Do I have to file with a government agency before I can sue my employer in Los Angeles?

For most FEHA claims (discrimination, harassment, retaliation), yes — you generally must file a complaint with the California Civil Rights Department and obtain a right-to-sue notice before going to court. Many wage-and-hour claims under the Labor Code do not require this step. We can identify which path applies to your situation during a free consultation.

Can I be fired for reporting harassment at work?

No. California law makes it illegal to retaliate against an employee for reporting or opposing harassment or discrimination, or for participating in an investigation. If you were demoted, disciplined, or terminated after complaining, that retaliation may itself be a separate legal claim, regardless of how the underlying complaint is resolved.

I already signed a severance agreement. Is it too late to talk to a lawyer?

Not necessarily. Severance and release agreements can sometimes be challenged, and the surrounding circumstances matter. It is worth having an attorney review what you signed before you assume your rights are gone. We can review a signed agreement at no cost and explain your options.

How long do I have to file an employment claim in California?

It depends on the claim. For most FEHA claims you generally have three years to file with the Civil Rights Department, then one year after the right-to-sue notice to file suit. Wage claims generally reach back three years under the Labor Code (four under the unfair-competition law). Because deadlines vary and are strict, contact us early.

What does it cost to hire an employment lawyer?

Your initial consultation is free and confidential, and most employment cases are handled on a contingency basis, meaning no upfront fee. In many California employment cases, the law also allows a prevailing employee to recover attorney's fees from the employer. We will explain the fee arrangement clearly before you decide anything.

Los Angeles Employment Lawyer

Los Angeles runs on the people who keep its studios, hospitals, warehouses, restaurants, and garment floors moving — and when an employer breaks the law, those workers pay the price. At MMG Law Firm, attorney Mihran M. Ghazaryan represents employees across the city in wrongful termination, discrimination, harassment, retaliation, and unpaid-wage disputes. We offer a free, confidential consultation, and most employment cases are handled on contingency, so there is no upfront fee to get answers about your rights.

Employment Law matters in Los Angeles

Los Angeles has one of the most varied workforces in the country. People here work in film and television production, post-production and crew jobs, healthcare and home care, the Port-adjacent logistics chain, downtown's garment and apparel trade, hospitality, retail, gig and delivery work, and the warehouses that fan out across the basin. That diversity is a strength — but it also means workers face a wide range of abuses, from misclassified overtime in a fulfillment center to harassment on a production set to a retaliatory firing after someone reports unsafe conditions.

MMG Law Firm represents employees only. We do not work for employers, and we do not split our loyalty.

What we handle for Los Angeles employees

Wrongful termination, including firings that violate public policy (for example, being let go for taking protected medical leave, reporting illegal activity, or filing a workers' comp claim)
Discrimination and harassment based on race, national origin, religion, sex, pregnancy, age (40+), disability, sexual orientation, gender identity, and other protected classes
Retaliation and whistleblower claims when you are punished for complaining, reporting, or participating in an investigation
Unpaid wages and overtime, missed meal and rest breaks, off-the-clock work, and waiting-time penalties when a final paycheck is late

How California protects you

California's Fair Employment and Housing Act (FEHA) is broader than federal law and covers most employers with five or more employees. It prohibits discrimination, harassment, and retaliation, and it allows recovery of back pay, front pay, emotional-distress damages, and — in serious cases — punitive damages. California's Labor Code separately protects your right to be paid for every hour worked, to receive overtime, and to take meal and rest breaks. Importantly, California has a strong fee-shifting rule: when an employee prevails on many of these claims, the employer can be ordered to pay the employee's attorney's fees.

The CRD process and deadlines

Most FEHA claims require an administrative step first. You file a complaint with the California Civil Rights Department (CRD) and obtain a right-to-sue notice. You generally have three years from the wrongful act to file with the CRD (Gov. Code §12960), and then one year from the right-to-sue notice to file a lawsuit. Wage claims have their own timelines — generally three years to reach back on Labor Code claims, and four years under California's unfair-competition law. Deadlines are unforgiving, so it is worth talking to a lawyer early.

Employment lawsuits for Los Angeles workers are generally filed in the Los Angeles County Superior Court.

What to do if you've been wronged

Write down dates, names, and what was said while it is fresh
Save emails, texts, pay stubs, schedules, and your handbook
Do not sign a severance agreement or release before you understand what you may be giving up
Contact us for a free, confidential review

We assist clients in English, Armenian, and Russian.

How Mihran M. Ghazaryan helps with employment law

Mihran M. Ghazaryan starts with a confidential review of what happened and tells you plainly whether you have a claim. He helps you preserve the record that wins employment cases — the emails, reviews, and timeline — handles the Civil Rights Department complaint and right-to-sue process, and holds the employer to California's strong protections for employees. Where it fits, his fee comes only from a recovery.

Types of workplace matters we handle

Wrongful termination

Firings that violate the FEHA, retaliate for protected activity, or breach California public policy — including terminations dressed up as layoffs or performance issues.

Discrimination and harassment

Adverse treatment or a hostile environment based on a protected class — race, sex, age, disability, religion, national origin, pregnancy, and more — under the FEHA.

Retaliation and whistleblower claims

Punishment for reporting harassment, unsafe conditions, or unlawful conduct, or for taking protected leave. California law protects employees who speak up.

Unpaid wages and overtime

Off-the-clock work, missed meal and rest breaks, misclassification, and unpaid final wages — Labor Code claims that carry penalties on top of the wages owed.

What you may be able to recover

Every workplace matter case is different, but California law lets wronged employees pursue several categories of relief. We document each one — pay records, performance reviews, communications — so nothing is left on the table.

Back pay and lost benefits

Wages, commissions, and benefits you lost from the date of the wrongful act — a core remedy in wrongful-termination and discrimination claims.

Front pay

Future earnings you're likely to lose when reinstatement isn't realistic, measured until you can reasonably be expected to find comparable work.

Emotional distress

Compensation for the anxiety, humiliation, and harm to wellbeing that unlawful treatment at work can cause.

Penalties and punitive damages

Statutory penalties for wage violations, and — where an employer acted with malice or oppression — punitive damages meant to deter the conduct.

Attorney's fees and costs

Many California employment statutes shift the employee's reasonable attorney's fees and costs onto an employer that broke the law.

Reinstatement and policy change

Where it fits the case, getting your job back or forcing the employer to correct the practice that harmed you.

How we work

Free, confidential consultation

We listen first and tell you plainly whether you appear to have a claim. The conversation is confidential and there's no fee to have it — and we're careful if you're still employed.

Preserve the record

Offer letters, handbooks, performance reviews, emails and texts, pay stubs, and a timeline of events. The contemporaneous record is what wins or loses an employment case, so we lock it down early.

Administrative exhaustion and the demand

FEHA claims generally require a complaint with the Civil Rights Department and a right-to-sue notice first. We handle that step, then present a documented demand to the employer.

Litigation when necessary

Many matters resolve through negotiation or mediation. When an employer won't be reasonable, we file and prepare the case fully — which is usually what moves the number.

What to do right away

Write down a dated timeline of what happened while it's fresh.

Save copies of relevant documents to a personal (non-work) account — offer letter, reviews, emails, texts, pay records.

Keep notes of who said what, when, and who else was present.

Be careful about signing severance or release agreements before they're reviewed — deadlines to accept are usually negotiable.

Report harassment or discrimination through your employer's stated process where it's safe to do so.

Talk to a lawyer before resigning — quitting can change the claim and the remedies available.

The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.