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Employees deserve a workplace free from harassment and discrimination. When offensive conduct based on race, gender, religion, or other protected characteristics makes your job unbearable, you may have grounds for legal action under California and federal employment law.
Mercer Legal Group represents employees throughout Los Angeles County, Orange County, and the greater Southern California region in claims against employers who allow hostile workplace conditions to persist. Our attorneys evaluate harassment claims, gather evidence, and pursue compensation on behalf of workers.
A hostile work environment exists when unwelcome conduct based on a legally protected characteristic becomes severe or pervasive enough to create an abusive atmosphere that interferes with an employee’s ability to do their job. Isolated incidents or minor workplace friction typically do not meet this legal standard.
Both Title VII of the Civil Rights Act and California’s Fair Employment and Housing Act (FEHA) prohibit workplace harassment targeting:
To establish a valid claim, an employee generally must demonstrate that the behavior was unwelcome, that it was directed at them because of a protected characteristic, that the conduct was severe or pervasive, and that the employer knew about it or should have known but failed to take corrective action.
Sexual Harassment Unwelcome advances, inappropriate comments about gender or appearance, requests for sexual favors, or other conduct of a sexual nature that affects employment decisions or creates a hostile atmosphere.
Race-Based Harassment Slurs, derogatory remarks, offensive jokes, or differential treatment based on race, ethnicity, or skin color that creates an intimidating or abusive work setting.
Harassment Based on Other Protected Characteristics Targeting employees because of their religion, national origin, age, disability, or sexual orientation violates anti-discrimination laws at both the state and federal level.
Retaliation Adverse employment actions taken against workers who report harassment, file internal complaints with human resources, or participate in workplace investigations.
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Employment discrimination claims involve procedural requirements, filing deadlines, and evidentiary standards that can be difficult for employees to manage alone. Many workers report harassment to HR only to face inaction — or worse, retaliation.
An attorney can help you assess whether your experience meets the legal threshold for a claim, preserve critical evidence such as emails, text messages, and witness accounts, file timely complaints with the Equal Employment Opportunity Commission (EEOC) or California’s Civil Rights Department, and negotiate with your employer or pursue litigation if settlement fails.
California law provides strong protections, but strict deadlines apply. Missing a filing window can bar your claim entirely.
Our attorneys handle employment harassment cases by:
We advocate for employees — not employers.
California offers some of the strongest employee protections in the country. Under FEHA, employers with five or more workers can be held liable for harassment committed by supervisors, co-workers, or even third parties such as clients or vendors — if the employer knew or should have known about the conduct and failed to respond appropriately.
Potential compensation in these cases may include lost wages, emotional distress damages, and in some instances, punitive damages. The value of any particular case depends on the specific facts, the severity of the conduct, and the employer’s response.
1. Contact us — Call (818) 351-2137 to speak with our Los Angeles employment law team about your situation.
2. Case review — We evaluate the facts and explain your options under state and federal law.
3. Investigation — Our attorneys gather evidence and build your case.
4. Resolution — We pursue fair compensation through negotiation or courtroom advocacy.
If workplace harassment has affected your job or well-being, contact Mercer Legal Group to discuss your legal options.
Call (818) 351-2137
A hostile work environment occurs when an employee faces unwelcome, severe, or pervasive harassment, discrimination, or mistreatment based on factors like race, gender, sexual orientation, or disability, creating an intimidating or offensive work atmosphere.
Behaviors such as bullying, offensive jokes, racial slurs, unwanted physical contact, or threats can contribute to a hostile work environment. The key factor is whether the conduct negatively impacts an employee’s ability to perform their job.
To prove a hostile work environment, you need to show that the harassment was based on a protected characteristic, that it was unwelcome, severe, or pervasive, and that it created an environment that interfered with your work performance. A hostile work environment lawyer can help you to ensure a hostile work environment.
Document the incidents of harassment, report the behavior to your employer, and consider filing an official complaint. If the situation doesn’t improve, you may want to consult a hostile work environment lawyer to explore legal options and potentially file a lawsuit against a hostile work environment.
The time limit for filing a hostile work environment lawsuit varies by state and jurisdiction. Typically, you must file a complaint with the Equal Employment Opportunity Commission (EEOC) within 180 to 300 days of the last discriminatory act. Consult with a hostile work environment lawyer to understand the specific deadlines.
Disclaimer: This blog post is for informational purposes only and does not constitute legal advice. Please consult a qualified wrongful termination lawyer in Los Angeles, California, for advice specific to your situation.
