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Los Angeles Gender Discrimination Lawyer

If you have suffered discrimination in the workplace because of your gender, you may be entitled to compensation. To find out how the law protects you from gender discrimination in the workplace, and how a Los Angeles gender discrimination lawyer can help you, call Aegis Law Firm.

  • Aegis Law Firm is a team of experienced employment law attorneys serving individuals wronged at work throughout Los Angeles area.
  • We have secured over $300 million in verdicts and settlements for our clients.
  • For over 20 years, we have been helping real people win the compensation they deserve. The best part is that we do this for no fees unless we win.

If you have suffered harm because of gender discrimination in your workplace, contact the Los Angeles gender discrimination attorneys at Aegis Law Firm to fight for you. Our Los Angeles employment law lawyers offer free consultations, so call us today at (949) 379-6250 to schedule your appointment. Every person in the workplace wants to be appreciated for the skills and experience that they bring to their job. They also want their performance assessments and progression to be based on their expertise, rather than their gender.

How Long Do I Have to File a Gender Discrimination Claim?

If you believe you have been subjected to gender discrimination in the workplace, you generally have a specific time frame to file a claim, and it will depend on the agency you report it to. For example: 


You typically have three years from the date of the alleged gender discrimination to file a complaint with California’s Civil Rights Department (CRD). 


You generally have 300 days from the date of the alleged gender discrimination to file a complaint with the federal Equal Employment Opportunity Commission (EEOC).   

Lawsuit Statute of Limitations

If you receive a right-to-sue notice from the CRD or EEOC, there is a separate statute of limitations or deadlines. If the CRD sends the notice, you have up to one year to pursue a lawsuit, and if notice comes from the EEOC, you only have 90 days. 

How Can a Los Angeles Gender Discrimination Lawyer Help My Claim?

A Los Angeles Gender Discrimination Lawyer can provide crucial assistance and support if you believe you have been subjected to gender discrimination in the workplace. Here’s how they can help:

Extensive Experience

An experienced gender discrimination attorney will bring a deep understanding of California and federal labor laws and regulations to determine how they were violated in your case.

Legal Guidance and Advice

A lawyer can provide clear, informed advice on your rights and options. They will help you understand the laws related to gender discrimination, what constitutes unlawful behavior, and the steps you can take to protect your rights.

Investigation and Evidence Gathering

An attorney will assist you in gathering critical evidence to support your claim. This can include documents, emails, witness statements, etc.

Communication with Employers and Opposing Parties

Your attorney will handle all communication with your employer, their legal representatives, or any opposing parties involved in the dispute. This can help protect your interests and ensure that your rights are upheld.

Negotiation and Settlement

If appropriate, your lawyer can engage in negotiations to seek a fair settlement on your behalf. They will work to achieve a resolution that addresses your concerns and provides appropriate remedies.

Maximize Compensation

An experienced attorney will work to ensure you receive the maximum compensation you are entitled to under the law, which may include damages for emotional distress, lost wages, and more.

Trial Representation

If negotiations do not lead to a satisfactory resolution, your lawyer can help you file a lawsuit. They will guide you through the legal process and present your case in court.

Protection Against Retaliation

Your attorney can advise you on how to protect yourself against potential retaliation for asserting your rights in a gender discrimination claim.

This support from a skilled lawyer can significantly increase your chances of a successful outcome.

What To Do If You Suspect Gender Discrimination

If you suspect you’re experiencing gender discrimination in the workplace, it is vitally important to take specific steps to address the situation. Here’s a guide on what to do:

  1. Keep Records: Document incidents of suspected discrimination, including dates, times, locations, people involved, and a detailed description of what occurred. This will serve as crucial evidence if you decide to take further action.
  2. Review Company Policies: Familiarize yourself with your company’s policies on discrimination and harassment. This will help you understand the procedures for reporting such incidents.
  3. Consult Employee Handbook: Check your employee handbook for guidance on reporting discrimination. It should outline the steps you need to take and the appropriate channels for reporting.
  4. Talk to the Offending Party (Optional): If you feel comfortable and safe doing so, consider addressing the issue directly with the person involved. Clearly communicate your concerns and request that the behavior stop.
  5. Report it to Supervisor or Manager: If talking to the individual does not resolve the issue or is not feasible, report the incident to your immediate supervisor or manager. Provide them with a detailed account of what happened.
  6. Follow Company Reporting Procedures: Adhere to your company’s specific reporting procedures for discrimination. This may involve filling out an incident report or following a designated chain of command.
  7. File a Formal Complaint: If you’re uncomfortable speaking to your supervisor or if the issue persists, file a formal complaint with your company’s HR department. Make sure to provide all relevant details and evidence you have gathered.
  8. Seek Legal Advice: If your concerns are not adequately addressed internally, consult a gender discrimination lawyer as soon as possible. They can provide guidance on your rights and legal options.
  9. Cooperate with Investigations: If your company initiates an investigation, cooperate fully. Provide any additional information or evidence that may be requested.
  10. Keep Records of Communication: Maintain copies of any written communication related to the issue, including emails, memos, and responses from HR or management. This evidence can be critical if you decide to file a complaint externally or pursue a lawsuit.
  11. Consider External Reporting: If internal avenues do not lead to resolution, you may choose to file a complaint with a relevant external agency, such as California’s Civil Rights Department (CRD) or the federal Equal Employment Opportunity Commission (EEOC).

It is crucial to take action if you suspect gender discrimination, as it not only protects your rights but also helps create a more inclusive and respectful workplace environment. At the same time, be sure to prioritize your safety and well-being throughout this process. 

Legal Protections for Employees

California and federal laws provide legal protections for employees who report gender discrimination in the workplace. These protections are primarily outlined in the California Fair Employment and Housing Act (FEHA) and other relevant state laws. Here are the key legal protections for California employees who report gender discrimination:

Whistleblower Protections

California Labor Code Section 1102.5 prohibits employers from retaliating against employees who report unlawful conduct, including gender discrimination. This law safeguards employees who report discrimination from adverse employment actions, such as termination or demotion.

Retaliation Prohibition

FEHA explicitly prohibits employers from retaliating against employees who engage in protected activities, which include reporting gender discrimination or participating in an investigation related to discrimination claims.

Confidentiality Protections

FEHA prohibits employers from disclosing the identity of an employee who has filed a complaint of gender discrimination, except as necessary for the investigation or as required by law.

Preservation of Evidence

Employers are prohibited from destroying or altering evidence relevant to a gender discrimination claim once they are aware that a complaint has been filed or is reasonably anticipated.

Prohibition of Interference

Employers are prohibited from interfering with an employee’s ability to report gender discrimination or participate in an investigation. This includes discouraging or obstructing employees from coming forward with their complaints.

Private Right of Action

In addition to administrative remedies, employees have the right to file a lawsuit in a court of law if they believe they have been subjected to retaliation for reporting gender discrimination.

Reinstatement and Damages

Remedies for employees who prevail in a retaliation claim may include reinstatement to their position, back pay, front pay, and other compensatory and punitive damages.

Attorneys’ Fees and Costs

If an employee prevails in a gender discrimination or retaliation claim, the court may award attorneys’ fees and costs, which helps to ensure that employees have access to legal representation.

Laws Against Gender Discrimination in the Workplace

The federal Equal Pay Act (EPA) prohibits unequal pay between men and women in the same workplace who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions. California also has its Equal Pay Act, which also prohibits unequal pay for workers of the opposite sex for substantially similar work just like the federal EPA.

California workers are also protected under the Fair Employment and Housing Act, which prohibits any form of discrimination based on a person’s sex, gender identity, gender expression, or sexual orientation.

What Does Substantially Similar Work Mean?

Under California’s Equal Pay Act, substantially similar work is work that is similar in skill, effort, responsibility, and performed under similar working conditions.

However, an employer can have differences in their wages if those differences are based on one or more of the following factors:

  • Seniority
  • Merit
  • Earnings based on quality or quantity of production such as sales
  • Any other valid factor such as education, training, or experience provided that the difference is not based on the employee’s sex or gender.

Conduct that May Indicate Gender Discrimination

Although gender discrimination in the workplace can be obvious, it is often more subtle and it can take different forms. Some actions that may indicate a valid case of gender discrimination include:

  • Refusal to hire or employ the person
  • Denial of an opportunity to participate in training programs leading to employment or promotions
  • Termination of employment
  • Discrimination in terms of pay, work conditions, or benefits
  • Failure to take any action against reported harassment

If you are experiencing discriminatory conduct from your employer and you are not sure if you have a legal case, you should speak to an experienced gender discrimination attorney in Los Angeles as soon as possible. Any worker in California who suffers an adverse action from an employer based on their gender, gender identity, or sexual orientation, may be entitled to damages. A Los Angeles gender discrimination lawyer will be able to assess your case and speak with you about your legal options.

Contact an Los Angeles Gender Discrimination Attorney Today

If you would like to speak with an experienced Los Angeles gender discrimination attorney about your case, call Aegis Law Firm today at (949) 379-6250. Your initial consultation is free, and if we represent you, you pay no fees unless we win.