Los Angeles
Los Angeles Employment Discrimination Lawyers Protecting California Workers
Los Angeles is one of the largest and most diverse workforces in the country and yet employees here face discrimination, harassment, and wrongful termination every day. Whether you work in entertainment, healthcare, tech, logistics, or any other industry, your rights matter and the law is on your side.
At Ranen Khademi PC, we represent Los Angeles employees who have been treated unlawfully by their employers. We know how to go up against large corporations, hospital systems, and local businesses—and we have a track record of getting results for workers across the city and county.
No matter what industry you work in or what part of Los Angeles you call home, our attorneys are ready to evaluate your case and help you take action.
Local Employment Law Representation in Los Angeles
Los Angeles is home to one of the most complex and varied employment landscapes in the United States. The region’s workforce spans entertainment and media, aerospace and defense, technology, healthcare, finance, hospitality, logistics and trade, and a vast public sector. Employees across all of these industries can face retaliation after reporting misconduct, requesting accommodations, or simply asserting their legal rights. Our attorneys help workers across Los Angeles County navigate those situations and enforce their protections under California and federal law.
We help Los Angeles employees pursue claims involving:
Wrongful termination
Fired for discriminatory or retaliatory reasons? We’ll help you hold your employer accountable.
Workplace discrimination
Including disability, gender, pregnancy, LGBTQ+, and racial discrimination.
Sexual harassment
From unwanted comments to hostile work environments, we take harassment seriously.
Retaliation and whistleblower claims
Protecting employees who report misconduct or discrimination.
Failure to accommodate
Ensuring fair treatment for workers with disabilities or religious needs.
Understanding Your Rights as a Los Angeles Employee
California’s Fair Employment and Housing Act (FEHA) and related federal laws protect Los Angeles workers from discrimination, harassment, and retaliation based on:
- Age (40+)
- Disability or medical condition
- Gender, gender identity, or gender expression
- Pregnancy or family status
- Sexual orientation or LGBTQ+ status
- Race, ancestry, or national origin
- Religion or creed
You also have the right to report workplace misconduct without fear of retaliation. If your employer fired, demoted, or disciplined you after speaking up, you may have a separate retaliation claim.
Why Los Angeles Employees Choose Ranen Khademi PC
Former Defense Attorneys
We’ve worked on the other side and know how employers and their lawyers build their cases.
Deep Los Angeles roots, statewide reach
We represent employees in Los Angeles County courts and before state and federal agencies, including the DFEH, EEOC, and NLRB.
Personalized attention
You’ll work directly with your attorney from start to finish
Proven Results
Our firm has secured significant settlements and verdicts for employees across California.
Our Process
Free Consultation
We listen to your story, discuss your concerns, and explain your rights under the law.
Case Evaluation
We thoroughly review your situation, analyze relevant facts, and determine potential claims under both California and federal law.
Negotiation or Litigation
Based on our findings, we seek a fair resolution through negotiation or prepare for trial if needed.
Support Throughout
We keep you informed, answer your questions, and provide compassionate guidance at every stage.
Get Legal Help from a Los Angeles Employment Attorney
If you believe your rights were violated at work, don’t wait to get help. Contact Ranen & Khademi, PC today for a free, confidential consultation. Our Los Angeles employment lawyers are ready to listen, evaluate your case, and help you take action.
Frequently Asked Questions
It’s illegal to fire an employee for a discriminatory reason, for reporting misconduct, or for taking protected leave under California or federal law.
Yes. If you’ve experienced unwanted sexual advances, offensive comments, or a hostile environment, you may have grounds for a harassment claim under FEHA.
Employers must provide reasonable accommodations unless it causes undue hardship. Failing to do so may violate FEHA and the Americans with Disabilities Act (ADA).
Document everything and contact an attorney before taking further steps. The sooner you act, the stronger your case may be.
No. California’s employment protections apply regardless of your employment structure. Whether you’re a full-time employee, a project-based worker, or covered by a guild or union agreement, you still have rights under FEHA and related laws. Entertainment employers are not exempt from discrimination and harassment laws.
The size of your employer doesn’t limit your rights. We regularly take on large corporations, studios, and hospital systems on behalf of individual employees. In fact, larger employers often have more exposure and more incentive to resolve legitimate claims.
Many employees believe an arbitration agreement means they have no options, but that’s not always true. Some arbitration clauses are unenforceable under California law, and certain claims, including sexual harassment claims under AB 51, may not be subject to mandatory arbitration at all. An attorney can review your agreement and advise you on your options.
Possibly. Under California’s AB5 and related law, many workers classified as independent contractors are legally considered employees and entitled to the same workplace protections. If you were misclassified, you may have claims not only for that misclassification but also for any discrimination, harassment, or retaliation you experienced while working in that role.
In most cases, you have three years from the date of the discriminatory act to file a complaint with the California Civil Rights Department (formerly DFEH). For federal claims through the EEOC, the deadline is generally 300 days. These deadlines are strict, and waiting too long can bar your claim entirely so it’s important to consult an attorney as soon as possible.
Your employer is still responsible. Under California law, employers have a duty to take reasonable steps to prevent and correct harassment in the workplace, even when the harasser is a third party such as a client, vendor, or customer. If your employer knew or should have known about the harassment and failed to act, they may be liable.