LGBTQ Employment Lawyer in Glendale & Los Angeles
If you faced discrimination, harassment, or retaliation at work because of sexual orientation, gender identity, or gender expression, California law 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
- Free consultation
- Glendale office serving Los Angeles County employees
FEHA protections for LGBTQ employees
CRD’s employment page lists sexual orientation, gender identity, and gender expression among protected characteristics. Discrimination rules generally apply to employers with five or more employees; harassment protections apply in all workplaces.
CRD’s fact sheet on the rights of transgender and gender-nonconforming employees explains protections against discrimination, harassment, and retaliation, including for applicants, unpaid interns, volunteers, and contractors in covered situations. The California Attorney General’s LGBTQ rights page similarly summarizes FEHA and Title VII workplace protections.
Restrooms, dress codes, and names/pronouns (high level)
According to CRD’s transgender/gender-nonconforming fact sheet and the AG’s guidance:
- Employees have a right to safe and appropriate restroom and locker facilities, including facilities that correspond to the employee’s gender identity
- Where possible, employers should provide an accessible gender-neutral single-user facility
- Employees may dress in accordance with their gender identity and expression; dress codes must be applied evenly
- Intentional misuse of names or pronouns can contribute to a hostile environment analysis depending on the facts
- Interviewers should not ask questions designed to detect gender identity or transition history
Whether a particular workplace practice is lawful depends on the facts.
Topic pages on this site
This LGBTQ hub owns gender identity workplace topics for SEO and navigation. Related pages:
- Sexual orientation discrimination
- Gender expression discrimination (dress code / presentation)
- Gender discrimination (sex/gender pay & promotion—not identity)
- Sexual harassment
- Hostile work environment
- Workplace retaliation
Retaliation after speaking up
CRD’s transgender/gender-nonconforming fact sheet states employers may not retaliate against employees who assert the right to be free from discrimination or harassment—for example, cutting shifts after a complaint to a supervisor, HR, or CRD. See also workplace retaliation.
How claims are often raised
FEHA complaints are generally filed with CRD within three years of the alleged act. You generally must file with CRD even if you want to go to court. Call promptly. MAGISA LAW reviews every case.
What to gather before you call
- Timeline of incidents and employment decisions
- Emails, chats, schedules, and HR complaints
- Name/pronoun or restroom-related written policies
- Performance reviews and separation paperwork
- Witness names
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
Does FEHA protect LGBTQ employees?
Yes. CRD lists sexual orientation, gender identity, and gender expression as protected characteristics. Harassment rules apply in all workplaces; discrimination rules generally apply to employers with five or more employees.
Can my employer tell me which restroom to use?
CRD and AG materials state employees have a right to use facilities consistent with their gender identity. Details and single-user facility guidance appear in those official sources.
What if customers harass me?
CRD’s transgender/gender-nonconforming fact sheet notes employers can be liable when customers or third parties harass an employee because of gender identity or expression. How that applies depends on the facts.
How long do I have to file?
CRD states employment discrimination complaints generally must be filed within three years of the alleged act.
Is this page different from the sexual-orientation page?
Yes. This page is a broader LGBTQ workplace hub and the home for gender-identity topics. The sexual-orientation page focuses on orientation discrimination specifically; gender expression and sex/gender pay-promotion issues have their own pages.