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Workplace bias can take many forms, from subtle exclusion to blatant acts of unfair treatment. Employees in California are protected under state and federal laws designed to ensure that everyone has equal access to opportunities at work. When those rights are violated, workplace discrimination lawyers can help employees hold employers accountable.
Employment discrimination occurs when decisions about hiring, firing, pay, promotions, or working conditions are influenced by protected characteristics rather than job performance. The Sacramento employment lawyers at our firm understand how damaging this can be – both personally and professionally – and work tirelessly to restore fairness and dignity to the workplace.
Under applicable employment laws, unfair treatment based on a worker’s race, age, sex, or other protected traits is illegal. Both the federal Civil Rights Act and California’s Fair Employment and Housing Act (FEHA) prohibit employers from making workplace decisions based on characteristics unrelated to performance.
These laws apply to every stage of employment, from job postings and interviews to compensation, promotions, and termination. Employees who believe they’ve been treated unfairly can pursue discrimination claims with the California Civil Rights Department (CRD) or Equal Employment Opportunity Commission (EEOC). When internal complaints don’t resolve the issue, a qualified attorney can help file a discrimination case in civil court.
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Workers over 40 are protected from age-based bias by both state and federal law. Employers sometimes assume that older workers are less adaptable or more expensive due to salary or health costs. These stereotypes can lead to wrongful terminations, demotions, or being overlooked for promotions.
If your career advancement has been blocked due to your age, you may have a valid case under employment law. An experienced employment lawyer can gather the evidence needed to show that age – not performance – motivated your employer’s actions.
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California and federal laws protect workers with both physical and mental conditions. Employment attorneys understand that many employers fail to provide the reasonable accommodations for disabilities required by law, such as modified work schedules or adaptive equipment.
Even perceived disabilities – or past medical conditions – are protected. When employers deny reasonable accommodations or retaliate against workers for requesting them, this can violate employment law and the worker’s fundamental rights.
Employees who face barriers due to their health can work with an attorney to ensure compliance with these legal protections and secure the adjustments they need to perform their job safely.
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While significant progress has been made, gender inequality continues to exist in pay, promotions, and workplace treatment. Employees may face unequal pay for the same role, exclusion from advancement opportunities, or unfair evaluation standards.
California’s Equal Pay Act requires employers to compensate employees equally for substantially similar work. Victims of pay disparities or employment discrimination based on gender identity or gender expression should consult with an attorney who understands both employment law and California’s labor protections.
When these inequalities are systemic, filing a case can not only result in compensation but also prompt organizational change.
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California’s CROWN Act (Creating a Respectful and Open World for Natural Hair) prohibits employers from discriminating based on hairstyles and textures historically associated with race, such as braids, locs, and twists.
Hair discrimination disproportionately affects Black employees, who may be pressured to change their natural hair to conform to biased appearance standards. Such policies are not only outdated but violate employment law and civil rights protections.
Our employment attorneys can help employees who have experienced this type of bias pursue justice under the CROWN Act. Working with skilled attorneys ensures that these discriminatory practices are challenged and corrected.
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Discrimination in the workplace can occur before a hire is even made. The laws barring workplace discrimination also cover the employment process, including the pre-employment phase. Employers might not be aware of these laws or may knowingly conduct illegal and discriminatory hiring and recruiting processes.
This includes conduct or decisions made at the hiring stage. A failure to hire claim is a potential employee’s allegation that the employer would have hired him or her but for its reliance on one of the protected categories or other conduct in violation of anti-discrimination laws.
An employer who acts improperly based on any of the protected categories below may be subjected to a failure to hire discrimination claim:
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California laws explicitly protect employees from bias based on sexual orientation, gender identity, or gender expression. Despite these protections, many LGBTQ+ and transgender workers still experience exclusion, harassment, or denial of equal treatment in the workplace.
Such treatment may include being misgendered, denied promotions, or excluded from client-facing roles. Employers must treat all employees with dignity and respect, regardless of their identity.
Our team of lawyers understands how difficult it can be to report this type of misconduct. If you’ve faced discrimination for being LGBTQ+ or transgender, an experienced attorney can guide you through the legal process to ensure your rights are protected and your case is handled with care.
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Workers who are pregnant or returning from parental leave often experience unfair treatment, including denial of promotions, reduced hours, or forced leave. California law clearly states that employers must provide reasonable accommodations and cannot retaliate against workers for pregnancy-related conditions.
These protections also extend to employees caring for a newborn or family member under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). When these rights are ignored, an attorney can help file a claim and pursue appropriate remedies.
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Discrimination based on race, color, ancestry, or national origin is illegal under both state and federal labor laws. This form of bias can appear through racist remarks, unfair discipline, or exclusion from professional opportunities.
Employees who face this kind of treatment should document incidents and speak to an attorney familiar with workplace rights. Our lawyers can help you understand your options, whether your experience involves direct racial harassment or subtle yet persistent unequal treatment
If your employer has allowed bias or harassment to continue unchecked, you may have grounds for a discrimination case.
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More than one in four Sacramento transgender people have lost a job due to bias, and more than three-fourths have experienced some form of workplace discrimination. Refusal to hire, privacy violations, harassment, and even physical and sexual violence on the job are common occurrences, and are experienced at even higher rates by transgender people of color. Many people report changing jobs to avoid discrimination or the risk of discrimination.
This transgender employment discrimination is illegal in California. California law protects employees from discrimination based on gender identity and gender expression. This means transgender employees have the right to be treated with dignity and respect at work, and to be judged based on their skills and qualifications, not their gender identity. A qualified workplace discrimination lawyer can help assess the details of your situation and determine if you have a valid Sacramento discrimination claim based on your gender identity.
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Discrimination against those that are overweight may lead to a lawsuit based on disability discrimination. The rights of those covered under this law also qualify under additional laws for equality and fair employment in California and other states. Termination of employment based on weight bias is illegal.
Workplaces are required to make reasonable accommodations for those that necessitate assistance with the usual work duties due to an actual disability, perception of a disability or history of a disability. Making such accommodations may avoid potential lawsuits, while also avoiding discrimination based on a person’s disability.
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Recognizing and reporting bias takes courage. Employees should first review their company’s complaint procedures and document each incident in writing. If the problem persists, consult an attorney to review your legal options.
A skilled lawyer can evaluate your case, determine if your employer’s behavior violated employment law, and help file a formal claim. In some cases, mediation or negotiation can lead to a fair settlement; in others, litigation may be necessary to enforce your rights.
You deserve a workplace free from discrimination. If you’ve been treated unfairly based on a protected characteristic, our experienced Sacramento-based law firm is here to help. Matern Law Group offers free consultations and only charges if we reach a favorable resolution in your case.
Contact us today to pursue the justice you deserve.
Our Practices are Guided by Integrity. We’ll protect what you deserve.
We work tirelessly and fight tenaciously to hold rights abusers accountable.
If you’ve experienced a distressing incident related to an issue like this, call us for a free case evaluation.
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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