- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Mercer Legal Group represents Los Angeles and California employees in race discrimination claims under FEHA and Title VII. If the discipline, the pay, the promotion path, or the workplace conduct does not match what your coworkers receive, the law has tools to use.
Mercer Legal Group reviews employment law claims carefully, explains available options, and pursues appropriate remedies when the facts and law support them. Every case is different, and no attorney can guarantee a specific result.
Where the facts support a race discrimination claim, available remedies may include:
Every case is different, and no attorney can guarantee a specific outcome.
Our California race discrimination attorneys read the facts, identify the statutes that apply, file the right administrative charge, and pursue available remedies when the facts support them. From the first call you talk to a senior attorney. Cases are handled on a contingency-fee basis with no upfront cost.
Race discrimination cases often turn on patterns the employee notices long before they file a complaint. Below are the questions clients ask us most.
Most California race discrimination cases today are proved with circumstantial evidence — pattern, comparators, pretext, and timing. California courts under FEHA let employees show discrimination by demonstrating that similarly situated coworkers of a different race were treated differently for the same conduct. Los Angeles employers maintain extensive HR records, and a careful comparator review often turns up the pretext on its own.
Not necessarily. The CROWN Act — passed in California and now active law — explicitly protects natural hair and protective hairstyles associated with race or ancestry. A California grooming policy that targets these traits is generally not enforceable, and Los Angeles employers have been on notice of CROWN Act compliance since 2020.
Possibly. Federal §1981 protects against race discrimination in contracts of employment, which can cover independent contractors in some California situations. The protected status depends on how the contract relationship is structured, and a California employment attorney can evaluate the specific facts.
Often yes. When the California employer knew about race-based harassment and failed to take reasonable steps to stop it, FEHA makes the employer liable for the conduct of supervisors and coworkers. Los Angeles juries respond strongly when management actively participated or tolerated the conduct rather than addressing it.
For FEHA claims, three years from the discriminatory act to file with the California Civil Rights Department (CRD), followed by one year after the right-to-sue notice. Federal Title VII claims have shorter deadlines — often 300 days in California through the EEOC (California is a “deferral” state with its own FEHA agency).
If you have been treated unequally at work, harassed because of race or ancestry, denied opportunities your coworkers received, or punished after raising a complaint, contact Mercer Legal Group for a free, confidential case review. Contacting us does not create an attorney-client relationship.
