- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Pushed out at 50, replaced at 60, restructured out at 55? Beverly Hills-area professionals hire us when the firing looks younger-and-cheaper, not performance-based.
NYU Law graduate · Former Skadden, Arps & Latham · Free initial age-case review · Contingency representation
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Were you pushed out of a job in Beverly Hills or nearby after years — maybe decades — of strong reviews? Laid off in a “restructuring” that somehow only hit the people over fifty? Passed over for a promotion in favor of someone half your age and half your experience? Told you weren’t a “culture fit,” that the company needed “fresh energy,” that it was time to “make room for the next generation”? If any of that is what happened to you, California law was on your side, and your employer broke it. We go after employers who use age as the real reason and dress it up as something else. You can recover your lost pay, money for future earnings your career took a hit on, compensation for the emotional toll, and attorneys’ fees — paid by them, not you. In serious cases, punitive damages on top. Simon Moshkovich — NYU Law, former Skadden and Latham — personally handles every intake. If your case has merit, we’ll tell you straight. If it doesn’t, we’ll tell you that too. When we take your case, we’re not here to settle cheap — we’re here to win it.
Mercer Legal Group represents California employees in plaintiff-side employment claims, and age discrimination is a regular part of the docket. Simon Moshkovich, our Founding Partner, came up at Skadden and Latham & Watkins on the corporate-defense side, where he saw exactly how reorganizations and PIPs are structured to push older employees out without an obvious paper trail. Beverly Hills-area age cases get his eyes at intake and stay with senior attorneys.
If you’re 40 or older, California law protects you from being treated worse at work because of your age. That’s a lower bar than most people realize — and it covers a lot more than just being fired. It’s illegal for an employer to let you go, lay you off, demote you, cut your pay, pass you over for a promotion, deny you training, or steer you out the door because of how old you are. It’s illegal to target older workers in a “reorganization” or “reduction in force” while younger employees doing the same work keep their jobs. It’s illegal to push you to retire, to ask when you’re planning to retire as pressure, or to build a “performance plan” around someone who suddenly started failing reviews in their 50s after twenty clean years. And the fake reasons employers use are well-worn: not a culture fit, not tech-savvy enough, low energy, overqualified, resistant to change, or the favorite — needing to bring in “fresh” or “younger” talent. Those phrases show up in depositions. Juries know what they mean. If your real reason for being pushed out was age — even when the paperwork says something else — you have a claim, and we can make the employer pay for it.
When you win an age discrimination case, you can recover the wages and benefits you lost from the day your employer crossed the line through judgment. Money for future lost earnings — which matters a lot in age cases, because an older worker who gets pushed out often can’t find comparable work at comparable pay. Compensation for the emotional harm. Attorneys’ fees — paid by your former employer, not you. And punitive damages when the conduct was egregious enough. You don’t pay us out of pocket. We take these cases on contingency — you pay only if we win. Move now. California deadlines are strict — some claims run out in as little as a year, most within three. If you wait, the company’s layoff spreadsheets, HR notes, and internal emails quietly disappear, the witnesses who heard the “we need younger people” comments move on, and your leverage walks out the door. And if you’re sitting on a severance agreement — especially one tied to a layoff of older workers — don’t sign before we talk. Federal law (the OWBPA) gives you at least 21 days to consider it and 7 days to revoke after signing, and it requires specific disclosures about who else is being let go and how old they are. Those disclosures are where age cases often get built.
No-cost case review for Beverly Hills-area workers over 40. Direct read on whether age was the real reason and what the case is worth.
We don’t negotiate from hope. We negotiate from evidence. First, we preserve the record — your emails, texts, Slack and Teams messages, performance reviews going back years, and witness accounts of age-related comments — before anything quietly disappears. Next, we file to protect your rights with the California Civil Rights Department or the EEOC so your deadlines stop running. Once we’re in litigation, we pull what employers don’t want pulled: the layoff roster with everyone’s ages, the “workforce planning” memos, emails between the decision-makers, prior complaints against the same supervisor, the ages and performance records of the people who kept their jobs when you lost yours. Then we depose the people who made the decision. Their version of why you specifically were let go tends not to survive contact with their own spreadsheets. Strong cases settle on strong terms. When they don’t, we take them to a jury. Either way, the choice is yours, made from the position the work has already built — not from hope.
What separates this practice from a volume employment shop comes down to three points. First, age-discrimination intakes from the Beverly Hills area land on Simon Moshkovich’s desk — not a non-attorney screener, not a junior associate trained to qualify cases by checklist. Second, we keep the active caseload deliberately small, so an FEHA age claim against a sophisticated Westside employer gets the senior-attorney hours it actually needs at deposition and at mediation. Third, we represent employees only — there is no defense-side conflict that would soften how we litigate against any particular company. The combined effect: a senior plaintiff lawyer across the table from a major firm’s defense counsel, with the time and the will to take the case as far as it has to go.
A few resolutions from California employment matters we’ve handled. Every case is different — past results don’t guarantee future outcomes.
An employee’s role was materially changed during pregnancy leave and made untenable on return. After targeted discovery into the internal decision-making chain, the case settled on confidential terms.
A senior employee at a Southern California logistics operation was fired weeks after raising internal concerns about wage violations. In discovery, the employer’s performance-based excuse collapsed under its own HR records. The case settled 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.
Reach us at (818) 538-3458 or through the contact form. Tell us your age, your role, how the firing came down, and who replaced you. Two or three sentences is enough to start the review.
Simon or a senior attorney walks through the timeline — your tenure, the reorg or PIP language, who took over your work, what age the replacement is. We give you a yes-or-no read on whether age was the real reason.
When the case is viable, we tell you exactly what to preserve and what not to do. If a severance offer is on the table, we look at it before you sign — California’s Older Workers Benefit Protection Act gives you a 21-day window for a reason.
After the file is built, you choose the exit: best-available settlement or trial. OWBPA, FEHA, and ADEA all become leverage; we make sure the record supports whichever path you pick.
Free age-discrimination review. Simon handles the intake read personally.
