Do I Need a Lawyer for Employment Discrimination?

Answer 6 quick questions to get personalized guidance for your California case

Question 1 of 6

What type of discrimination did you experience?

Race, color, or national origin discrimination

Gender, sex, or sexual orientation discrimination

Age discrimination (I'm 40 or older)

Disability discrimination or failure to accommodate

Pregnancy, childbirth, or related medical condition

Religious discrimination or failure to accommodate

Question 2 of 6

What happened as a result of the discrimination?

I was fired or forced to resign

Demoted, pay cut, or lost promotion I deserved

Ongoing harassment or hostile work environment

Retaliated against for complaining about discrimination

Not hired for a job I was qualified for

Minor issues - different treatment but no major consequences

Question 3 of 6

Do you have evidence of the discrimination?

Direct evidence - discriminatory statements, emails, texts

Pattern of discrimination - others affected too

Circumstantial evidence - timing, comparators, pretext

Witnesses who observed the discrimination

Limited evidence but clear pattern

Question 4 of 6

Did you report the discrimination to HR or management?

Yes - and faced retaliation for reporting

Yes - but nothing was done

Yes - response was inadequate

No - didn't report internally

Question 5 of 6

How much have you lost financially?

Over $50,000 in lost wages and benefits

$20,000 - $50,000

Under $20,000

Still employed - no lost wages yet

Question 6 of 6

Have you filed with any government agency?

Yes - filed with California Civil Rights Department (CRD)

Yes - filed with EEOC

Yes - and received right-to-sue letter

No - haven't filed yet

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Start with CRD, Then Evaluate

Filing with the California Civil Rights Department (CRD) is free and they'll investigate. This preserves your rights while you decide on an attorney.

Recommended DIY Steps:

File complaint with CRD (free, no attorney required)
Document everything - emails, texts, dates, witnesses
Request immediate right-to-sue letter if you want to file suit quickly
Get consultations from employment attorneys (most work on contingency)
File with EEOC if federal law was violated

📝 File CRD Complaint 🔗 Create Demand Letter

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You Should Consult a Discrimination Attorney

Your case has strong indicators of actionable discrimination. Most employment attorneys work on contingency.

Why You Need an Attorney:

Significant financial damages justify legal representation
FEHA and federal laws have complex procedural requirements
An attorney letter often prompts faster settlement
You may recover attorney's fees if you win (employer pays)
Contingency fee = no upfront cost to you

Book $125 Consultation 🕵 Find Employment Lawyer 📝 File CRD Complaint

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File CRD + Get Consultation

Your case has merit. File with CRD to preserve rights and get a attorney consultation to evaluate your options.

Recommended Approach:

File CRD complaint (free, preserves rights, deadline is 3 years)
Get 2-3 consultations from employment attorneys (most work on contingency)
Build your evidence file - save everything
If CRD investigates, they may find evidence you don't have
Decide on attorney after understanding your options

📝 File CRD Complaint 🕵 Consultation

Understanding Employment Discrimination in California

California's Fair Employment and Housing Act (FEHA) provides some of the strongest workplace discrimination protections in the nation. It covers more employers and more protected classes than federal law.

Protected Classes Under California FEHA

Race, color, ancestry, national origin
Religion, creed
Sex, gender, gender identity, gender expression
Sexual orientation
Marital status
Age (40 and over)
Disability (physical and mental), medical condition
Genetic information
Military or veteran status
Pregnancy, childbirth, breastfeeding

California Law Is Stronger Than Federal Law

FEHA applies to employers with 5+ employees (federal law requires 15+). California also recognizes more protected classes and has a longer statute of limitations (3 years vs. 180-300 days for federal).

What Damages Can You Recover?

Damage Type	Available?	Limits
Back Pay	Yes	No cap
Front Pay	Yes	No cap
Emotional Distress	Yes	No cap (unlike federal)
Punitive Damages	Yes	No cap
Attorney's Fees	Yes	Employer pays if you win

⚠ Deadlines Are Critical

FEHA (CRD): 3 years from discriminatory act
Federal (EEOC): 300 days (with state agency)
Lawsuit: 1 year after receiving right-to-sue letter

Steps to Build Your Case

Document everything immediately - emails, texts, dates, witnesses
File internal complaint with HR (creates record)
File CRD complaint to preserve rights
Request right-to-sue letter if you want to proceed to court
Consult with employment attorneys (most offer free evaluations)

Related Resources

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