California Employment Attorneys

At DearLegal, we connect you with experienced California employment attorneys who handle FEHA discrimination, wrongful termination, retaliation, wage-and-hour, PAGA, and non-compete claims for workers across Los Angeles, San Francisco, San Diego, San Jose, Sacramento, and the Central Valley.

Free to use — no fee unless you win
Matched with a California attorney in 24 hours
30,000+ plaintiffs served nationwide

Free California employment case review

A California attorney will take a look. Or call 1-833-WELEGAL.

How we match your California employment case

When you submit a California employment matter, we route it through a national network of independent partner firms and put it in front of the one that fits best — based on the kind of case it is, what it is likely to involve, where it has to be handled, and who has capacity to take it on now.

Case type

A employment matter needs someone who handles employment work day to day, not a generalist. Practice area is the first filter.

Size and complexity

Some firms are built for catastrophic injury and multi-party litigation; others resolve straightforward claims quickly. We weigh what your matter is likely to involve against how each firm actually works.

Jurisdiction and licensing

Your matter is decided under California law, so it goes to an attorney licensed in California who regularly appears where your case would be heard.

Capacity and fit

Availability, conflicts of interest and language all matter. If the best-fit firm cannot take your case, we route it to the next one that can — or tell you plainly when no one in the network is the right answer.

Every partner reviews your case for free. Injury and workers’ compensation matters are handled on contingency — no fee unless you win. Other matters are quoted upfront, before you commit to anything.

Get started How DearLegal works

DearLegal provides marketing and matching services and is not a law firm, and is not a State Bar-certified lawyer referral service. Submitting a case does not create an attorney-client relationship. Matches depend on case type, jurisdiction and firm availability.

Exhibit A

What happens with an employment claim in California

Day 0
Something happens at work.
A firing, demotion, missed pay, harassment, retaliation. Write down dates, names and what was said, and save emails and pay stubs before access disappears.
Within 24 hours
Tell us what happened.
Two minutes on this page. A California employment attorney reviews it for free and, if it’s a fit, you’re matched within 24 hours.
Weeks 1–4
Your attorney builds the record.
Personnel file, pay records, texts, witness accounts, the handbook. Employers keep meticulous files; you need one too.
Months 1–3
Demand, or an agency charge.
Many California employment claims start with a demand letter or a charge with the state agency or the EEOC. Your attorney picks the route that protects your deadlines.
Before the 3-year deadline
Suit is filed if it has to be.
California gives 3 years from the date it happened. Filing keeps your leverage; missing it ends the claim.
Resolution
Settlement or judgment.
You pay nothing along the way. The fee — typically 33% — comes only out of what’s recovered. If nothing is recovered, you owe nothing.

State Anti-Discrimination Statute: FEHA
Fair Employment and Housing Act (FEHA), Gov. Code § 12940 et seq. 18+ protected classes including race, sex (incl. pregnancy and gender identity), age 40+, disability, sexual orientation, marital status, military status, and reproductive health decisions.
Deadline to File Charge: 3 years
3 years to file with the California Civil Rights Department (CRD) under AB 9 (effective 2020). 1 year to sue after receiving the right-to-sue notice.
At-Will Doctrine: At-will
At-will (Lab. Code § 2922) with robust public-policy exception (Tameny v. Atlantic Richfield, 1980). Implied-contract and covenant-of-good-faith claims also available in some contexts.
Non-Compete Enforceability: Void
Void per Bus. & Prof. Code § 16600. Very narrow exceptions for sale of business, partnerships, and LLCs. SB 699 / AB 1076 (effective 2024) make non-competes void even when signed out of state and require employer notice to current/former employees.
Minimum Wage & Overtime / Wage-Hour: $16.00
California minimum wage $16.00/hour (2024), higher in many cities. Daily overtime after 8 hours, double-time after 12 hours (Lab. Code § 510). PAGA (§ 2698) allows representative civil-penalty claims. AB 5 / Lab. Code § 2750.3 applies ABC test for contractor classification.
Typical attorney fee: 33%
33%–40% contingency — no fee unless you win

California's Fair Employment and Housing Act (Gov. Code § 12940 et seq.) is the broadest state anti-discrimination law in the country, covering 18+ protected categories including race, color, ancestry, national origin, religion, age (40+), disability, sex (including pregnancy, childbirth, breastfeeding, and related conditions), gender (including gender identity and expression), sexual orientation, marital status, military/veteran status, genetic information, AIDS/HIV, and reproductive health decision-making. Employers with 5+ employees are covered (1+ for harassment claims). The filing deadline with the California Civil Rights Department (CRD, formerly DFEH) is 3 years (extended from 1 year by AB 9 in 2020), and lawsuits must be filed within 1 year of receiving a right-to-sue. California is at-will but recognizes a robust public-policy exception (Tameny). Non-competes are void under Bus. & Prof. Code § 16600 with very narrow exceptions, and SB 699 / AB 1076 (2024) make them void even when entered out of state. Wage claims include PAGA (Private Attorneys General Act, Lab. Code § 2698), AB 5 contractor classification (ABC test), daily overtime after 8 hours, double-time after 12 hours, and meal/rest break premiums. California minimum wage is $16.00/hour (2024), higher in some cities (LA $17.28, SF $18.67).

Exhibit B

When to call an employment attorney in California

Does any of this sound like you? Tap what applies.

Exhibit C

Employment cases we take in California

Which one is closest to yours?

Race and national-origin discrimination

FEHA Gov. Code § 12940. Broad protected categories including ancestry. No damage caps. CRD investigation and right-to-sue process. Los Angeles, Oakland, and San Diego ordinances add local enforcement.

Sound like yours? A California attorney reviews it free — no fee unless they win.

Start my free review

Exhibit D

How much do California employment attorneys cost?

Sample settlement statement

California · Employment

Recovery$100,000

Attorney fee · 33%− $33,000

Case costs (advanced by firm)repaid at the end

To you$67,000

Due today$0

Try a different recovery$100,000

$5,000$3,000,000

Illustrative only. Your fee terms are set in a written agreement with your attorney and may include costs and expenses regardless of outcome.

Most California employment attorneys work on contingency: the fee is a share of what they recover, and nothing if they don’t.

California employment attorneys work on contingency or hybrid arrangements — typically 33% to 40% of recovery, often higher (40%+) if trial is required. FEHA, Labor Code (§ 218.5 / § 1194), PAGA, and federal employment statutes all shift attorney fees to the employer when the worker prevails. With no FEHA damage caps and PAGA civil penalties on top, fee-shifting is a powerful equalizer.

A good attorney walks through every number at your free consultation — before you sign anything.

Get startedTakes about two minutes. No obligation.

Exhibit E

What your California employment compensation can include

A California employment recovery is built from several parts. Tap one to see what it covers.

Back Pay

Lost wages and benefits from termination to judgment. Uncapped under FEHA, Title VII, and California Labor Code.

DearLegal is a legal referral service, not a law firm. We connect individuals with licensed attorneys who can evaluate their case. Nothing on this page constitutes legal advice. Results vary based on individual circumstances.

Exhibit F

California employment questions, answered

Still unsure? Tell us what happened and a California attorney will review it for free.

Start free review

The Fair Employment and Housing Act (Gov. Code § 12940) covers more protected classes than federal Title VII, applies to smaller employers (5+ for discrimination, 1+ for harassment), gives 3 years to file with the CRD (vs. 180/300 days for the EEOC), and has no compensatory or punitive damages caps. For most California workers, FEHA is the primary path.

Race, color, ancestry, national origin, religion, age (40+), disability, medical condition, genetic information, sex (including pregnancy, childbirth, breastfeeding, and related medical conditions), gender, gender identity, gender expression, sexual orientation, marital status, military and veteran status, AIDS/HIV, and reproductive health decision-making. Some local ordinances (San Francisco, Los Angeles, Oakland) add height, weight, and other protected categories.

No. Bus. & Prof. Code § 16600 voids any contract that restrains a person from engaging in a lawful profession, trade, or business. Narrow exceptions exist for the sale of a business, dissolution of a partnership, or termination of an LLC interest. SB 699 / AB 1076 (effective 2024) extended the prohibition to non-competes signed in other states and now require employers to notify current and former California employees that any existing non-competes are void.

The Private Attorneys General Act (Lab. Code § 2698) lets employees sue for Labor Code civil penalties on behalf of themselves, other employees, and the state. After a 2024 reform, the worker keeps 35% of penalties (up from 25%) and the state takes 65%. PAGA is widely used for wage-and-hour, meal-break, rest-break, wage-statement, and misclassification violations.

AB 5 (Lab. Code § 2750.3) adopted the ABC test from Dynamex Operations West v. Superior Court. A worker is presumed an employee unless the hiring entity proves: (A) the worker is free from control; (B) the work is outside the usual course of the hiring entity's business; and (C) the worker is customarily engaged in an independently established trade. Many industries (gig, trucking, professional services) have specific carve-outs.

Daily overtime at 1.5x after 8 hours and 2x after 12 hours; 1.5x after 40 hours weekly. Double-time also applies after 8 hours on the seventh consecutive day worked (Lab. Code § 510). Meal-break (every 5 hours) and rest-break (every 4 hours) premiums (1 hour's pay each) apply when employers don't provide compliant breaks (Lab. Code § 226.7).

Not without legal review. With FEHA's 3-year filing window, broad protected classes, no damage caps, and PAGA claims, California severance offers often dramatically undervalue the claims being released. ADEA releases require 21 days to consider (45 for group RIFs) and 7-day revocation. Silenced California Voices Act (SB 331, 2022) prohibits NDAs that prevent discussion of unlawful workplace conduct.

Employment attorneys by city in California

Same California rules and the same attorneys — with what’s local to each city.

Other case types in California

All California practice areas →

Animal Incident attorneysCalifornia holds dog owners strictly liable for bites — the owner pays even if the dog had never bitten anyone before.

Business Dispute attorneysCalifornia bans most non-compete clauses, which shifts the leverage in partnership and employment disputes.

Car Accident attorneysPure comparative fault means even partially at-fault drivers can recover — an attorney protects your share against insurer pushback.

Consumer Protection attorneysCalifornia’s consumer-protection and unfair-competition laws give consumers some of the strongest claims in the country.

Criminal Defense attorneysCalifornia’s criminal code, Three Strikes law, and newer resentencing rules require counsel who knows the local DA office.

Defective Product attorneysCalifornia pioneered holding manufacturers strictly liable for defective products — and still leads on consumer-protective doctrine.

Family Law attorneysCalifornia is a community-property state, and the law traces separate-property contributions back through the marriage — math matters here.

Immigration attorneysCalifornia has the largest immigrant population in the U.S. — and immigration courts in San Francisco, Los Angeles, and San Diego each run on different timelines.

Lemon Law attorneysCalifornia’s Lemon Law lets you recover up to 2x actual damages plus attorney fees from the manufacturer.

Medical Malpractice attorneysCalifornia recently raised its medical-malpractice caps on pain-and-suffering damages, and they now rise each year — a reform that re-opens cases the old cap discouraged.

Personal Injury attorneysA 2-year filing deadline and pure comparative fault frame every California PI case — the math of your recovery starts here.

Slip and Fall attorneysCalifornia premises liability turns on notice and reasonableness — courts have set clear rules for how often stores must inspect for hazards.

Social Security Disability attorneysCalifornia’s SSA hearing offices (Oakland, Los Angeles, San Diego) handle some of the country’s longest waits — an attorney accelerates and strengthens your claim.

Workers’ Compensation attorneysCalifornia’s workers’ comp division runs hearings statewide — and the state’s medical-evaluator process can make or break your impairment rating.

California Employment Attorneys

How we match your California employment case

Case type

Size and complexity

Jurisdiction and licensing

Capacity and fit

What happens with an employment claim in California

Something happens at work.

Tell us what happened.

Your attorney builds the record.

Demand, or an agency charge.

Suit is filed if it has to be.

Settlement or judgment.

When to call an employment attorney in California

Employment cases we take in California

Race and national-origin discrimination

Sex, pregnancy, gender identity, and LGBTQ+ discrimination

Age discrimination (40+)

Disability discrimination and accommodation

Religious discrimination and accommodation

Retaliation and whistleblower

Wage and hour (California Labor Code + FLSA)

Misclassification (AB 5 / ABC test)

CFRA, PDL, PFL, and FMLA

Wrongful termination in violation of public policy

Hostile work environment

Non-compete and trade-secret defense

How much do California employment attorneys cost?

What your California employment compensation can include

Back Pay

Front Pay

Compensatory Damages (No FEHA Cap)

Punitive Damages

Liquidated / PAGA Penalties / Waiting-Time

Attorney Fees and Costs

California employment questions, answered

Employment attorneys by city in California

Other case types in California

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