Sexual harassment in the workplace has long been an open secret in many industries, often dismissed as a “misunderstanding,” a “personality conflict,” or worse, simply tolerated. But California law takes a far less forgiving view. Thanks to sweeping protections under the Fair Employment and Housing Act (FEHA) and several landmark court rulings, workers in California have some of the strongest legal tools in the country to challenge harassment and demand accountability.

When people think of workplace discrimination, the usual suspects—race, gender, age—often come to mind. But marital status discrimination in California is a real and unlawful practice that quietly affects many employees, often in ways that are difficult to detect but deeply impactful. Whether you’re single, married, divorced, widowed, or in a domestic partnership, your relationship status cannot lawfully be used as a basis for workplace decisions.

Despite legal protections, pregnancy discrimination in California continues to affect women and expecting parents across industries. Whether it’s being passed over for promotions, denied accommodations, or facing early termination, pregnant employees often face subtle forms of workplace bias that violate state and federal law. This guide outlines your rights under California law and what steps to take if you experience pregnancy discrimination.

Disability discrimination remains a persistent issue in California workplaces, despite clear protections under both state and federal law. Employees with physical or mental impairments often face subtle—or overt—barriers to advancement, inclusion, and dignity on the job. This article examines what qualifies as disability discrimination in California, how to recognize it, and what legal steps you can take to protect your rights.

California is one of several states that have implemented “Ban the Box” laws—rules that limit when and how an employer can ask about a job applicant’s criminal history. Under California’s Fair Chance Act, most employers are prohibited from asking about convictions on job applications or during the initial stages of the hiring process.

For decades, workplace grooming policies have often discriminated—directly or indirectly—against Black employees and others who wear natural hairstyles such as afros, braids, locs, or twists. In response, California became the first state in the U.S. to pass legislation explicitly protecting employees from hair-based discrimination.

The Freelance Worker Protection Act of 2025 (FWPA) is a landmark piece of legislation designed to close longstanding gaps in labor protections for freelancers, contractors, and other self-employed professionals.

California’s Private Attorneys General Act (PAGA) has long empowered employees to sue employers for labor code violations on behalf of the state. But it’s also drawn criticism for encouraging excessive litigation, often resulting in massive settlements where individual employees recover little.

As artificial intelligence (AI) becomes more integrated into workplace technologies, California employees face new concerns about privacy. From productivity tracking tools to facial recognition systems, employers are using AI-powered surveillance to monitor performance, behavior, and even emotions. But how far is too far?