Firm Home · Legal Resources · Employee Rights Guides · Workplace Rights Notice

Who California Harassment Law Protects

The Fair Employment and Housing Act prohibits workplace harassment of more people than a company’s payroll, and it covers conduct by more than the boss.

General education for California employees—not legal advice. Your facts and deadlines control. This is not a Workplace Rights Advocacy case result. It explains the Civil Rights Department workplace notice in plain English. It is not the poster and it is not a complete statement of every exception.

Who is covered

California prohibits harassment of employees, job applicants, unpaid interns, volunteers, and independent contractors (people providing services under a contract). Government Code § 12940(j). A person does not have to be on the company payroll to be protected from harassment.

The prohibition reaches harassment by any person. That is not the same thing as automatic liability for the company. When a supervisor harasses an employee, special rules apply. When a coworker, client, or customer is the harasser, the employer is generally responsible if it knew or should have known and failed to take immediate and appropriate corrective action. Who did it changes the claim.

Which characteristics

Harassment is prohibited when it is based on any characteristic on the Civil Rights Department workplace notice, including sexual harassment. The notice lists ancestry; age (40 and above); color; disability (physical, developmental, mental health, and HIV/AIDS); genetic information; gender expression; gender identity; marital status; medical condition; military or veteran status; national origin; race, including hair texture and hairstyle; religion, including religious dress and grooming; reproductive health decisionmaking; sex and gender, including pregnancy, childbirth, breastfeeding, and related medical conditions; and sexual orientation. Actual or perceived traits count.

The law also prohibits harassment based on one characteristic or a combination of two or more. A person targeted because she is a Latina woman, or because he is an older worker with a disability, does not have to split the story into separate boxes.

What to keep

Save messages, the names of witnesses, dates, and whether you, an applicant, an intern, a volunteer, or a contractor was the target. Related reading: harassment, sexual harassment, and hostile work environment.

Call (800) 566-4868 Contact Us

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.