Los Angeles Employment Lawyer

Navigating California workplace laws can be daunting, but with the guidance of a Los Angeles employment lawyer, you can rest assured that your case is in good hands. A Los Angeles employment lawyer understands the ever-evolving federal, state, and local regulations—including the major updates that took effect in 2025 and 2026—allowing them to guide you and help you determine the best course of action.

What Is Employment Law?

Employment law governs the employer-employee relationship. It is a complex area of law that protects employees from unfair treatment and ensures employer compliance. This body of law includes statutes, regulations, and judicial decisions covering areas such as discrimination, wrongful termination, and workplace safety. Employment laws also establish standards for problems such as minimum wages, hours of work, and other terms and conditions of employment.

What Are Important Employee Protections in Los Angeles in 2026?

The following are crucial state and city laws and acts protecting Los Angeles workers:

• The Office of Wage Standards (OWS): The OWS of the Bureau of Contract Administration administers the Los Angeles minimum wage. As of July 1, 2025, the City of Los Angeles minimum wage is $17.87 per hour, with a scheduled adjustment expected on July 1, 2026 (to approximately $18.42/hr).

• California Labor Code: These laws specify compensation requirements. Effective January 1, 2026, the statewide minimum wage is $16.90 per hour for all employers. This also sets the minimum salary for “exempt” employees at $70,304 per year.

• Workplace Know Your Rights Act (SB 294): Effective February 1, 2026, California law requires employers to provide a standalone written notice to all employees regarding their rights to workers’ compensation, union organizing, and constitutional protections (including the right to designate an emergency contact if detained at the workplace).

• California Family Rights Act (CFRA): In line with the California Family and Medical Leave Act, the CFRA allows eligible employees to take up to 12 weeks of unpaid, job-protected leave.

• Expanded Paid Sick Leave (AB 2499): California now mandates at least 5 days (40 hours) of paid sick leave. As of 2025-2026, employees may also use this time for “safe time” if they or a family member are victims of a “qualifying act of violence.”

• Fair Employment and Housing Act (FEHA): Protects employees from discrimination and harassment based on protected categories. Under SB 642 (2026), protections have been further modernized to ensure pay equity across “another sex” (not just opposite sex) and include all forms of compensation, such as stock options and bonuses.

Other federal laws like the Fair Labor Standards Act (FLSA), Worker Adjustment and Retraining Notification Act (WARN), Family and Medical Leave Act (FMLA), Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), and the National Labor Relations Act (NLRA) mandate equal opportunities, bargaining rights, sick leave, and retraining opportunities for all employees.  

Why Should I Hire a Los Angeles Employment Lawyer?

A Los Angeles employment law attorney will guide you through every step of your claims process. Whether you need a workplace rights attorney or a wrongful termination claim attorney, they will ensure your rights are protected. They can evaluate your case’s strength, identify potential pitfalls, and develop a tailored legal strategy.

How Do I Hire an Employment Lawyer in Los Angeles?

With so many options, finding an attorney can take a lot of time and effort. But remembering a few helpful tips can help alleviate the stress as you find an advocate you feel comfortable with.  

• • Research – It’s important to find an experienced employment lawyer with a good reputation and track record of success handling similar cases. You can request recommendations from friends and family, search online for reviews and ratings, and check with the California Bar Association for a list of qualified attorneys.

• • Consultation – Once you identify potential candidates, schedule a consultation with each. Discuss your case during the consultation and ask any questions you have.

• • Retainer – When you select an attorney to represent you, you must sign a retainer agreement to secure the attorney’s services. The retainer agreement will outline their representation terms, including the scope of work, fees, and billing arrangements.

Also, consider the following factors before making a final selection:

• • Experience – check the lawyer’s years of practice, success rate, and if they have handled similar cases;

• • Communication – a responsive and communicative lawyer you feel comfortable talking to is crucial to a smooth working relationship;

• • Fee Structure – understand the lawyer’s fee structure, whether it’s a contingency fee, hourly rate, or flat fee, and any associated costs, before hiring them.

Following these tips and choosing the right lawyer can increase the likelihood of a successful outcome.

What Types of Employment Claims Does a Los Angeles Employment Lawyer at Tomorrow Law™ Handle?

The following are just a few examples of the types of claims Tomorrow Law™ handles:

• • Wrongful Termination: Unlawful firing in violation of public policy or contract.

  • Workplace Discrimination & Equity: Claims involving race, religion, gender, and the expanded pay transparency protections.

  • Stay-or-Pay & Non-Competes: Under AB 692 (2026), we challenge “Stay-or-Pay” clauses where employers try to force you to repay training or relocation costs if you quit.

  • Wage and Hour Disputes: Recovering unpaid wages, including cases where employers fail to meet the new $16.90/hr state or $17.87/hr city minimums.

  • Sexual Harassment: Seeking justice for victims of workplace misconduct.

  • Whistleblower Protection: Helping those who face retaliation for reporting illegal activity.

At Tomorrow  Law™, our experts will carefully evaluate your claim and provide you with the most effective course of action to ensure the best possible case outcome.

What Evidence Do I Need to Collect for My Los Angeles Employment Lawyer?

Once you choose a LA employment lawyer, the next step is to collect evidence that supports your case. Some critical pieces of evidence that can help your case include:

• • Employment contracts,

• • Performance reviews and disciplinary actions,

• • Pay stubs and tax records,

• • Employment-related emails and text messages,

• • Witness statements from colleagues or supervisors,

• • Relevant policies or procedures related to your job, and

• • Medical records or other evidence about injuries or health conditions resulting from your employment.

Collect as much evidence as you can before meeting with your attorney. But remember, your attorney will also help you secure any evidence you have difficulties attaining.

When You Need to Contact Bibiyan Law Group, P.C.

If you need a Los Angeles employment lawyer, the skilled employment law advocates at Bibiyan Law Group can help. We understand California and federal employment laws because it’s all we do. We’ve dedicated our lives to holding employers accountable and have won settlements for our clients. Call us today at 310-438-5555 to book a free phone consultation.

Our Los Angeles employment lawyers are experienced in employment law, protecting your employment rights throughout LA County. We serve clients throughout California including those in the following localities: Los Angeles County including El Monte, Glendale, Inglewood, Lancaster, Los Angeles, North Hollywood, Norwalk, Palmdale, Pasadena, Pomona, Santa Clarita, Torrance, Van Nuys, and West Covina; Kern County, including Bakersfield; Orange County, including Anaheim, Huntington Beach, Irvine, Orange, and Santa Ana; Riverside County, including Desert Hot Springs, Moreno Valley, and Riverside; San Bernardino County, including Fontana, Rancho Cucamonga, and San Bernardino; San Diego County, including San Diego; Santa Barbara County, including Santa Barbara; and Ventura County, including Ventura and Oxnard.

FAQ

How Do I Know If I Have an Employment Law Claim?

You may have a claim if your employer engaged in wrongful behavior or violated your rights—for example, if they paid you less than the current 2026 minimum wage, fired you unfairly, or failed to provide the mandatory SB 294 “Know Your Rights” notice.

What Is a Hostile Work Environment?

A hostile work environment occurs when an employer subjects an employee to ongoing harassment, discrimination, or other offensive conduct based on their protected characteristics. A hostile work environment doesn’t always involve physical threats or violence; it can also include verbal or nonverbal behaviors.

Is It Illegal for Employers to Pay Less Than Minimum Wage?

Yes. In Los Angeles, you are generally entitled to the higher of the state or local wage. As of early 2026, this is $17.87 per hour within the City of Los Angeles. California does not allow a “tipped credit”; you must receive the full minimum wage plus your tips.

How Do I File a Wage and Hour Claim in Los Angeles?

You can file a wage and hour claim online with the California Labor Commissioner, who will investigate and determine an outcome.

What Is Employer Retaliation?

Employer retaliation is when an employer takes negative actions against an employee, such as firing or demoting them, in response to the employee engaging in legally protected activities or exercising their employment law rights. These protected activities include filing a complaint, reporting misconduct, or participating in an investigation.

What Are the New 2026 “Stay-or-Pay” Rules?

As of January 1, 2026, California law (AB 692) largely bans contracts that require employees to pay back “debts” like training fees, relocation costs, or signing bonuses if they leave their job, unless very narrow, specific exceptions are met.

What Do I Do If I Am Injured at Work?

Report the injury to your employer immediately and seek medical attention. Under the new Workplace Know Your Rights Act, you have specific protected rights to access workers’ compensation benefits and medical care without fear of retaliation.

Am I Entitled to Damages If I Win My Employment Case?

Winning your employment case could entitle you to compensation for lost wages, emotional distress, attorney’s fees, and other damages. Speaking with an employment attorney at Tomorrow Law™ can help you understand and maximize potential compensation.