Los Angeles Employment Attorneys Fighting for California Workers

If you have been wrongfully terminated, sexually harassed, or discriminated against at work, California law gives you the right to hold your employer accountable — but strict deadlines apply. The Law Offices of Todd M. Friedman, P.C. represents Los Angeles-area employees in discrimination, harassment, wrongful termination, and related employment disputes. Attorney Todd Friedman handles cases personally, so you speak directly with an experienced advocate from the first call.

September 14, 2026 — Last reviewed by the Law Offices of Todd M. Friedman, P.C.

What Types of Employment Cases Does the Firm Handle?

The firm focuses exclusively on representing employees — never employers — across a range of California workplace violations:

• Workplace Discrimination — race, gender, age, disability, religion, and other protected characteristics under the California Fair Employment and Housing Act (FEHA).
• Sexual Harassment — quid pro quo and hostile work environment claims. California’s FEHA applies to employers with 5 or more employees, a lower threshold than the federal Title VII standard of 15.
• Wrongful Termination — terminations that violate public policy, breach an implied contract, or retaliate against protected activity.
• Workplace Harassment — harassment based on any protected category, including pregnancy, national origin, and sexual orientation.
• Employment Law Mediation — structured negotiation to resolve disputes efficiently before or during litigation.
• Partnership Disputes — business and partnership disagreements with an employment law dimension.

For a deeper look at how sexual harassment claims work in California, see the firm’s detailed guide: Sexual Harassment at Work — California Steps to Protect Your Legal Rights.

Why Are California Employment Deadlines So Critical?

Missing a filing deadline in California can permanently bar your claim, no matter how strong the underlying facts are. These jurisdiction-specific timelines are among the most consequential procedural details employees overlook.

Under California law, most employees must file a complaint with the California Civil Rights Department (CRD, formerly DFEH) within 3 years of the discriminatory or harassing act before they can sue in state court under FEHA. Federal claims under Title VII carry a shorter administrative deadline of 300 days (because California is a “deferral state” with its own agency), and the federal Equal Employment Opportunity Commission (EEOC) must issue a Right-to-Sue notice before a federal lawsuit can proceed. These parallel tracks — state and federal — create strategic choices that require prompt legal advice.

Additional deadlines apply to specific claims. Wage-and-hour violations, for example, carry their own statute of limitations under California Labor Code. Acting quickly preserves your evidence, your witnesses’ memories, and your legal options.

The EEOC’s guidance on filing a charge of discrimination explains the federal administrative process in plain language. California-specific procedures are detailed by the California Civil Rights Department. Employees who believe their rights have been violated should also review the U.S. Department of Labor’s worker protections resources for overlapping federal protections.

What Makes California’s FEHA Stronger Than Federal Law for Employees?

California’s Fair Employment and Housing Act is widely regarded as one of the most protective state employment statutes in the country. Several features distinguish it from federal law in ways that matter directly to Los Angeles-area employees:

• Lower employer size threshold: FEHA covers employers with 5 or more employees for discrimination claims, compared to Title VII’s 15-employee minimum. Harassment protections under FEHA extend to employers of any size.
• Broader protected categories: FEHA explicitly protects employees based on gender identity, gender expression, sexual orientation, marital status, military and veteran status, and other characteristics not covered by federal Title VII.
• Longer filing window: California’s 3-year administrative filing deadline is more generous than the 300-day federal window for deferral-state filers.
• Mandatory interactive process: California requires employers to engage in a good-faith “interactive process” with employees seeking disability accommodations — a requirement with no direct federal analog of the same specificity.
• Anti-SLAPP protections and fees: Prevailing employees may be entitled to attorney’s fees under FEHA, which encourages qualified attorneys to take meritorious cases even when the employee cannot pay hourly rates upfront.

Understanding which legal track — state, federal, or both — best serves your case is one reason early consultation with a California-licensed employment attorney matters. For a closer look at how disability discrimination claims work under these rules, see the firm’s resource on disability discrimination in California workplaces.

How Does Working Directly With Attorney Todd Friedman Benefit Your Case?

At many large firms, clients are passed to associates or paralegals after the initial sign-up. At the Law Offices of Todd M. Friedman, P.C., clients speak directly with attorney Todd Friedman. That direct access shapes case strategy from the first conversation — not after a handoff chain.

Todd Friedman has been recognized as a Super Lawyer every year from 2016 through 2025 — a peer-reviewed distinction awarded to fewer than 5% of attorneys in California each year, according to Super Lawyers’ published methodology. The firm also holds an A+ rating from the Better Business Bureau, maintained continuously since 2010. These are verifiable, third-party assessments of professional conduct and client service — not self-awarded designations.

The firm offers free initial consultations and can be reached at 323-285-3255. Because employment cases are typically handled on a contingency basis, qualified clients pay no attorney’s fees unless the firm recovers on their behalf.

For guidance on what to look for when selecting an employment attorney in Los Angeles, the firm’s detailed hiring guide is available here: Navigating the Legal Landscape: A Guide to Hiring the Best Employment Attorney in Los Angeles.

What Should You Do Immediately After a Workplace Violation?

The steps you take in the days and weeks after a workplace violation can significantly affect the strength of your claim. California employment law rewards employees who document carefully and act promptly.

1. Write down what happened — date, time, location, names of those involved, and any witnesses. Do this as soon as possible while details are fresh.
2. Preserve evidence — save emails, text messages, performance reviews, and any written communications relevant to the violation. Do not delete anything, even if it seems unfavorable.
3. Report internally if safe to do so — California law may require or encourage internal reporting, and your employer’s response (or non-response) becomes part of your record.
4. Avoid signing documents without counsel — severance agreements, separation agreements, and arbitration waivers often contain language that limits your rights. Have an attorney review them first.
5. Contact an employment attorney promptly — given the filing deadlines described above, delay is the single most common reason otherwise valid claims are lost.

More information about the sexual harassment claims process — including what evidence matters most — is available in the firm’s resource: Understanding Sexual Harassment Lawsuit Verdicts and Settlements in California.

What Is the Difference Between Mediation and Litigation in Employment Cases?

Not every employment dispute needs to go to trial. The Law Offices of Todd M. Friedman, P.C. offers employment law mediation as a path to resolution that is often faster, less expensive, and more private than courtroom litigation.

In mediation, a neutral third party helps both sides reach a voluntary settlement. California courts frequently encourage — and in some circumstances require — mediation before trial. For employees, mediation can mean a faster resolution and a return of some control over the outcome. For claims involving ongoing employment relationships, it may also preserve the possibility of continued employment or a negotiated departure.

Litigation, by contrast, involves formal court proceedings, discovery, and potentially a jury trial. It is appropriate when an employer refuses to negotiate in good faith, when the facts demand a public record, or when the harm is severe enough that full legal remedies are warranted. Attorney Todd Friedman evaluates both paths at the outset and advises clients based on the specific facts — not a one-size-fits-all approach.

For employees represented by the Law Offices of Todd M. Friedman, P.C., the choice between mediation and litigation is made collaboratively, with the client’s goals and timeline driving the strategy. The firm has the resources to take on powerful opponents — including large corporations and public employers — in either forum.

Ready to Discuss Your Case?

If you believe your workplace rights have been violated, time matters. The Law Offices of Todd M. Friedman, P.C. offers free initial consultations for California employees in the Los Angeles area. Call 323-285-3255 or use the contact form on this site to describe your situation. Attorney Todd Friedman will personally review your matter and give you a direct, honest assessment of your options.

You do not have to face your employer alone. Call today and let’s discuss how to fight for the outcome you deserve.

This page is provided for informational purposes only and does not constitute legal advice. Reading this page does not create an attorney-client relationship. Employment law is fact-specific; outcomes depend on the particular circumstances of each case. Contact the Law Offices of Todd M. Friedman, P.C. to discuss your individual situation. The firm is licensed to practice law in California only.