National Origin Discrimination Lawyer in Glendale & Los Angeles

If you were treated unfairly at work because of where you or your family are from—or because of language, accent, ancestry, citizenship, or immigration status—California’s FEHA and related CRD guidance may protect you. Every situation is different. MAGISA LAW represents employees in Glendale and Los Angeles County who want to understand their options.

Call 888-818-1099 for a free consultation* to talk through your situation with an attorney · Contact form · Office at 2550 Honolulu Ave, Suite 105, Glendale, CA 91020

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Glendale office serving Los Angeles County employees

National origin and ancestry under FEHA

CRD’s employment page lists ancestry and national origin among protected characteristics. Discrimination rules generally apply to employers with five or more employees; harassment protections apply in all workplaces. CRD’s Immigrants’ Rights fact sheet explains related employment protections involving immigration status, citizenship, and language.

Issues CRD’s immigrants’ rights materials highlight

According to CRD’s fact sheet (employment section), concerns may include:

National origin stereotypes — unfair treatment because an employer believes you are from a particular country, even if that belief is wrong
Harassment — insults about the country where you were born, including when an employer refuses to stop coworker conduct
English-only rules — requiring English even on breaks or without a work-related need
Accent discrimination — unfair treatment because you speak English with an accent even when coworkers and customers understand you
Retaliation via immigration threats — threats to call immigration authorities because you complained about harassment
Immigration inquiries — generally, an employer cannot ask about immigration status unless federal law requires it
Citizenship requirements — generally, requiring U.S. citizenship when that requirement discriminates because of national origin or ancestry

Whether any of these frameworks fit your workplace depends on the facts. CRD’s regulations on national origin discrimination provide additional detail for attorneys evaluating English-only and accent issues; this page stays with CRD’s publicly summarized employee guidance.

Overlap with race and language access

National-origin issues often appear alongside racial discrimination concerns. Consultations at MAGISA LAW are available in English, Spanish, Armenian, and Russian with an attorney—helpful when documents or coworker conduct involve multiple languages.

Retaliation and safety

Threatening to report someone to immigration authorities in response to a discrimination or harassment complaint may raise serious retaliation and related concerns. See workplace retaliation. If you are in immediate danger, contact local law enforcement. CRD investigates civil rights complaints; it is not a substitute for emergency services.

How FEHA discrimination claims are often raised

Employment discrimination complaints under FEHA are generally filed with the California Civil Rights Department (CRD). CRD’s employment guidance states that a complaint must generally be filed within three years from the date of the alleged discriminatory act. You generally must file with CRD even if you want to go to court, and you can request an immediate right-to-sue notice. CRD investigates or issues a right-to-sue; it does not act as your personal lawyer. Strict deadlines apply. Call promptly so timing can be assessed for your facts.

CRD lists possible remedies that may be available depending on the case, such as back pay, front pay, hiring or reinstatement, promotion, out-of-pocket expenses, policy changes, training, reasonable accommodations, damages for emotional distress, punitive damages, and attorney’s fees and costs. Whether any remedy fits—and in what amount—depends on the evidence. This page makes no certain outcome claims.

What to gather before you call

A short written timeline of what happened and when
Emails, texts, chat messages, job postings, or performance reviews
Names of decision-makers and witnesses
Paystubs, schedules, or promotion/demotion paperwork
Handbook policies and any prior complaints to HR
Separation paperwork if you were fired or laid off

If you have little paperwork, call anyway. MAGISA LAW reviews every case and discusses next steps in a free consultation.

Related MAGISA LAW pages

Free consultation with MAGISA LAW

MAGISA LAW invites Glendale and Los Angeles County employees to contact the firm for a free consultation to talk through your situation with an attorney. Call 888-818-1099, email hello@magisalaw.com, or use the contact page.

Consultations are available in English, Spanish, Armenian, and Russian with an attorney.

Office: 2550 Honolulu Ave, Suite 105, Glendale, CA 91020.

Frequently asked questions

What is national origin discrimination?

CRD protects employees from unfair treatment based on national origin and ancestry. Related guidance addresses language, accent, citizenship, and immigration-status issues that often arise with national-origin claims.

Can my employer require English only at all times?

CRD’s immigrants’ rights fact sheet flags English-only rules that apply even on breaks or without a work-related need as a concern. Whether a particular rule is lawful depends on the facts and applicable regulations.

Can my employer ask about my immigration status?

CRD states an employer generally cannot ask about an applicant’s or employee’s immigration status unless federal law requires it.

Do I need to be a citizen to file with CRD?

No. CRD states FEHA applies regardless of citizenship or immigration status, and CRD does not inquire about citizenship or immigration status when you file.

How long do I have to file?

CRD states employment discrimination complaints generally must be filed within three years of the alleged act. Call promptly.

* Fee and cost terms are discussed during your free consultation.