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Filing Deadlines

Statute of limitations and agency filing deadlines for California employment claims—with plain-English explanations.

Why filing windows matter

Employment claims can fail even when the conduct was unlawful if an agency or court deadline is missed. California FEHA charges, EEOC charges, wage claims, PAGA notices, and lawsuit-filing clocks are different clocks. Do not assume a coworker’s timeline is yours.

Common California clocks

FEHA / CRD: Many discrimination, harassment, and related FEHA filings run from the date of the unlawful practice. After a right-to-sue notice, a separate court-filing window starts.
EEOC: Federal Title VII, ADA, and ADEA charges use their own charge-filing periods, which can be shorter than FEHA.
Wages: Unpaid wage and overtime look-back periods depend on the theory (including whether a willful violation is alleged) and are not the same as FEHA.
Whistleblower / wrongful termination: Labor Code § 1102.5 and common-law Tameny claims have their own limitation periods.

For a claim-by-claim orientation, read the statute of limitations by claim guide. Then talk with counsel before assuming you still have time.

What to do this week

Write dates for the firing, last paycheck, harassment, or complaint. Keep offer letters, reviews, and agency receipts. Use the documentation FAQ as a preservation checklist, and start confidential intake if a deadline may be close.

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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.