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Workplace bullying, while not specifically addressed in the same legal terms as sexual workplace harassment or discrimination under both federal and California state laws like the Fair Employment and Housing Act (FEHA), still falls under the general umbrella of creating a hostile work environment when the behavior is based on a protected category.
That means the “bullying” label is not always the key issue; the key issue is whether the conduct is tied to a protected characteristic (such as race, sex, disability, age, or other protected status) or whether it escalates into retaliation after you complain.
However, general Los Angeles workplace bullying—meaning hostility not linked to a protected characteristic—is not explicitly illegal under California or federal laws. Despite this, California has taken steps to address workplace bullying more directly through certain regulations.
Even when the behavior is not technically “illegal harassment,” you may still have important options, especially if your employer ignores complaints, fails to follow its own policies, or the conduct contributes to constructive termination or serious emotional harm.
If you are dealing with workplace bullying in Los Angeles, it is important to understand where your situation falls and what legal options may be available to you. Matern Law Group can evaluate the conduct, identify whether it rises to the level of a legal claim, and guide you on the most effective next steps.
Call 310-987-4226 or complete the contact form on this page to speak with an employment lawyer.
AB 2053 – Abusive Conduct Training: This legislation requires employers with 50 or more employees to provide training on “abusive conduct” in addition to the mandatory sexual harassment training. Abusive conduct is defined under this law as behavior in the workplace that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests.
This may include verbal abuse, threats, intimidation, and other bullying tactics that are severe or pervasive enough to create a disruptive work environment. While AB 2053 is a training requirement (not a standalone “bullying lawsuit” statute), it reflects that California recognizes abusive conduct as a serious workplace problem, and it can support the broader story of what your employer knew and how they responded.
Healthy Workplace Bill: While not yet law, California has seen efforts to introduce legislation known as the Healthy Workplace Bill, aimed at providing workers with legal redress against workplace bullying that is not based on a legally protected characteristic. These legislative efforts also reinforce what many workers already know: bullying can be profoundly harmful, even when it is disguised as “management style” or “performance pressure.”
If your experience involves protected-category mistreatment, our harassment lawyers can help you determine whether it constitutes unlawful harassment. If unequal treatment is part of the pattern, our discrimination lawyers can assess whether discrimination is also occurring.
Example 1: A manager consistently berates a Los Angeles employee in front of colleagues, using derogatory names, criticizing the employee’s intelligence, and threatening job termination without basis. If not linked to a protected characteristic, this may not constitute illegal harassment under FEHA, but can be considered the kind of abusive conduct AB 2053’s training requirements seek to eliminate.
Example 2: A Los Angeles employee is systematically excluded from meetings, given impossible deadlines, and has their work sabotaged by coworkers. This type of bullying can contribute to a toxic work environment and, if based on race, sex, or another protected category, could fall under illegal harassment.
Example 3: A supervisor makes repeated jokes about an employee’s mental health, contributing to the employee’s anxiety and stress, impacting their work performance. If the bullying is tied to the employee’s mental health condition, this could be seen as discrimination and harassment under FEHA.
Example 4: During a dispute over work responsibilities, a manager consistently uses threatening language or aggressive body language to intimidate an employee into compliance.
Additional examples can include:
In many cases, bullying becomes legally significant when it is paired with a protected-category motive or when it leads to retaliation for reporting unlawful conduct.
Know your rights:
Report formally:
Practical tip: Keep your documentation factual and specific, including dates, what was said/done, witnesses, and how it affected your work. Save relevant emails, messages, schedules, and performance reviews. These details often matter when your employer later claims they “didn’t know” or that the issue was simply performance-related.
If you want guidance before you report (or if you already reported and nothing changed), call: 310-987-4226 or fill out the form here.
While specific remedies for Los Angeles workplace bullying without a connection to a protected category are limited, employees suffering from bullying linked to such a category may seek remedies under laws that prohibit harassment and discrimination:
Los Angeles employers are encouraged to take all complaints of bullying and harassment seriously, regardless of whether they meet the legal definition of harassment, to maintain morale and productivity and to prevent potential legal issues related to a hostile work environment.
This involves implementing effective anti-bullying policies, conducting prompt and thorough investigations of complaints, and taking appropriate corrective actions against offenders. When an employer fails to intervene, or worse, rewards the bully, employees often feel trapped. That is where an experienced employment law team can help you evaluate risk, options, and timing.
We understand how intimidating it can be to speak out against your employer, a large corporation, a workplace bully, or others who may hold power over you. As dedicated Los Angeles employment attorneys, we’re here to support and protect your rights. While legal cases can be lengthy and complicated, we will guide you through every step of the process, making sure you understand your options and can achieve a result you’ll be happy with.
As a Los Angeles Law Firm, we approach these cases with careful fact development and direct communication, so you are not left guessing about what happens next.
Our expertise in Los Angeles harassment cases allows us to navigate the complexities of your situation, whether it involves unlawful harassment, workplace discrimination, wrongful termination, or contract disputes. As experienced harassment lawyers, we understand the sensitive nature of these cases and the profound impact they can have on your career and personal life.
We’re committed to providing you with strong representation, ensuring your voice is heard, and fighting vigorously for your rights in the workplace. Our team of dedicated Los Angeles harassment attorneys is well-equipped to handle even the most challenging cases, no matter how powerful the opposition may seem.
We’ll work tirelessly to hold employers accountable for creating or allowing hostile work environments and seek the justice and compensation you deserve.
Call our Los Angeles workplace bullying lawyers today: 310-987-4226 or share the details here.
Our practices are guided by integrity. We’ll protect what you deserve.
We work tirelessly and fight tenaciously to hold employee rights abusers accountable.
If you’ve experienced a distressing incident related to an issue like this, call us for a free case evaluation.
Bullying is not always illegal on its own, but it can become unlawful when tied to a protected characteristic or when it involves retaliation for reporting unlawful conduct.
You still have options. Employers can be responsible for supervisor conduct, especially if the behavior creates a hostile work environment or leads to retaliation.
Reporting can be helpful, but it is not always the best option. A lawyer can help you decide the safest approach, especially if you fear retaliation or if prior complaints were ignored.
Written communications, witness names, a timeline of incidents, performance reviews, schedule changes, and proof of reporting can all be helpful.
Yes. Our team can evaluate whether bullying is also harassment or discrimination and advise you on the best next steps.
Legal cases can be lengthy, complicated, and confusing, but you don’t have to take on the system all by yourself. If you believe someone has violated your individual rights, or the rights of a large group of people in your community, we can help you find the right course of action.
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