What does FEHA stand for in California employment law?

It stands for the Fair Employment and Housing Act. This primary state law protects employees from workplace discrimination, unlawful harassment, and employer retaliation across public and private businesses.

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

You generally have three years from the date of the last unfair incident to file an intake form. Once granted a Right-to-Sue notice, you have one year to file in court.

Can small businesses be sued under FEHA regulations?

Yes, state regulations apply to employers with five or more workers for discrimination claims. Anti-harassment rules apply to all businesses, even those with only one employee or independent contractors.

What is the main difference between FEHA and Title VII?

State law covers smaller businesses with five employees instead of fifteen. It also grants three years to file claims, protects more traits, and places no dollar caps on damages.

What protected categories fall under FEHA rules?

Protected traits include race, religion, physical or mental disability, age over 40, sex, gender identity, sexual orientation, medical conditions, pregnancy, national origin, and military status.

Do I need to report harassment internally before filing a lawsuit?

While reporting through internal company procedures creates helpful documentation, you are not strictly required to do so before contacting state authorities or seeking legal advice from an attorney.

What remedies can an employee receive under FEHA?

Victims can recover back pay, future lost wages, emotional distress damages, punitive damages, reinstatement, and payment of legal fees if their case successfully proves illegal employer misconduct.

What is a Right-to-Sue notice from the Civil Rights Department?

It is an official authorization issued by the state agency allowing you to file a civil lawsuit in court instead of going through the state agency investigation process.

Can an employer fire me for filing a FEHA complaint?

No, firing or punishing an employee for submitting a complaint is illegal retaliation. Employers face severe financial penalties if they take adverse action against workers who report violations.

Are non-compete agreements legal in California for remote employees?

No. Non-compete clauses are completely void for all California remote workers. State law protects anyone living and working within California borders regardless of where their employer operates headquarters.

Can an employer fire me for refusing to sign a non-compete?

No. Terminating an employee for refusing to sign an unlawful restrictive covenant violates state public policy. Affected workers may file wrongful termination claims against retaliatory employers.

Does California law apply if I signed the contract in another state?

Yes. California Senate Bill 699 makes restrictive job covenants unenforceable in state courts regardless of where you signed the contract or where the business operates.

What should I do if a former employer sends a cease and desist letter?

Do not panic or give up your new job. Keep all written communications and consult a qualified labor attorney to draft a formal response citing California statutory protections.

Are non-solicitation clauses valid under California employment law?

Most customer non-solicitation provisions are treated like restrictive job bans and declared void. Limited employee non-solicitation terms face strict legal scrutiny under recent state court rulings.

Can my employer require me to pay back training costs if I leave?

Repayment agreements that act as hidden penalty clauses to restrict worker mobility are generally invalid under California law. Courts evaluate these terms strictly to protect job freedom.

What penalties do employers face for enforcing invalid agreements?

Employers who enforce void agreements commit an unfair business practice. Affected employees can sue for injunctive relief, actual monetary damages, and recovery of necessary attorney fees.

Are non-disclosure agreements allowed in California?

Yes. Standard non-disclosure agreements that protect legitimate business trade secrets remain lawful, provided they do not prevent you from using general skills in your field.

How quickly must employers notify workers about void non-compete clauses?

State law required employers to issue formal written notices to current and former staff by February 2024, informing them that prior restrictive covenants are void.

Why should I speak with a sexual harassment lawyer in Los Angeles?

A consultation can help you understand whether what happened may violate California or federal law. It can also help you understand what evidence matters, what deadlines may apply, and what legal options may exist.

Is sexual harassment always physical?

No. It can include unwanted sexual comments, messages, pictures, advances, requests, or other conduct. The facts matter, including what happened, how often it happened, and the relationship between the people involved.

How should I document sexual harassment at work?

Write down what happened, when it happened, where it happened, and who saw it. Keep emails, texts, screenshots, schedules, and other records that may help show what happened.

Can I face retaliation after making a complaint?

Retaliation can become a separate legal issue when an employer acts because of certain protected activity. For example, a sudden cut in hours after a complaint may deserve closer attention, although the reason for the change and the full facts still matter.

Is my employer responsible for harassment by a coworker?

It can depend on the situation. Important questions include who committed the harassment, whether the employer knew or should have known about it, and what the employer did after learning about the conduct.

How long do I have to make a sexual harassment claim in California?

Different claims can have different deadlines and procedures. That is why the dates in your story matter, especially the dates of the harassment, any complaint, and any action taken against you.

Can sexual harassment and retaliation happen in the same case?

Yes. A worker may face harassment and then experience a negative job change after reporting it. Depending on the facts, the situation may raise more than one employment-law issue.

Is sexual harassment illegal in California?

Yes. California law bans many forms of workplace sexual harassment, including unwanted sexual comments, jokes, touching, sexual images, and certain requests for sexual favors.

How does a sexual harassment attorney in California help?

A lawyer can review what happened, look at your records, and explain what legal options may fit your situation. The lawyer can also help you understand issues such as reporting, retaliation, and possible claims.

Can one incident count as sexual harassment?

Sometimes. CRD explains that sexual harassment can include serious conduct, and the facts of the incident matter. Not every rude or awkward comment creates a legal claim, but you should not assume that one incident can never matter.

Can a coworker sexually harass me?

Yes. Your boss does not have to be the person involved. California law can cover harassment by coworkers and, in some situations, other people in the workplace.

What if my employer punishes me after I report harassment?

That may raise a retaliation issue. For example, a sudden drop in hours, a job change, or other negative treatment after a complaint may deserve a closer look, especially when the timing and other facts connect the two events.

How long do I have to report sexual harassment in California?

CRD generally gives workers three years to file an employment discrimination complaint. But other legal claims may have different deadlines, so it is important to look at the specific situation.

What evidence can help with a sexual harassment claim?

Texts, emails, photos, work schedules, HR complaints, notes, and witness names can all help tell the story. Keep records truthful and unchanged, and keep only materials you are allowed to keep.

How do I find a gender discrimination lawyer?

Start by looking for a lawyer who handles employment discrimination and understands California law. Then ask about experience, fees, deadlines, and what facts the lawyer thinks matter in your situation.

What does a gender discrimination lawyer do?

A lawyer can review what happened, explain which laws may apply, look at your records, and explain your legal options. A consultation can also help you understand what facts may support or weaken a claim.

What counts as gender discrimination at work?

It can include unfair treatment in hiring, pay, promotions, job duties, firing, or other parts of work because of sex or gender. But an unfair workplace decision is not automatically illegal discrimination, so the facts matter.

Do I need to be fired to have a discrimination claim?

No. The Supreme Court’s decision in Muldrow explains that a worker can have a Title VII discrimination claim without showing a major or serious injury. The worker still needs to show some harm tied to a term or condition of employment.

What evidence can help show gender discrimination?

Emails, texts, reviews, pay records, job postings, company policies, witness names, and notes about what happened can all help. A timeline can be especially useful because it shows what happened before and after a complaint or workplace decision.

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

The deadline depends on the claim and the law involved. California’s Civil Rights Department generally gives three years for an employment discrimination complaint, while federal rules may have shorter deadlines.

Can a lawyer guarantee that I will win?

No. Every workplace case is different. A lawyer can review the facts and explain possible options, but no honest lawyer can guarantee a particular result.

What is California’s minimum wage in 2026?

The statewide minimum wage is $16.90 per hour. Some cities, counties, and industries have higher rates.

Can I have a claim if I was paid less than minimum wage for only some hours?

Yes, you may. If you were not paid the required rate for time you worked, you may have a wage claim.

What if my employer says I am exempt?

Your employer calling you exempt does not automatically make you exempt. California looks at your job duties and other requirements when deciding if an exemption applies.

What should I keep if I think I am owed wages?

Keep your pay stubs, time records, schedules, and messages about your work and pay. These records can help show what you were paid and how much you worked.

Can Blair & Ramirez LLP review a minimum wage claim?

Yes. We represent California employees in minimum wage and other unpaid wage claims. We can look at what happened and help you understand what you can do next.

Can you be fired for having a disability in California?

Not simply because you have a disability; California and federal laws protect qualified employees from disability discrimination, but the exact protections depend on the facts and the employer.

What if I was fired soon after asking for an accommodation?

The timing can be important evidence, although it does not by itself prove discrimination.

Do I have to be permanently disabled to have protection?

Not necessarily. California’s disability protections can cover a broader range of physical and mental conditions than many people expect.

Can my employer deny every accommodation I request?

No. Covered employers generally must consider reasonable accommodations unless providing one would create an undue hardship.

Can Blair & Ramirez LLP review a disability termination case?

Yes. We represent employees in California disability discrimination and wrongful termination matters.

Can I report my employer for breaking the law?

Yes. Certain California and federal laws protect employees who report suspected violations of the law.

Can I file a whistleblower complaint if I am still employed?

Yes, you may be able to. You do not have to wait until you lose your job to report a suspected violation or learn about your legal rights.

Employment Archives - Blair & Ramirez LLP

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