Los Angeles Gender Discrimination Lawyers

Los Angeles employees are protected from gender or sex discrimination under both federal law, including Title VII of the Civil Rights Act of 1964 (Title VII) , and state law through the California Fair Employment and Housing Act (FEHA). FEHA applies to employers with five or more employees and offers broader protections than federal law.

Gender discrimination can involve unequal treatment related to hiring decisions, compensation, promotions, medical leave, workplace policies, reasonable accommodations, or daily working conditions. In many cases, discrimination overlaps with retaliation or harassment, making it important to evaluate the full scope of an employer’s conduct. 

Attorneys at Matern Law Group help Los Angeles employees understand how these laws apply to their specific workplace circumstances and what steps may be taken to protect their rights. 

Contact Matern Law Group by calling 310-987-4226 or submitting the form below to request a free case evaluation.

Key Rights Under FEHA Against Los Angeles Gender Discrimination

Hiring, Firing, and Promotions: Los Angeles employers cannot make decisions about hiring, firing, promoting, demoting, or transferring employees based on gender, sex, or related characteristics.

Pay and Job Assignments: It is illegal to discriminate in compensation or the terms, conditions, and privileges of employment, including salaries, benefits, or job duties.

Harassment: Sexual harassment and gender-based harassment are prohibited, including unwelcome advances, requests for sexual favors, or offensive comments related to gender.

Pregnancy and Parental Rights: Discrimination based on pregnancy, childbirth, or related medical conditions is unlawful, and reasonable accommodations must be provided when appropriate.

Gender Identity and Expression: Employers must respect an employee’s gender identity and expression, including access to facilities that align with that identity.

Retaliation: Employees are protected from retaliation for reporting discrimination, participating in an investigation, or requesting accommodations.

Examples of Gender Discrimination

• Example 1: A qualified Los Angeles female employee is consistently passed over for promotions, which are given to less-qualified male colleagues. This could be a case of gender discrimination.
• Example 2: A Los Angeles employer reduces the salary of a male employee because he takes paternity leave, while female employees who take maternity leave are not penalized. This is discriminatory based on gender.
• Example 3: A transgender Los Angeles employee is denied access to the women’s restroom that corresponds to her gender identity and is frequently subjected to derogatory comments from coworkers. This is both harassment and discrimination based on gender identity.
• Example 4: A Los Angeles male employee faces unwelcome touching and sexual jokes from his supervisor, creating a hostile work environment. This is a form of sexual harassment.
• Example 5: A pregnant Los Angeles employee requests a temporary change in her work duties to avoid heavy lifting, as advised by her doctor. Her employer refuses, although such accommodations have been made for other employees with non-pregnancy-related health issues. This could be viewed as pregnancy discrimination.

Legal Remedies

Los Angeles employees who believe they have experienced gender discrimination may file a complaint with the California Civil Rights Department (formerly the Department of Fair Employment and Housing). The agency may investigate claims, facilitate mediation, or pursue enforcement action when violations are found.

Available remedies can include back pay, reinstatement, workplace policy changes, and compensation for emotional distress. Because strict filing deadlines apply, taking action early is critical to preserving your rights.

Working with experienced employment lawyers can help ensure claims are properly documented, supported by evidence, and submitted within required timeframes.

Filing a discrimination complaint can feel overwhelming, particularly when power dynamics exist in the workplace. Our team guides you through each stage,  from documenting incidents and preparing filings to navigating mediation or court proceedings if necessary. 

When alternative dispute resolution is appropriate, we help assess whether mediation may lead to a faster and more effective outcome. If litigation becomes necessary, we work to protect your interests at every stage of the process.