California Employment Lawyer Referrals

Finding the Right California Employment Lawyer Can Be A Daunting Task

When your employer violates your employee rights, it can feel like your sense well-being and respect have been violated. has long tracking record of helping California employees by matching them with the right employment lawyer in Los Angeles.

Request a FREE case review and a referral to a pre-screened California employment attorney 24 hours a day. We will reply within 15 minutes and let you know if you have a viable case. 


Employment lawyers from our network fight for employees who have been affected by all types of employee rights violations, including wrongful termination, failure to pay wages and commissions, discrimination in the workplace, pregnancy and maternity discrimination, harassment, and retaliation. 

California employment law protects the rights of employees and gives you the right to be compensated for damages and put a stop to abusive employment practices. Finding the right employment lawyer in Los Angeles is equally frustrating as hundreds of employment lawyers advertise their services claiming to be the best choice. is a California State Bar certified and approved lawyer referral and information service.  Since 2005, our team has helped thousands of employees find the right employment lawyer in Los Angeles for their case. We take into account your particular set of circumstances, your location and where your claim must be filed to match you with the best employment lawyer. 

Referrals to employment lawyers in Los Angeles and personal legal consultations are FREE. Moreover, we'll provide you with  an impartial and unbiased referral to a great employment lawyer who can start working on your case immediately. 

California Employment Law

It is illegal in Los Angeles, California to be unfairly fired from your work without a legitimate cause. If you feel that you've been wrongfully terminated due to race, religion, gender, sexual orientation, disability or age discrimination you must seek legal advice as soon as possible with an employment lawyer. 


Wrongful termination is a serious offense that violates California employment law and should not be ignored. We work with top employment lawyers in Los Angeles who have many years of experience in wrongful termination cases, discrimination in the workplace, whistleblowing retaliation, harassment and many other employee rights violations and employment law litigation claims.


Unlike many websites from lawyers who claim to be the best employment lawyers in Los Angeles, this lawyer referral service is approved and certified by the California State Bar to provide referrals to employment lawyers who have a proven track record of excellent service and performance in Los Angeles courts.


You can be confident that you'll be working with the best employment lawyers in Los Angeles because they have carefully been selected and are always monitored for performance, reviews, credentials, and ethics. We accept most employment-related cases on contingency, you will only pay legal fees until your case settles on your favor. 


Common Employment Law Cases in Los Angeles



Filing an employment claim in Los Angeles, California in a timely manner will make the difference in the outcome of your case. Speak to a pre-screened employment lawyer in Los Angeles now about your case during a FREE and personal, no-obligation legal consultation. 


New California Employment Laws For 2020 - 2021

California adopted new employment laws in 2020 that further protect employee's rights. These new employment laws became effective on January 1, 2020. 

AB 25 – Employees’ Personal Information

The law exempts any individuals “acting as employment applicant to, anyone related to that business.” Therefore, employers have one additional year to suits the wants of the CCPA concerning applicants’ and employees’ information.


AB 25 was passed to help in clarifying some aspects of the CCPA. The law was passed in 2018, and is supposed to offer “consumers” certain knowledge about what data companies are collecting about them, and therefore the right to request that the info be deleted, additionally to other rights.

AB 749 – Ban on No-Rehire Provisions

This new law doesn't allow any provisions in settlement agreements entered into on or after January 1, 2020 that prevent employees from getting future employment opportunities with the settling company or its affiliates. The law applies to any employees who have filed a claim:


  • Against the employer in court,

  • Before an administrative agency,

  • In an alternate dispute resolution forum, or

  • Through the employer’s internal complaint process.


Therefore, if the worker has complained internally, and an agreement is reached with the worker with none litigation being filed, the employer would still be restricted from placing a no-rehire provision within the agreement.


The law doesn't prohibit or otherwise restrict an employer from preventing an employee from obtaining future employment if the employer has made an honest faith determination that the person engaged in harassment or sexual abuse. 

SB 142 – Lactation Accommodation 

SB 142 expands an employer’s duties and responsibilities in providing lactation accommodation to those employees who got to express breast milk. This bill mandates employers to supply a lactation room or location, not a toilet, that:


  • Is in close proximity to the employee’s work area;

  • Shielded from view;

  • Free from intrusion while the worker is expressing milk;

  • Safe, clean and freed from hazardous materials;

  • Contains a surface to put a breast pump and private items;

  • Contains an area to sit; Has access to electricity; and,

  • The employer must allow access to a sink with clean running water and a fridge for storing milk near the employee’s working space.

Moreover, the bill requires companies to enforce a lactation policy. Such lactation policy must include, among other things, a press release about an employee’s right to request lactation accommodation and a press release about an employee’s right to file a complaint with the Labor Commissioner for an employer’s failure to supply the accommodation.


The bill equates a denial of lactation break time or space to a violation of a respite, thus subjecting the employer to a $100 penalty per violation. Employers with less than 50 employees that show this law would impose an undue hardship on their employee could also be exempted from SB 142’s requirements.

SB 188 – Hairstyle Discrimination 

SB 188 further protects employees by expanding the Fair Employment and Housing Act’s definition of race to include traits historically related to race, like hair texture and protective hairstyles and trends. The law prohibits a company's policies that prohibit natural hair, including hair styles such as afros, braids, twists, and locks. 

SB 707 – Arbitration Agreements Fees and Costs 

SB 707 provides that an employer’s failure to pay costs and costs related to arbitration within 30 days of the maturity would end in breach of the arbitration agreement, thereby waiving the proper to compel arbitration.


The bill provides that the worker would, in turn, be ready to withdraw the claim from arbitration and prosecute his or her claim in court.

If you need to have a confidential consultation with a pre-screened California employment lawyer, you can submit your request 24 hours a day here.

Occupational safety and health 

Occupational Safety and Health Division (DOSH) 

Through its Cal/OSHA service, DOSH protects employees from safety risks and provides employers with consultative assistance. 

The Division of Occupational Safety and Health (DOSH) has two primary units dedicated to conducting inspections to protect the public from safety risks, in addition to maintaining secure and healthy working conditions: the Elevator and Ride and Tramway Unit perform elevator public safety inspections, amusement rides, both portable and permanent, and aerial passenger trams or ski lifts. Public safety checks of boilers, air, and liquid storage tanks, and other types of pressure vessels are performed by the Pressure Vessel Unit. 

Consultation Facilities from Cal/OSHA 

Provides employers and employees with occupational safety and health assistance through on-site assistance and special focus initiatives and publishes a broad range of educational materials on safety and health problems in the workplace. 

Board of Ethics for Occupational Safety and Health (OSHSB) 

OSHSB, a seven-member body appointed by the Governor, adopts principles of safety and health, providing the basis for the implementation of Cal/OSHA. 

Appeals Board for Occupational Safety and Health (Cal/OSH App) 

The Board of Appeals is a three-member, quasi-judicial body appointed by the Governor and confirmed by the Senate to manage Cal/OSHA citation appeals by employers. 

Health and Safety and Workers Compensation Board 

CHSWC is a joint labor relations agency founded by the 1993 workers' compensation reform law and responsible for overseeing California's health and safety and workers' compensation programs and proposing administrative or legislative reforms to strengthen their operation.


California Lawyer Referral Service is a California Bar Certified Lawyer Referral and Information Service. 


This is a public service that helps members of the public to find a competent and pre-screened employment lawyer and receive general knowledge about common legal issues. 


Accessing information via our site is not expensive and there is no charge to get a referral to a California employment attorney or for personal legal consultations. 

California Employment Law News


Gov. Gavin Newsom of California 

signed a trio of new labor laws 

aligned with COVID-19. 


The new 2021 California employment laws are: 


(1) require employers with 500 +

workers and health care employers 

with less than 500 employees to 

provide their California employees 

with up to 80 hours of additional 

paid sick leave due to COVID-19; 


(2) establish a presumption that the 

COVID-19 related illnesses or deaths 

of employees are protected in 

some circumstances by accidents 

for employee compensation purposes; and create new notice and


(3) record keeping requirements 

with respect to COVID-19

Deductions from salary 


An employer in California can not withhold or deduct compensation from an employee's paycheck unless: 


  • By state or federal law, necessary or empowered to do so, 

  • A deduction is expressly allowed in writing by the employee to cover insurance premiums, contributions to the compensation plan, or other deductions that do not amount to a pay rebate or cover insurance premiums. 

  • A salary or collective bargaining agreement expressly authorizes a deduction to cover health, welfare, or pension payments. 


CA Labor Code Sections 221 and 224


An employer does not subtract from an employee's salary any of the following: 


  • Any part of gratuities from an employee. Labor Code of CA Section 351; 

  • The cost of any photograph that the employer needs of an applicant or employee. CA Code of Labor Section 401; 

  • The cost of a bond that an employer needs from an applicant or employee. CA Code of Labor Section 401; 

  • If the employee consented in writing to have the uniform's cost removed from their last paycheck if it was not returned to the employer, the price of a uniform needed to be worn by the employee. CA Labor Code Section 2802, Commission Instructions on Industrial Health, Section 9. Wearing clothing of distinctive design and color are part of the term "uniform." 

  • Except for employees who earn two times (2X) the minimum wage, the cost of tools or equipment needed to be used by an employee. CA Labor Code Section 2802, Industrial Welfare Commission Orders, Section 9;

  • Expenditures or damages sustained as a direct result of the discharge of the job duties of the employee. Section2802 of the CA Labor Code; 

  • The expense of any medical or physical pre-employment test taken as an employment condition or any medical or physical examination needed by any federal or state statute or regulation or municipal ordinance. Division 222.55 of the CA Labor Code 


California courts have also significantly limited the right of an employer to take an offset against the wages of an employee.


Barnhill v. Sanders, 125 Cal.App.3d 1 (1981) (it is unconstitutional for an employer to subtract a balloon payment from the final paycheck of an employee to repay the debt of the employee to the employer even though the employee has approved the settlement in writing);


CSEA VS. The State of California, 198 Cal.App.3d 374 (1988) (it is against the law to deduct past wage advances that were in error from the wages of an employee);

Find a Reputable Employment Lawyer Now! is a 

California Bar Certified Lawyer

Lawyer Referral Service. 


Attorneys are pre-screened, monitored and certified in California Employment Law.


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Reproduction in whole or in part in any form or medium without express written permission is prohibited. Service provided by, a State Bar Certified Attorney Referral and Information Service ( Certification # 0128 ).    Disclaimer: All Lawyer Referrals are unbiased and impartial. This service is not paid lawyer advertising nor is the service owned or operated by lawyers receiving referrals. Members of our network must meet minimal requirements set forth by the service and the CA State Bar. Information provided in this website is not legal advice and no attorney-client relationship if formed by use of this website. | California Lawyer Referral and Information Service | Los Angeles, California | | 661-310-7999 | Locations: Beverly HillsLos AngelesLong BeachGlendaleSanta ClaritaLancasterPalmdalePomonaTorrance , PasadenaEl MonteDowneyInglewoodWest CovinaNorwalkBurbankNewport BeachLaguna BeachSanta MonicaAnaheimSanta AnaIrvine, and San Diego