassment is sexual in nature. We handle cases involving bullying, intimidation, and ongoing mistreatment that creates a hostile environment. This includes racial slurs, religious mockery, and conduct targeting employees because of their national origin or other protected characteristics. When employers ignore complaints or fail to take corrective action, they become liable for the hostile conditions they allowed to persist.
• Pregnancy discrimination. California law prohibits employers from treating pregnant employees differently. We represent women who have been denied accommodations, demoted, or terminated because of pregnancy. The California Fair Employment and Housing Act requires employers to provide reasonable accommodations for pregnancy-related conditions, just as they would for any other temporary disability. Employers who pressure women to take early leave or who question their commitment after announcing a pregnancy violate these protections.
• Disability discrimination. Employers must provide reasonable accommodations to employees with disabilities. When they refuse or retaliate against workers who request accommodations, we step in. California’s interactive process requirement means employers must engage in a good-faith dialogue about possible accommodations. Failing to participate in this process, or terminating an employee shortly after they request accommodations, often forms the basis of a strong legal claim.
• LGBTQ discrimination. We have fought cases involving deadnaming and mocking of transgender employees, discrimination based on sexual orientation, and other violations of California’s Fair Employment and Housing Act. California explicitly protects gender identity and gender expression in the workplace. Employers who refuse to use correct pronouns, deny access to appropriate facilities, or create hostile conditions for LGBTQ employees face significant liability under state law.
• Hostile work environment. When workplace conduct becomes severe or pervasive enough to interfere with your ability to do your job, you may have a hostile work environment claim. This standard looks at the totality of circumstances: frequency of the conduct, its severity, whether it was physically threatening or humiliating, and whether it unreasonably interfered with your work performance. A single extreme incident can qualify, or a pattern of smaller incidents that accumulate over time.
• Wrongful termination. If you were fired for reporting illegal activity, taking protected leave, or exercising your legal rights, California law may protect you. Whistleblower protections under California Labor Code Section 1102.5 apply when employees report violations to government agencies or refuse to participate in illegal conduct. We also handle terminations that violate public policy or breach implied employment contracts. We have represented employees fired for religious expression and other protected activity.
• Severance negotiation. Before you sign anything, let an employment attorney review your severance package. We negotiate better terms for departing employees. Many severance agreements contain broad releases that waive valuable claims, non-disparagement clauses that silence you unfairly, or non-compete provisions that may not even be enforceable in California. Getting legal review before you sign can mean the difference between leaving with adequate compensation and giving up rights you didn’t know you had as overtime laws greatly affect your final pay.

California Legal Requirements for Employment Law

California provides some of the strongest worker protections in the country. Understanding these laws matters because they define what your employer can and cannot do.

The California Fair Employment and Housing Act prohibits workplace discrimination based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, and military or veteran status. This law applies to employers with five or more employees.

The California Labor Code governs wages, hours, and working conditions. It includes protections against retaliation for employees who report violations. Section 1102.5 specifically protects whistleblowers who disclose information about legal violations to government agencies.

At the federal level, the Equal Employment Opportunity Commission enforces Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act. These laws create additional protections that work alongside California state law.

California also requires employers to provide reasonable accommodations under the California Civil Rights Department regulations. Employers who fail to engage in the interactive process with disabled employees may face liability.

The Department of Labor oversees federal wage and hour laws, including the Fair Labor Standards Act. California’s state wage laws often provide greater protections than federal minimums.

Important Aspects of a Los Angeles Employment Law Case

Employment cases involve several critical elements. Understanding these components helps you know what to expect.

Documentation and Evidence

Your case depends heavily on what you can prove. Emails, text messages, performance reviews, and witness statements all matter. We advise clients to preserve evidence from the beginning. Screenshots, saved files, and written notes with dates and times strengthen your position. Many victims inadvertently make mistakes that weaken their claims before ever speaking with an attorney.

Employer Investigations

Many employers conduct internal investigations when employees complain. These investigations are often designed to protect the company, not you. Having an attorney involved early can help ensure your rights are protected throughout the process.

Administrative Complaints

Before filing a lawsuit for discrimination or harassment, California law typically requires you to file a complaint with the California Civil Rights Department or the EEOC. This administrative step has deadlines. Missing them can affect your ability to pursue your claim.

Retaliation Claims

Many employment cases involve retaliation. You report harassment, and suddenly your performance reviews change. You request disability accommodations, and you get demoted. California law prohibits retaliation, but proving it requires showing a connection between your protected activity and the adverse action.

Statute of Limitations

Employment claims have time limits. For many discrimination claims, you must file an administrative complaint within three years of the last discriminatory act. Other claims have shorter windows. Waiting too long can mean losing your right to pursue compensation entirely.

Settlement vs. Trial

Most employment cases settle before trial. Settlement provides certainty and faster resolution. But some cases require litigation to achieve fair compensation. We prepare every case as if it’s going to trial, which gives us leverage during negotiations.

Contact Bloom Fudali

If you are facing workplace discrimination, harassment, or retaliation in Los Angeles, we want to hear from you.

Our employment lawyers offer free consultations to evaluate your situation. We work on contingency, so you pay nothing unless we recover money for you. There’s no financial risk in reaching out.

We handle cases throughout Los Angeles County and across California. Our attorneys respond promptly because we understand that employment issues create stress and uncertainty. You deserve answers.

Contact Bloom Fudali today to discuss your case.

Employment Law Statistics in Los Angeles

Workplace discrimination is common, and the numbers prove it. The EEOC enforcement data shows more than 88,000 new discrimination charges filed nationwide in fiscal year 2024. Retaliation was the most frequently cited basis. It appeared in more than half of all charges.

California generates a significant share of those filings, and Los Angeles, CA is one of the busiest employment litigation markets in the country. With a labor force this large, an employment attorney in Los Angeles sees the same patterns repeat: complaints ignored, complainers punished, paper trails that suddenly appear after someone speaks up.

• More than 88,000 discrimination charges were filed with the EEOC nationwide in fiscal year 2024.
• Retaliation appears in over half of all federal discrimination charges.
• California’s civilian labor force exceeds 19 million people, according to BLS regional data.
• Unpaid wage and overtime disputes can be filed with the state through the DIR wage claim process.
• The CRD complaint process handles intake, investigation, and right-to-sue notices for discrimination and harassment claims statewide.

Mistakes That Can Damage Your Employment Claim

Strong cases get weaker when employees make avoidable errors early. Our Los Angeles employment lawyer has seen each of these mistakes cost real people real money.

1. Waiting too long. Most discrimination and harassment claims must be filed with the California Civil Rights Department within three years of the last unlawful act. Miss that window and your claim may be gone, permanently.
2. Quitting before getting legal advice. Resigning can complicate your case. Sometimes leaving is the right call, but talk to an attorney first so you understand what you may be giving up.
3. Deleting evidence. Emails, texts, schedules, and performance reviews win cases. Preserve everything, even messages that seem minor now.
4. Posting about your case on social media. Defense attorneys read your accounts. A single frustrated post can be twisted into something it never was.
5. Signing a severance agreement without review. These documents often waive claims you don’t know you have, and some contain confidentiality terms that echo how NDAs hide harassment in California workplaces.
6. Skipping the internal complaint. Reporting misconduct in writing creates a record, and there are steps worth taking before filing a complaint that strengthen your position.
7. Assuming at-will employment hinders your case. It doesn’t. At-will status never permits discrimination against employees, retaliation, or harassment.
8. Confusing unfair with illegal. A rude manager isn’t automatically breaking the law. The line between a bad boss and discrimination depends on whether a protected characteristic motivated the treatment.
9. Trusting HR to protect you. Human resources works for the company. Cooperate, but document every conversation.
10. Negotiating alone. Employers bring lawyers to every dispute. You should too.

Los Angeles, CA Employment Lawyer FAQs

How much does an employment attorney in Los Angeles cost?

Nothing upfront at our firm. We handle employment cases on contingency, meaning we receive a percentage of what we recover for you. If we recover nothing, you don’t owe us payment at all.

Do you offer free consultations?

Yes. Every consultation with our Los Angeles, CA employment attorney is free and confidential. We’ll evaluate your situation and give you an honest assessment of your options. Contact us today for assistance.

How long do I have to file a claim?

For most discrimination and harassment claims, California gives you three years from the last unlawful act to file with the Civil Rights Department. Some claims have shorter deadlines. Don’t wait to find out which applies to you.

What is the difference between discrimination and harassment?

Discrimination involves adverse decisions such as firing, demotion, or unequal pay based on a protected characteristic. Harassment involves unwelcome conduct that creates hostile conditions. Our job discrimination lawyer handles both, and many cases involve elements of each.

What proof do I need?

Emails, texts, witness names, performance reviews, pay records, and written complaints all help. You don’t need a perfect case to call us. We know how to build evidence. Even if you don’t have all the evidence you need right now, we can help you gather it to create the foundation of your case.

Can I be punished for reporting misconduct?

Legally, no. Practically, employees being punished by employers for reporting misconduct happens constantly. Sudden write-ups or demotions after a complaint often support a retaliation claim.

What if my employer is famous or powerful?

That has never stopped us. Bloom Fudali has litigated high-profile sexual harassment cases against celebrities, executives, and major corporations, and won.

Do employment cases go to trial?

Most settle. But we prepare every case for trial, and our verdicts show we’re willing to go the distance when employers won’t pay fair value.

How long will my case take?

Some resolve in months through pre-litigation negotiation. Litigated cases often take a year or longer. We’ll give you realistic expectations at your consultation.

Should a lawyer review my severance package before I sign?

Yes. Once signed, severance agreements are very difficult to undo. A short review can add real money to your exit.

Important Resources for Los Angeles Employment Cases

Where Are Employment Cases Handled in Los Angeles?

State employment claims in Los Angeles are typically filed in the Los Angeles County Superior Court, with many employment matters heard at the Stanley Mosk Courthouse downtown. Federal claims proceed in the Central District of California. Administrative charges are handled through the EEOC Los Angeles District Office or the state Civil Rights Department before most lawsuits can be filed.

Local Resources for Los Angeles Employment Cases

These agencies and organizations assist Los Angeles workers with complaints, wage claims, and legal questions.

• EEOC Los Angeles District Office: (800) 669-4000
• California Civil Rights Department: (800) 884-1684
• California Labor Commissioner’s Office: Los Angeles – (213) 620-6330
• Legal Aid Foundation of Los Angeles: (800) 399-4529

These resources are provided for informational purposes only. Bloom Fudali does not endorse and is not affiliated with any organization listed above.

About Bloom Fudali

Before founding the firm, Lisa Bloom earned her bachelor’s degree in English from UCLA and later hosted a live legal show on Court TV. Every attorney at Bloom Fudali works on every case, which means your matter gets the full weight of the firm. Our case results include an $11 million sexual harassment verdict and a $10.1 million employment recovery. Those outcomes reflect how we approach each client’s fight.

What Our Clients Say

⭐⭐⭐⭐⭐

“Lisa and her team were so knowledgeable about the ins and outs of my case. Felt like I really I had someone I could trust in my corner as they answered all my questions I had along the way. Would highly recommend The Bloom Firm.” — Andy Northcutt

Read more reviews on our Google Business Profile.

Additional Resources for Los Angeles Employment Cases

• Fired After Coming Out at Work: Now What?
• Workplace Harassment No One Talks About
• Two Types of Sexual Harassment in California
• Emotional Distress Damages in LGBTQ Cases
• Harassment vs Discrimination Based on Sexual Orientation

Contact Bloom Fudali

If your employer crossed the line, an employment lawyer in Los Angeles, CA from our firm is ready to hear your story. We work on contingency, so there is no upfront cost and no fee unless we recover money for you. Your free consultation is a confidential conversation about what happened and what your options are. Contact us today to get started.