- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Passed over, demoted, harassed, or fired because of who you are? Beverly Hills employees file with this firm when a sophisticated Westside employer crosses the FEHA line. We bring California discrimination cases on evidence, not outrage, and we decline intakes that don’t meet the standard.
NYU Law · Former Skadden & Latham · Free Consultation · No Fee Unless We Win
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Beverly Hills is home to some of California’s highest-paying workplaces — talent agencies on Wilshire, white-shoe law firms on Rodeo, boutique finance shops on Canon, and a concentration of healthcare, tech, and entertainment employers packed into the 90210. When those employers cross the line — firing an employee for reporting harassment, passing over a candidate because of her pregnancy, retaliating against someone who requested a disability accommodation — California’s Fair Employment and Housing Act gives workers some of the strongest protections in the country. Mercer Legal Group represents Beverly Hills employees in discrimination cases that range from quiet pretextual terminations to boardroom-level retaliation, and we only take cases we believe we can win.
Mercer Legal Group is a California employment law firm built around a narrow promise: take fewer cases, prepare each one like it’s going to trial, and hold employers accountable under the state’s strongest worker-protection statutes. Our Founding Partner, Simon Moshkovich, personally oversees every matter from intake through resolution — clients don’t get handed off to a rotating cast of junior associates after signing. We focus exclusively on the employee side of discrimination, harassment, retaliation, and wrongful termination cases, which means we’re not defending the same companies during the week that we’re litigating against on the weekend. That single-mindedness is what lets us move quickly when a Beverly Hills employer would rather settle than see their internal emails read back to a jury.
Most Beverly Hills discrimination cases we take fall into a handful of patterns. An executive assistant at a Wilshire talent agency is fired a week after disclosing her pregnancy. A mid-career analyst at a Rodeo Drive investment firm is told she’s “not a culture fit” six months after turning fifty. A physician assistant at a 90210 medical group requests intermittent leave for cancer treatment and is written up for the first time in twelve years. A South Asian paralegal at a small litigation boutique keeps being passed over for promotion in favor of less experienced colleagues. We litigate those cases under the Fair Employment and Housing Act, Title VII, the ADA, the PDA, the ADEA, and California’s strong retaliation and whistleblower statutes — and we do it from a firm small enough that you’ll know who’s reading your emails, but experienced enough to take on the biggest employers in the 90210.
There’s a quiet assumption among Beverly Hills professionals that litigating a discrimination claim will torch their career. In our experience, the opposite is usually true. California’s Silenced No More Act (SB 331) voids most non-disclosure provisions that try to silence workers about harassment, discrimination, or retaliation — which means the old playbook of “sign this NDA and go quietly” has a much shorter leash than it used to. Statutes of limitation are short: you generally have three years from the discriminatory act to file with CRD, and far less in some scenarios. Waiting while an employer “investigates internally” often burns the window. Litigating (or credibly threatening to) is also what unlocks meaningful settlements — front pay, back pay, emotional-distress damages, statutory attorneys’ fees, and in some cases punitive damages when an employer’s conduct is especially egregious. Doing nothing preserves the employer’s version of events. Filing preserves yours.
Free, confidential case evaluation. We’ll tell you honestly whether you have a case worth pursuing.
The work isn’t one-size-fits-all, but the through-line is the same: build a factual record an employer can’t explain away. That typically involves preserving contemporaneous evidence (texts, Slack messages, performance reviews, witness accounts) before it disappears; filing strategically with CRD or the EEOC to preserve federal and state rights; conducting targeted discovery once the case is in litigation; and taking depositions of the specific decision-makers whose emails, HR notes, and prior patterns tend to undermine the “legitimate business reason” defense. When a case is strong enough, we take it to a jury. When a settlement genuinely serves the client, we negotiate one — but from a position built on the work, not on the hope that the employer will be generous.
A lot of Beverly Hills residents who call us have already spoken to a big plaintiff-side mill and walked away uneasy. The complaints we hear are consistent: case handed to a new associate, calls not returned, settlement pushed for reasons that felt more about the firm’s caseload than the client’s situation. We’re deliberately built differently. Simon reviews every intake. Our caseload is capped so every client gets senior-attorney attention. We say no to cases we don’t think we can win — which means when we take yours, we’re telling you something. And because we only represent employees, we’re never conflicted out of taking on a Beverly Hills employer just because the firm across town happens to be a client.
Representative outcomes from California employment discrimination and retaliation matters. Past results do not guarantee future outcomes; every case turns on its own facts.
A senior employee in the 90210 area was terminated within weeks of disclosing a high-risk pregnancy and requesting accommodations. After discovery, the employer’s performance-based rationale collapsed against its own HR records. The matter resolved confidentially in the seven figures before trial.
A long-tenured analyst was replaced by a hire more than twenty years younger weeks after an internal reorganization. Internal emails referring to the team’s need to “get younger” were produced in discovery. The case resolved for substantial front pay, back pay, and attorneys’ fees.
A healthcare professional in Los Angeles County requested intermittent leave for a serious medical condition and was written up for the first time in over a decade. The matter resolved after mediation with a confidential payment and a negotiated exit.
Call (818) 538-3458 or use the contact form. Tell us what happened, when, and who was involved — a few sentences is enough to start. Nothing you share is used against you, and we maintain confidentiality whether or not you become a client.
Simon or a senior attorney reviews the facts and runs them against California’s discrimination and retaliation statutes. We’ll give you a candid read on whether the evidence supports a claim, what the likely defenses are, and what outcomes are realistic — before you commit to anything.
If the case has merit, we’ll walk you through exactly what to preserve (emails, texts, performance reviews, witness information) and what to avoid doing. When appropriate, we file with CRD or the EEOC on your behalf to lock in statutory deadlines.
Once the case is properly postured, you choose the path: negotiate a settlement from strength, or take the matter into litigation and, if necessary, to trial. Our job is to make sure that choice is a real one — backed by the record, not by pressure.
Free, confidential case evaluation. Simon personally reviews every intake.
