How Do You Contact a Los Angeles Employment Attorney for a Free Case Evaluation?

California employees facing workplace discrimination, harassment, or wrongful termination can reach the Law Offices of Todd M. Friedman, P.C. by calling 323-285-3255 or by submitting the contact form below. Every inquiry connects you directly with attorney Todd Friedman — not a paralegal or intake screener — for a straightforward, no-cost initial consultation about your employment law matter.

September 14, 2026 — Last reviewed.

What Happens After You Submit Your Contact Request?

When you call or complete the form, attorney Todd Friedman personally reviews the details of your situation. This direct-access model is a deliberate differentiator: many large firms route initial contacts through non-attorney staff, which can delay meaningful legal analysis by days. Here, you receive attorney-level attention from the first conversation.

During your free initial consultation, you can expect to cover:

• A plain-language review of the facts you describe and how they map to California employment law
• An honest assessment of whether your situation warrants a formal claim or alternative resolution such as mediation
• A clear explanation of next steps, filing windows, and what documentation to preserve
• No pressure and no obligation — the consultation is genuinely free

Prompt contact matters for a practical reason: California’s administrative complaint deadlines are strict. Under California law, employees generally have three years to file a discrimination or harassment complaint with the California Civil Rights Department (formerly DFEH), but certain federal claims filed with the EEOC carry a 300-day filing window. Missing either deadline can permanently bar a claim, regardless of its merit.

Which Practice Areas Can You Discuss During a Consultation?

The firm handles a focused range of employment law matters for California workers, particularly those in the Los Angeles area. Confirmed practice areas include:

• Workplace Discrimination — including disability, race, age, gender, and national-origin discrimination under California’s Fair Employment and Housing Act (FEHA) and federal Title VII
• Sexual Harassment — quid pro quo and hostile work environment claims; see the firm’s detailed resource on sexual harassment representation in Los Angeles
• Wrongful Termination — retaliation discharges, public-policy violations, and implied-contract terminations
• Workplace Harassment — conduct by supervisors, co-workers, or third parties that creates an intolerable work environment
• Employment Law Mediation — structured alternative dispute resolution for employees and employers seeking resolution outside of litigation
• Partnership Disputes — business relationship conflicts requiring legal intervention

If you are unsure whether your situation fits one of these categories, describe it as specifically as you can in the contact form or on the call. Todd Friedman will tell you candidly whether the firm can help or whether a different type of attorney is a better fit.

Why Does Who You Talk to First Actually Matter?

The difference between speaking with an attorney from the start and being triaged by support staff is not merely procedural — it affects the quality of the advice you receive and how quickly a legal strategy can take shape.

Attorney Todd Friedman has been recognized as a Super Lawyer continuously from 2016 through 2025, a peer-reviewed designation awarded to no more than 5% of attorneys in a state in any given year according to the Super Lawyers methodology. The firm has also held an A+ rating from the Better Business Bureau since 2010 — a span of more than 15 years of sustained consumer trust. These credentials are verifiable independently and reflect a track record of professional standing, not simply marketing claims.

California employment cases often hinge on early decisions: which agency to file with first, whether to pursue a Department of Labor Wage and Hour complaint, and whether to preserve electronic communications before they are overwritten by an employer’s routine data-retention policies. An attorney who engages with your facts on day one is better positioned to protect those early choices than a system that queues your intake for later review.

For context on the legal landscape you may be navigating, the California Civil Rights Department (CRD) is the state agency responsible for enforcing FEHA — the primary California statute protecting employees from workplace discrimination and harassment. Filing a complaint with the CRD is a prerequisite to filing most state civil claims, and the agency’s own guidance outlines how that intake process works.

What Should You Prepare Before Contacting the Firm?

You do not need to have a polished summary before you call — that is not the point of a free consultation. However, gathering even a few items in advance helps you get more from the conversation:

1. A timeline of key events — dates of incidents, any warnings or performance reviews, and the date of termination if applicable
2. Any written communications — emails, texts, HR complaints you filed, or disciplinary notices you received
3. Names and titles of the individuals involved, including supervisors and HR personnel
4. Any prior complaints — internal HR reports, EEOC or CRD filings you may have already submitted, or union grievances
5. Your current employment status — still employed, recently terminated, or on leave

If you have already filed a complaint with the EEOC or the CRD, bring your charge number and any correspondence you have received. The EEOC’s filing process and CRD’s intake are separate tracks with different timelines, and understanding where you stand in each is an early priority in your case.

How Are Sexual Harassment and Discrimination Cases Resolved in California?

Resolution paths vary significantly by case type, employer size, and the strength of the evidence. California employees may pursue claims through the CRD administrative process, through private civil litigation in state or federal court, or through mediation and settlement negotiations before a lawsuit is filed.

The firm’s article on average sexual harassment lawsuit verdicts and settlements in California provides a deeper look at how case values are assessed — a question nearly every potential client asks. Outcomes depend on factors including the severity and duration of the conduct, whether the employer had a complaint procedure in place, and whether the employee reported the conduct internally before seeking outside legal help.

For employees navigating the broader question of when and whether to hire an attorney, the guide to hiring the best employment attorney in Los Angeles covers the questions you should be asking any prospective counsel — including questions you should ask this firm.

Under California’s FEHA, employers with five or more employees are covered by the statute’s anti-discrimination and anti-harassment provisions — a lower threshold than the federal Title VII minimum of 15 employees. This means many California workers at small businesses have state-law protections that federal law alone would not provide. The California Government Code Section 12926 defines covered employers and employees under FEHA and is the authoritative statutory reference for these coverage questions.

Ready to Take the Next Step?

Workplace injustice does not resolve itself. California employment law gives employees meaningful legal tools — but those tools have deadlines, procedural requirements, and nuances that are difficult to navigate without experienced counsel. The sooner you get accurate information about your situation, the better position you are in to act on it.

Call 323-285-3255 or use the contact form to request your free case evaluation. Todd Friedman will review your situation personally and tell you exactly where you stand — no obligation, no generic responses, no delay.

Law Offices of Todd M. Friedman, P.C.
Phone: 323-285-3255
Serving employees throughout Los Angeles County and California.

This page is provided for informational purposes only and does not constitute legal advice. Reading this page or submitting a contact form does not create an attorney-client relationship. Employment law outcomes depend on the specific facts of each situation; consult a licensed California attorney for advice about your individual circumstances.