California Job Discrimination Attorney
Protecting Employees. Holding Employers Accountable.
- No upfront costs; pay only when you win
- 100% confidential consultations
- Available 24/7 to answer your questions
- Protection against retaliation for asserting workplace rights
- Experience handling cases while you’re still employed
100% confidential. Your information is private and secure.
You Are Protected by Law
Experiencing workplace discrimination can be overwhelming and emotional. But you are not without legal protection. California and federal laws prohibit discrimination based on several protected categories, including race, religion, gender, age, disability, and sexual orientation.
California’s Fair Employment and Housing Act (FEHA)
FEHA prohibits discrimination in all aspects of employment, including:
- Job advertisements
- Applications and interviews
- Hiring decisions
- Working conditions
- Promotions and pay
- Termination
These protections apply to both private and public employers, as well as employment agencies. Employers with five or more employees cannot discriminate against job applicants or employees based on a protected category—and they cannot retaliate against you for asserting your rights.
Federal Protections Under Title VII
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on protected categories, including:
- Race
- Gender
- National origin
- Religion
- Disability
- Sexual orientation
These protections apply to all aspects of employment practices.
If you believe you’ve been discriminated against, contact Victory Law Group for a confidential consultation.
You Are Protected from Retaliation
You should never fear asserting your rights under California and federal law to be treated equally and without discrimination in your workplace.
Title VII of the Civil Rights Act of 1964 protects employees from retaliation. It is illegal for your employer to take negative action against you because you:
- Complained about discrimination or harassment
- Filed a discrimination complaint with HR or a government agency
- Participated in an investigation or lawsuit
- Supported a coworker who reported discrimination
If your employer has retaliated against you for standing up for your rights, that retaliation itself is illegal—and you may have an additional claim.
Contact Victory Law Group for a confidential consultation.
What to Do If You're Experiencing Workplace Discrimination
If you’re experiencing workplace discrimination, the first step is usually to file a formal charge with the Equal Employment Opportunity Commission (EEOC). This federal agency enforces federal anti-discrimination laws and will investigate your employer once you file a charge.
What Happens After You File?
Once your complaint is filed, the EEOC will typically make one of two decisions:
- Resolve your charge – The EEOC may work to resolve your discrimination claim through mediation or settlement
- Issue a “right to sue” notice – This allows you to file a lawsuit in court
Both outcomes involve strict deadlines that you must follow to protect your legal rights.
We Can Guide You Through the Process
An attorney at Victory Law Group can help you file your claim and guide you through every step of the process—from the initial EEOC charge to settlement negotiations or trial.
Contact us today for a confidential consultation.
Get Legal Guidance Today
If you have experienced or are currently experiencing workplace discrimination, it’s important to speak with an employment attorney who can evaluate your situation and help you understand your options.
An employment attorney can:
- Analyze the facts of your case
- Advise you on the best course of action
- Identify legal remedies to help you pursue fair compensation
At Victory Law Group, we’re committed to standing by your side and fighting for your rights.
Contact us today for a free, confidential consultation.
Not sure if you have a case? We’ll review your situation for free and explain what compensation you may be entitled to.
Common Questions About Your Workplace Rights in California
We understand you have questions and concerns about what happens next. Here are answers to the most common questions we hear from employees facing workplace issues.
Can my employer fire me for talking to a lawyer?
No. California law prohibits retaliation against employees for consulting with an attorney about workplace issues. Your employer cannot legally fire, demote, or punish you for seeking legal advice or asserting your rights. If retaliation does occur, it may strengthen your case.
How much does it cost to hire an employment attorney?
We work on a contingency fee basis, which means you pay nothing upfront. We only get paid if we successfully recover compensation for you. There’s no financial risk to you for exploring your legal options.
Will my employer find out I contacted you?
Not unless you want them to. Initial consultations are 100% confidential. Your employer will not know you spoke with us unless and until you decide to move forward with a claim or legal action.
How long does an employment case take?
It varies. Some cases settle in a few months, while others may take a year or more if they go to trial. We’ll give you a realistic timeline based on your specific situation and keep you informed at every step.
Do I have to quit my job to pursue a claim?
No. Many of our clients are still employed when they contact us. We handle cases discreetly and can advise you on how to protect your rights while you’re still working.
What if I signed an arbitration agreement or employment contract?
Many employment contracts include arbitration clauses, but that doesn’t mean you’ve waived your rights. We can review your contract and explain how it affects your options.
How do I know if I have a strong case?
The best way to know is to speak with an experienced employment attorney who can evaluate the facts of your situation. We offer free, confidential consultations to help you understand whether you have a viable claim.
Still have questions? We’re happy to answer them during your free consultation. No pressure. No obligation.