Los Angeles Employment Attorney

Los Angeles Employment Attorney | Free Consultation | Law Offices of Todd M. Friedman, P.C.

Protecting Employee Rights Across Los Angeles County Since 2002

When your workplace rights are violated, you need more than legal representation—you need an advocate who understands what’s at stake. At the Law Offices of Todd M. Friedman, P.C., we’ve recovered millions of dollars for Los Angeles workers facing wrongful termination, discrimination, harassment, and wage theft.

Our Track Record:

• ✓ $1.2 million wrongful termination settlement (age discrimination)
• ✓ Super Lawyer recognition 2016-2025
• ✓ A+ BBB Rating since 2010
• ✓ AV Preeminent Martindale-Hubbell rating
• ✓ No fee unless we win your case

Start Your Free Case Evaluation | Call 323-285-3255

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Our Los Angeles Employment Law Practice Areas

Wrongful Termination

California’s at-will employment doctrine has significant exceptions. We represent employees terminated for illegal reasons including discrimination, retaliation for whistleblowing, taking protected leave, or refusing to participate in unlawful activities.

Average Settlement Range: $5,000 – $100,000 (with representation: $48,800 average vs. $19,200 without)

Common Scenarios:

• Fired after reporting harassment or safety violations
• Termination following protected leave (FMLA, CFRA, pregnancy)
• Age, race, or disability-based terminations
• Retaliation for wage complaints

Time Limit: 3 years for FEHA claims; 2 years for public policy violations

Learn More About Wrongful Termination | Free Case Review

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Workplace Discrimination

California’s Fair Employment and Housing Act (FEHA) prohibits discrimination based on race, color, ancestry, religion, age (40+), disability, sex, gender, sexual orientation, gender identity, medical condition, genetic information, marital status, and military status.

Recent Result: $1.2 million settlement for age discrimination case

We Handle:

• Hiring and promotion discrimination
• Discriminatory terminations
• Unequal pay for equal work
• Failure to accommodate disabilities
• Pregnancy and family status discrimination

FEHA vs. Federal Law: FEHA applies to ALL California employers (no size minimum) and has no damage caps, unlike federal Title VII (15+ employees, capped damages).

Speak with a Discrimination Attorney

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Sexual Harassment

No employee should endure unwelcome sexual advances, requests for sexual favors, or hostile work environments. We handle harassment cases with sensitivity and confidentiality while pursuing aggressive legal action.

Types of Harassment:

• Quid Pro Quo: Supervisors conditioning employment benefits on sexual conduct
• Hostile Work Environment: Severe or pervasive unwelcome conduct interfering with work

Employer Liability: Strictly liable for supervisor harassment; liable for co-worker harassment if they knew or should have known

Recent Settlement: $875,000 for sexual harassment victim

California Advantage: No damage caps (unlike federal law’s $50K-$300K limits)

Contact Our Sexual Harassment Attorneys

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Wage & Hour Violations

California has the nation’s strictest wage laws. Approximately 25 wage and hour lawsuits are filed daily in California.

Common Violations:

• Unpaid Overtime: 1.5x after 8 hours/day or 40 hours/week; 2x after 12 hours/day
• Meal & Rest Breaks: 30-minute meal break (5+ hour shifts); 10-minute rest break (per 4 hours)
• Missed Break Penalties: 1 hour’s pay per violation, per day (can reach $75,000+ for single employee)
• Misclassification: Wrongly classified as exempt or independent contractor
• Off-the-Clock Work: Unpaid pre/post-shift work, email responses, on-call time

Average Settlement: $25,000 – $100,000 (median: $40,000-$75,000)

Penalties Include: Unpaid wages + 30 days waiting time penalties + 10% annual interest + PAGA penalties (25% additional)

Recover Your Unpaid Wages

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Retaliation Cases

California Labor Code section 230(e) protects employees from retaliation for exercising workplace rights.

Protected Activities:

• Reporting discrimination, harassment, or safety violations
• Filing wage claims or discussing pay
• Requesting disability or religious accommodations
• Taking protected leave
• Whistleblowing about illegal activities
• Testifying in workplace investigations

Retaliation Forms:

• Termination, demotion, pay cuts
• Negative performance reviews
• Excluded from meetings or projects
• Shift changes, increased scrutiny
• Hostile treatment following complaints

Key Evidence: Timing between protected activity and adverse action is critical

Report Retaliation Confidentially

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PAGA Claims (Private Attorneys General Act)

PAGA empowers employees to pursue Labor Code violations on behalf of themselves, co-workers, and California—even if you signed an arbitration agreement.

Why PAGA Matters:

• ✓ Cannot be forced into arbitration
• ✓ Addresses systemic violations affecting multiple employees
• ✓ Civil penalties: 75% to California, 25% to employees
• ✓ Employers pay separate attorney fees

Common PAGA Violations:

• Meal/rest break violations across workforce
• Wage statement errors (inaccurate pay stubs)
• Misclassification of multiple employees
• Systematic overtime violations
• Final paycheck delays

2024-2025 PAGA Reforms:

• Employees receive 35% of penalties (up from 25%)
• Cure periods for employers showing good-faith compliance
• Reduced penalties ($15/employee/period) for cured violations
• Aggrieved employees must show personal injury

Recent Result: $950,000 class action settlement for wage and hour violations

Evaluate Your PAGA Claim with an employment attorney Los Angeles.

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Whistleblower Protection

California Labor Code section 1102.5 protects employees who report suspected violations of state or federal laws. AB 2299 (effective January 2025) requires employers to display whistleblower rights notices.

Protected Reporting:

• Safety violations (Cal/OSHA)
• Financial fraud or illegal accounting
• Environmental violations
• Healthcare fraud
• Government waste or corruption

Recent Result: $680,000 whistleblower retaliation recovery

Confidential Whistleblower Consultation

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Why Choose Law Offices of Todd M. Friedman, P.C.

Recognized Legal Excellence

Todd M. Friedman, Lead Attorney:

• ✓ Super Lawyer 2016-2025 (10 consecutive years)
• ✓ AV Preeminent rating (Martindale-Hubbell’s highest)
• ✓ 4.8/5 Avvo rating
• ✓ Avvo Clients’ Choice Award Winner
• ✓ Over 20 years employment law experience
• ✓ Successfully litigated 5,000+ plaintiff cases
• ✓ Featured speaker on employment law topics

Client-Centered Approach

“After being wrongfully terminated, I felt helpless and afraid. Todd and his team not only helped me understand my rights but fought tirelessly to get me the compensation I deserved. They were always available to answer my questions and kept me informed throughout the entire process.”
— Maria S., Los Angeles

“The employment attorneys at Law Offices of Todd M. Friedman, P.C. helped me recover unpaid overtime after my employer misclassified me as exempt. They were knowledgeable, professional, and genuinely cared about my case.”
— James T., Los Angeles

Direct Attorney Access

Unlike large firms where you never speak with the actual attorney, you’ll consult directly with Todd Friedman—no paralegals, no intake specialists, just straightforward legal counsel from an experienced employment attorney.

Plaintiff-Only Practice

We NEVER represent employers. Our exclusive focus on employee rights means no conflicts of interest and complete alignment with your goals.

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Cost & Fees: No Recovery = No Fee

Contingency Fee Structure

Free Initial Consultation: $0
Upfront Costs: $0
Hourly Fees: $0
If We Don’t Win: $0

Our Fee: 25-40% of settlement/verdict (only if we win)

Why This Benefits You

California employment attorney contingency fees typically range 25-40% depending on case complexity. For a $60,000 settlement at 33%:

• Attorney fee: $19,800
• Your recovery: $40,200

Compare to representing yourself:

• Average without attorney: $19,200
• You net $21,000 MORE with representation (even after fees)

Plus: Hiring an attorney increases your success likelihood from 30% to 64%

What’s Included

Our contingency fee covers:

• Complete case investigation
• All legal research and filings
• Expert witness fees
• Court costs and filing fees
• Negotiation and trial representation
• Appeals if necessary

Learn More About Our Fee Structure | Free Consultation: 323-285-3255

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Los Angeles Industry-Specific Employment Issues

Los Angeles’s diverse economy creates unique workplace challenges. We have extensive experience across key sectors:

Entertainment Industry

• Wage theft for crew members (overtime, meal penalties)
• Worker misclassification (employee vs. independent contractor)
• Sexual harassment on set
• Casting discrimination
• Retaliation for safety complaints

Healthcare

• Meal/rest break violations (on-call requirements)
• Unsafe staffing ratios
• Patient safety whistleblowing retaliation
• Wage and hour violations
• Disability discrimination

Hospitality & Restaurants

• Tip pooling violations
• Sexual harassment from managers/customers
• Minimum wage and overtime violations
• Scheduling discrimination
• Retaliation for complaints

Technology & Startups

• Misclassification as exempt (unpaid overtime)
• Stock option disputes
• Long-hours culture (unpaid overtime)
• Discrimination in tech hiring
• Wrongful termination

Manufacturing & Warehousing

• OSHA safety violations
• Wage theft and overtime violations
• National origin discrimination
• Retaliation for safety reporting
• Failure to accommodate disabilities

No matter your industry, we understand the specific challenges you face. Free Industry-Specific Consultation

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The Employment Law Process

Step 1: Free Consultation (30-60 minutes)

• Discuss your situation with attorney Todd Friedman directly
• Evaluate legal merits and potential claims
• Explain rights, options, and likely outcomes
• Answer all questions about process and fees
• No obligation, completely confidential

Step 2: Case Investigation (2-6 weeks)

• Gather employment documents and evidence
• Interview witnesses
• Preserve electronic evidence (emails, texts)
• Review company policies and procedures
• Develop legal strategy

Step 3: Administrative Filing (if required)

FEHA Claims: File with California Civil Rights Department (3-year deadline)
Wage Claims: File with Labor Commissioner or directly in court
PAGA Claims: Send notice to employer and Labor & Workforce Development Agency

Timeline: 6-12 months for agency investigation (can request immediate right-to-sue)

Step 4: Demand & Negotiation (1-3 months)

• Present comprehensive demand letter
• Engage in settlement discussions
• Leverage evidence for maximum recovery
• 70-80% of cases settle at this stage

Step 5: Litigation (if necessary, 12-24 months)

• File lawsuit in Superior Court or federal court
• Conduct discovery (interrogatories, depositions, document production)
• File motions and attend hearings
• Prepare for mediation or trial

Step 6: Resolution

• Settlement: Typically 30-60 days for payment
• Trial Verdict: May take longer; appeals possible
• Your Recovery: Minus agreed contingency fee

Average Timeline: 6-18 months from consultation to resolution

Start Your Case Today: Free Evaluation

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California Employment Law Resources

Know Your Rights Under California Law

Fair Employment and Housing Act (FEHA)
California’s primary anti-discrimination law—applies to ALL employers (no size minimum), covers more protected classes than federal law, and has no damage caps.

California Labor Code
Comprehensive wage protections including daily overtime (8+ hours), meal breaks (30 min/5+ hours), rest breaks (10 min/4 hours), and strict anti-retaliation provisions.

California Family Rights Act (CFRA)
Up to 12 weeks job-protected leave (employers with 5+ employees). AB 2123 (2025): Employers cannot require vacation use before Paid Family Leave.

Private Attorneys General Act (PAGA)
Pursue Labor Code violations for all affected employees; 35% of penalties to workers (increased from 25% in 2024 reforms).

Filing Deadlines (Critical)

Claim Type	Deadline	Agency
FEHA (Discrimination/Harassment)	3 years	CA Civil Rights Dept
Wage & Hour	3 years	Labor Commissioner/Court
Wrongful Termination (Public Policy)	2 years	Court
OSHA Retaliation	6 months	Labor Standards Enforcement
Workers’ Comp Retaliation	1 year	Division of Workers’ Comp

Missing deadlines permanently bars your claim—contact us immediately: 323-285-3255

Los Angeles Employment Law Agencies

California Civil Rights Department – Los Angeles
320 West 4th Street, 10th Floor, Los Angeles, CA 90013
Phone: (800) 884-1684
Discrimination, harassment, retaliation complaints

California Labor Commissioner – Los Angeles
320 W. 4th Street, Suite 450, Los Angeles, CA 90013
Phone: (213) 620-6330
Wage claims, workplace safety, Labor Code enforcement

EEOC Los Angeles District Office
255 E. Temple Street, 4th Floor, Los Angeles, CA 90012
Phone: (800) 669-4000
Federal employment discrimination

Cal/OSHA Los Angeles Area Office
300 N. Los Angeles Street, Room 1115, Los Angeles, CA 90012
Phone: (213) 894-8700
Workplace safety and health

Note: While these agencies assist employees, having an experienced attorney ensures personalized representation and maximizes recovery.

Free Downloadable Resources

California Workplace Rights Checklist (PDF)
Comprehensive guide covering:

• Daily wage & hour rights
• Discrimination & harassment protections
• Leave rights (CFRA, PDL, sick leave)
• Retaliation warning signs
• When to contact an attorney

Download Free Checklist

Recent California Employment Law Changes (2024-2025)

Minimum Wage Increases
Fast food workers: $20/hour minimum; Healthcare workers: industry-specific increases

Enhanced CFRA Protections
Expanded definition of “family member” includes grandparents, grandchildren, siblings, adult children

Cannabis Use Protections
Employers cannot discriminate based on off-duty cannabis use (limited exceptions)

Bereavement Leave
Employers with 5+ employees must provide 5 days bereavement leave

Strengthened Lactation Accommodations
Private space (not bathroom) and reasonable break time required

AB 2299 Whistleblower Notice Requirement
Employers must display whistleblower rights prominently (effective January 2025)

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Frequently Asked Questions

How do I know if I have a valid employment case?

You may have a case if you experienced wrongful termination, discrimination, harassment, wage theft, or retaliation. Warning signs include: being treated differently than coworkers, harassment, termination after reporting problems, or unpaid wages/overtime. Our free consultation determines if you have a viable claim.

How much does an employment attorney cost?

$0 upfront. We work on contingency—no recovery means no fee. Our fee (25-40% of settlement) is only paid if we win. Example: $60,000 settlement at 33% = $19,800 fee, $40,200 to you. Compare to self-representation average of $19,200—you net $21,000 more with an attorney.

How long do I have to file a claim in California?

FEHA (discrimination/harassment): 3 years
Wage claims: 3 years
Wrongful termination (public policy): 2 years
Whistleblower claims: Varies by law (1-3 years)

Missing deadlines permanently bars your claim. Contact us immediately: 323-285-3255.

What damages can I recover?

• Back pay (lost wages)
• Front pay (future lost earnings)
• Emotional distress damages
• Punitive damages (egregious conduct)
• Attorney fees and costs
• Reinstatement (in some cases)

Will I have to go to court?

Most cases settle before trial (70-80%). However, we prepare every case for trial to maximize settlement leverage. If trial is necessary, our experienced litigators guide you through the process.

What’s the difference between a PAGA claim and regular employment lawsuit?

Regular Lawsuit:

• Individual damages only
• Can be forced into arbitration
• Focuses on your specific harm

PAGA Claim:

• Represents all affected employees
• CANNOT be forced into arbitration
• Civil penalties: 75% to CA, 25% to employees
• Addresses systemic Labor Code violations

Many employees pursue both simultaneously. We’ll advise which approach maximizes your recovery.

Can my employer retaliate against me for filing a complaint?

No—retaliation is illegal under California Labor Code and FEHA. Protected activities include filing complaints, reporting violations, participating in investigations, taking protected leave, or requesting accommodations. If retaliation occurs, you have additional claims. We handle retaliation cases aggressively.

Do I need to file with government agencies before suing?

It depends:

Discrimination/Harassment (FEHA): YES—file with CA Civil Rights Dept first (3-year deadline), then sue within 1 year of right-to-sue notice

Wage/Hour Claims: NO—file directly in court (though some choose DLSE for simple cases)

PAGA Claims: YES—send notice to employer and Labor & Workforce Development Agency 65 days before filing

Federal Claims: YES—file with EEOC before federal lawsuit

We handle all required administrative filings and procedural requirements.

What if I signed an arbitration agreement?

Many arbitration agreements are unenforceable under California law. Even if valid, PAGA claims cannot be forced into arbitration (since you’re representing California’s interests). We’ll review your agreement and advise on the best strategy.

How long does an employment case take?

Average Timeline: 6-18 months from consultation to resolution

Breakdown:

• Simple wage claims: 3-6 months
• Negotiated settlements: 6-12 months
• Litigation to trial: 12-24+ months

Complex cases or appeals may take longer. We keep you informed throughout.

Have More Questions? Free Consultation: 323-285-3255

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Contact Our Los Angeles Employment Attorney Team

Don’t face workplace injustice alone. Whether you’ve been wrongfully terminated, discriminated against, harassed, or denied proper wages, we’re ready to fight for your rights.

Get Your Free Case Evaluation

📞 Call: 323-285-3255
📧 Email: info@cms.toddflaw.com
📍 Office Location: 23586 Calabasas Rd., Suite 105, Calabasas, CA 91302

Complete Our Free Case Evaluation Form

Our Response Time Guarantee

• Urgent cases: Response within 2 business hours
• All other cases: Response within 24 business hours
• Direct attorney consultation: Speak with Todd Friedman personally

Serving All of Los Angeles County, and throughout California

We represent employees throughout Los Angeles County including: Los Angeles, Beverly Hills, Santa Monica, Long Beach, Pasadena, Glendale, Burbank, Torrance, El Segundo, Inglewood, Hawthorne, Manhattan Beach, Redondo Beach, Culver City, West Hollywood, Agoura Hills, Calabasas, Woodland Hills, Sherman Oaks, Van Nuys, North Hollywood, Studio City, Encino, Reseda, Northridge, Granada Hills, Whittier, Downey, Norwalk, Bellflower, Bell Gardens, Compton, Lynwood, South Gate, Huntington Park, Alhambra, Monterey Park, Arcadia, Monrovia, Pomona, Claremont, and all surrounding communities.

• Calabasas Employment Attorney
• Carson Employment Attorney
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• Culver City Employment Attorney
• Downey Employment Attorney
• El Monte Employment Attorney
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• West Covina Employment Attorney
• West Hollywood Employment Attorney
• Westlake Employment Attorney
• Westwood Employment Attorney

Your rights matter. Your voice matters. Let us fight for you.

Law Offices of Todd M. Friedman, P.C.
Protecting Los Angeles Workers Since 2002