An Employment Law Firm Fighting For Employees In Northern California

Committed To Fighting Discrimination In The Workplace

You deserve a workplace free from discrimination. If you are subjected to such misconduct at work, your rights require vigorous protection.

Richardson Employment Law, P.C., fights workplace discrimination throughout Sacramento and Northern California. With over a decade of experience, attorney Daniel E. Richardson is dedicated to advocating for the rights of employees. Drawing on in-depth knowledge of employer tactics gained while representing large and sophisticated employers, including Fortune 500 companies, the firm provides strategic legal representation to employees facing discrimination – focused on results.

Learn more about how the firm can assist you. Call 916-533-9909 to request a free case review.

What Discrimination Is Illegal?

There are many federal and California laws prohibiting discrimination in the workplace. Under these laws, it is illegal for an employer to discriminate against an employee based on protected characteristics, including:

Sex or gender
Age (40 and over)
Race or color
Physical or mental disability
Medical condition
Sexual orientation
Military or veteran status
Marital status
Religion
Ancestry or national origin
Pregnancy

Richardson Employment Law, P.C., has experience representing victims of all types of discrimination. We provide results-driven, personalized advocacy tailored to each client’s needs.

California Employment Discrimination FAQs

What qualifies as employment discrimination in California?

Employment discrimination occurs when an employer treats an employee or job applicant adversely because of a protected characteristic. California law prohibits discrimination in all aspects of employment, including hiring, termination, pay, promotions, job assignments, and other terms and conditions of employment. [1]

Not every unfair or unpleasant workplace situation qualifies as illegal discrimination. To be unlawful, the employer’s conduct must be tied to a protected characteristic and must materially affect the employee’s job, compensation, or career opportunities. Discrimination under California law is not limited to termination or demotion and can include other actions that adversely and materially affect an employee’s job performance or opportunity for advancement. [2]

Whether conduct rises to the level of illegal discrimination depends on the specific facts of each case.

If I was fired unfairly, is that discrimination?

Being terminated, even unfairly, doesn’t necessarily mean you were the victim of discrimination. For a termination to rise to the level of illegal discrimination, it must be motivated by a protected characteristic, such as race, gender, disability, or another protected status.

In most cases, determining whether a termination was discriminatory requires a close look at timing, comparators, the employer’s stated reasons, and other factors. An experienced employment attorney can help evaluate whether a termination may have been discriminatory.

What are signs of workplace discrimination?

Not all discrimination is as obvious as a firing. It can be very subtle, so it’s important to watch for warning signs. Red flags include:

Being passed over for promotions without clear reasons
Unjustified negative performance reviews
Exclusion from meetings or company activities
Being the target of derogatory comments or jokes
Pay differences compared to colleagues in similar roles
Unfair disciplinary actions
Changes in job assignments that seem punitive

If you detect such signs and believe you are a victim of discrimination, it’s important to promptly contact an experienced attorney to help you understand your options and protect your rights.

How long do I have to bring a discrimination claim in California?

Before filing a lawsuit against an employer, California’s Fair Employment and Housing Act (FEHA) generally requires an employee to take action with the California Civil Rights Department (CRD) within three years of the unlawful conduct [3], typically by filing a complaint or requesting a right-to-sue notice. Upon obtaining the right-to-sue notice from the CRD, the employee generally has one year to file a lawsuit for discrimination. [4]

Deadlines can matter. If too much time passes, legal options may be lost. Speaking with an employment attorney early can help ensure your rights are preserved.

If I report discrimination, can my employer retaliate?

No. California law prohibits employers from retaliating against an employee for reporting discrimination or otherwise asserting workplace rights. An employer may not punish an employee for making a complaint, participating in an investigation, or opposing conduct the employee reasonably believes to be unlawful. [5]

That said, retaliation does still occur. In some cases, employers respond to complaints by scrutinizing an employee more closely, issuing discipline, changing job duties, or taking other adverse actions, including termination. Whether such conduct qualifies as illegal retaliation depends on the timing, the employer’s stated reasons, and the surrounding circumstances. Because retaliation claims are highly fact-specific, it is often important to evaluate the full sequence of events rather than any single action in isolation.

How do I prove employment discrimination in the workplace?

Direct evidence of discrimination – such as an explicit statement showing bias – is rare. Most employment discrimination cases are proven through circumstantial evidence and reasonable inferences drawn from the facts.

Common forms of evidence can include documents, written communications, witness accounts, and the employer’s explanations for its actions. Discrimination is often shown through patterns over time, inconsistent or shifting justifications, or unequal treatment of similarly situated employees.

Because these cases are fact-specific, preserving relevant communications and records can be important. Whether discrimination can be proven depends on the totality of the evidence and how the facts fit together, rather than any single document or incident viewed in isolation.

Uncovering Employment Discrimination

Proving discrimination based on race, gender, or other protected characteristics can be challenging. Perpetrators often cover their tracks, and employers may aggressively defend their interests. We understand employer strategies for contesting discrimination claims. With extensive experience in gathering the necessary evidence to counter these tactics and demonstrate discrimination, the firm is prepared to help bring the truth to light.

Get Your Free Case Review With A Lawyer

If you believe you have been the victim of discrimination in the workplace, don’t wait to get the support you deserve. Request a free case review today by calling 916-533-9909 or getting in touch with the firm online.

[1] Cal. Gov. Code § 12940(a)
[2] Yanowitz v. L’Oreal USA, Inc., 36 Cal. 4th 1028, 1053-1054 (2005); Lowry v. Port San Luis Harbor Dist., 109 Cal. App. 5th 56, 65 (2025).
[3] Cal. Gov’t Code § 12960
[4] Cal. Gov’t Code § 12965
[5] Cal. Gov’t Code § 12940(h).