San Jose
San Jose Employment Discrimination Lawyers Protecting California Workers
Silicon Valley’s reputation for innovation doesn’t make it immune to workplace violations. Discrimination, harassment, and wrongful termination occur at tech giants and startups alike, and when they happen to you, you deserve an attorney who knows how to fight back.
Ranen Khademi PC represents employees throughout San Jose and Santa Clara County who have been treated unlawfully at work. We understand the dynamics of the tech industry—equity compensation, non-disclosure agreements, layoffs, and performance-management schemes—and we know how to cut through employer tactics to build a strong case.
Whether you work in technology, healthcare, education, or any other San Jose industry, our attorneys are ready to evaluate your situation and help you take action.
Local Employment Law Representation in San Jose
San Jose and Santa Clara County sit at the heart of Silicon Valley, with a workforce dominated by technology and semiconductor companies, healthcare systems, higher education institutions, government agencies, and a large and diverse service sector. Workplace violations in this environment can take many forms, from discriminatory layoffs and hostile work environments to retaliation against engineers who raise safety concerns or employees who request medical leave. Our attorneys help San Jose workers across all industries identify their rights and pursue the full range of remedies available under California law.
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 San Jose Employee
California’s Fair Employment and Housing Act (FEHA) and related federal laws protect San Jose 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 Bakersfield 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.
Silicon Valley experience, statewide reach
We represent employees in Santa Clara County courts and before the California Civil Rights Department, the EEOC, and other state and federal agencies.
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 San Jose 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 San Jose 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.
Possibly. Employers sometimes use layoffs and restructurings to mask discriminatory terminations. If employees in a protected class, such as workers over 40, women, or employees who recently took medical or parental leave, were disproportionately selected, there may be grounds for a discrimination claim. The fact that a termination is framed as a layoff does not automatically make it lawful.
NDAs generally restrict what you can say publicly, but they do not prevent you from filing a discrimination or harassment claim with a government agency or consulting an attorney. As for arbitration agreements, some 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 agreements and advise you on your options.
Possibly. Under California’s AB5 and related law, many workers classified as independent contractors are legally considered employees entitled to full workplace protections. Misclassification is common in tech and gig economy roles. If you were misclassified, you may have claims for both that misclassification and any discrimination, harassment, or retaliation you experienced.
Not at all. The size or prestige of an employer doesn’t limit your rights, and it doesn’t limit ours. Large tech companies often have sophisticated legal teams, which is exactly why you need an attorney who understands how they operate and how to counter their strategies.
In most cases, you have three years from the date of the discriminatory act to file a complaint with the California Civil Rights Department. For federal claims through the EEOC, the deadline is generally 300 days. These deadlines are strict, so it’s important to consult an attorney as soon as possible.