Workplace Discrimination Lawyer in Glendale & Los Angeles

If you were treated differently at work because of who you are — your race, gender, age, disability, pregnancy, religion, national origin, or another protected trait — California law may protect you. MAGISA LAW is a women-founded, employee-side firm in Glendale, CA 91020 that represents workers across Glendale and Los Angeles County.

Call (888) 818-1099 for a free, confidential review. Consultations may be available in English, Spanish, Armenian, and Russian with founding partners Anahit Maghakyan and Anahit Isaghulyan’s team.

What workplace discrimination can look like

California’s Fair Employment and Housing Act (FEHA), enforced by the Civil Rights Department (CRD), makes it illegal for covered employers to discriminate in business practices such as:

Hiring, interviews, and screening
Pay, promotions, transfers, and training
Working conditions
Discipline and termination

Discrimination is not always a slur or an obvious comment. It can show up as being passed over while less-qualified coworkers advance, sudden write-ups after you disclose a pregnancy or disability, unequal pay for similar work, or a pattern of worse schedules and assignments tied to a protected trait.

Protected characteristics under FEHA

CRD lists protected categories that include:

Race and color
Ancestry and national origin
Religion and creed
Age (40 and over)
Disability (mental and physical)
Sex and gender (including pregnancy, childbirth, breastfeeding, or related medical conditions)
Sexual orientation
Gender identity and gender expression
Medical condition
Genetic information
Marital status
Military or veteran status
Reproductive health decision-making

FEHA’s discrimination rules generally apply to employers of five or more employees. Harassment based on a protected category is prohibited in all workplaces, even smaller ones — see Sexual Harassment and Hostile Work Environment.

Common discrimination issues Glendale employees describe

Race or national origin: unfair discipline, accent-based comments, or different rules for Armenian-, Spanish-, or Russian-speaking workers — see Racial Discrimination and National Origin Discrimination.
Sex or gender: pay gaps, stereotyping, or blocked promotions — see Gender Discrimination and Equal Pay and Pay Transparency.
Pregnancy: demotion, leave pushback, or firing after you announce a pregnancy — see Pregnancy Discrimination.
Disability or medical condition: refusal to discuss reasonable accommodations, or termination after a medical leave request — see Disability Discrimination & Accommodation.
Age (40+): pushed out for “culture fit,” or denied training given to younger coworkers — see Age Discrimination.
Religion, LGBTQ status, and more: see Religious Discrimination, LGBTQ Employment Lawyer, and Sexual Orientation Discrimination.

Retaliation after you speak up

It is also unlawful for covered employers to punish you for opposing discrimination or participating in a complaint or investigation. That can look like a demotion, cut hours, sudden “performance” paper trail, or firing after you report. See Workplace Retaliation and Wrongful Termination.

How FEHA discrimination claims often proceed

For many FEHA claims, CRD guidance states:

File a complaint with CRD generally within three years of the alleged discriminatory act.
You must file with CRD even if you want to go to court.
You may request an immediate right-to-sue notice when you file.

CRD investigates as a neutral fact-finder; it does not serve as your personal attorney. FEHA applies to California workers regardless of immigration status, and CRD states it does not inquire about citizenship or immigration status.

What you may be able to recover

Depending on the claim, the evidence, and the forum, California law may provide remedies such as:

Back pay and, in some cases, front pay
Hiring, reinstatement, or promotion
Out-of-pocket expenses
Reasonable accommodations
Damages for emotional distress
Punitive damages in appropriate cases
Policy changes or training
Attorney’s fees and costs when the law allows

No webpage can promise an outcome. Every case is different.

What to do next

Save emails, texts, reviews, write-ups, schedules, and pay records that show the pattern.
Write a timeline of comments, decisions, and who made them.
Note witnesses who saw or heard what happened.
Hold off on signing a severance release you do not understand.
Call MAGISA LAW at (888) 818-1099 for a free, confidential review before deadlines pass.

Office: Glendale, CA 91020. Prefer to speak with a woman attorney? Tell us when you call.

Related MAGISA LAW pages

Frequently asked questions

Do I need an obvious slur to have a claim?

No. Many cases rely on timing, comparisons to other workers, and patterns of treatment. Bring what you have.

My employer has only a few workers. Am I covered?

Discrimination rules generally need five or more employees. Harassment rules can apply in smaller workplaces. We can sort coverage in a free review.

How long do I have?

FEHA employment complaints generally must be filed with CRD within three years of the alleged act. Call sooner so evidence and deadlines can be checked.

Can I file if I am not a U.S. citizen?

CRD states FEHA applies regardless of citizenship or immigration status, and CRD does not inquire about that status.

Will talking to a lawyer tip off my employer?

A consultation is confidential. We discuss risks before you take steps that notify the company.

Can we talk in Armenian, Spanish, or Russian?

Yes. Consultations may be available in those languages with an attorney.

What if discrimination led to my firing?

That may involve both discrimination and Wrongful Termination theories. Bring your termination papers to the review.

Talk with a workplace discrimination lawyer in Glendale

Call MAGISA LAW at (888) 818-1099 or use the contact page for a free, confidential review.