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California Employment Law Guide

A plain-English overview of the main workplace protections California employees rely on.

What this guide covers

California employment law sits on top of federal rules and often goes further—on overtime, breaks, leave, discrimination, and whistleblower protection. This guide maps the major topics so you can spot issues early and know when to get advice.

Core protections

Most workers are covered by rules on minimum wage and overtime, meal and rest breaks, anti-discrimination and harassment laws (FEHA), family and medical leave (CFRA and often FMLA), disability accommodation, and retaliation bans after protected complaints. Public-policy wrongful termination and Labor Code whistleblower claims can apply even in “at-will” jobs.

Where cases usually start

Many discrimination, harassment, and related FEHA claims begin with a charge or complaint at the California Civil Rights Department (CRD) or the EEOC before a lawsuit. Wage claims may go to the Labor Commissioner or straight to court. Deadlines are short—do not wait on a vague HR promise alone.

Next steps

Save pay stubs, schedules, emails, texts, and notes about what happened and when. Then talk with counsel about which statutes fit your facts. Related reading: statute of limitations by claim and our practice areas.

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Common questions

Answers we give on every page before you call. More detail is on our full FAQ page.

Do I have a case?

If you faced discrimination, harassment, retaliation, unpaid wages, wrongful termination, leave denial, or a refused disability accommodation, you may have claims. Whether your facts support a case depends on the evidence, deadlines, and applicable law—we evaluate that in consultation.

How much does it cost?

Initial consultations are typically free. If we take the matter, fees are usually explained in a written agreement before you hire us. Many employment cases are handled on contingency (see below).

Do you work on contingency?

In many employment matters, yes—attorney fees may be collected only if there is a recovery, subject to a signed fee agreement. Costs and fee arrangements can vary by case type; we confirm the terms up front.

How long will my case take?

Some matters resolve in months; contested lawsuits can take a year or longer through discovery, mediation, arbitration, or trial. Timing depends on the claims, court or arbitrator calendars, and whether the other side fights. See how long employment lawsuits take.

What should I bring?

Bring or upload what you have: a short timeline, pay stubs or time records, emails and texts, write-ups or reviews, medical or leave paperwork, and the names of witnesses or managers. See our documentation guide.

Free consultation?

Yes—initial consultations are typically free and confidential. Contacting us does not create an attorney–client relationship until there is a signed written agreement.

What happens after I contact you?

Our intake team reviews what you send, follows up if we need more detail, and screens deadlines and claim types. If the matter may be a fit, we schedule a consultation to discuss options, risks, and next steps—or we let you know promptly if we cannot help.