Employment discrimination takes many forms, often more subtle than outright hostility, but still rooted in unfair treatment. Federal and state laws in Los Angeles prohibit bias based on race, sex, age, disability, religion, national origin, caregiver status, genetic information, and more.
If you believe you’ve experienced workplace bias, consulting professional discrimination lawyers in Los Angeles can make a significant difference. These legal experts can evaluate your situation, explain your rights, and guide you through the steps needed to hold your employer accountable under the law.
Race, Color, and National Origin
Race and color discrimination occur when individuals are treated less favorably because of their race, skin tone, or perceived association with a particular racial group. This can affect hiring, promotions, job assignments, and termination in ways that disadvantage certain groups.
National origin discrimination extends to unfair treatment based on birthplace, ancestry, ethnicity, accent, or language. Employers might impose unreasonable English-only policies or act on stereotypes related to certain cultures. Harassment stemming from racial or ethnic slurs that creates a hostile work environment also falls under this category.
Sex, Gender Identity, Pregnancy, and Sexual Orientation
Sex discrimination occurs when an employee is treated unfavorably because of their gender or because they don’t conform to gender stereotypes. This includes unequal pay, denial of promotions, or disparate treatment based on gender.
Pregnancy, childbirth, or related medical conditions are also protected. Employers must treat pregnancy-related needs the same as they would other temporary disabilities. Gender identity and sexual orientation discrimination fall under this protection, as courts and federal agencies have recognized them as covered under “sex” discrimination.
Age Discrimination
Employees aged 40 or older are protected under the Age Discrimination in Employment Act (ADEA). Illegal age discrimination includes biased hiring, promotion, compensation, job assignments, or termination against older workers.
Although age-based criteria are occasionally permitted under the “bona fide occupational qualification” exception, employers must generally treat older employees equally to younger ones.
Disability and Genetic Information
Disability discrimination is illegal under the Americans with Disabilities Act (ADA). This covers physical and mental impairments that limit major life activities. Employers must reasonably accommodate qualified individuals unless doing so causes undue hardship.Â
Workplace harassment, exclusion, termination, or failure to accommodate are prohibited. Genetic information is also protected under GINA, which bans the use of genetic data in employment decisions, such as hiring, promotion, or termination.
Religion and Caregiver Status
Religion-based discrimination arises when someone is treated unfairly for their religious beliefs, or lack thereof, or their need for religious accommodation. Employers must accommodate sincerely held religious practices unless doing so represents an undue hardship.Â
Denying time off for religious holidays, refusing to allow religious dress, or imposing disciplinary actions connected to religious practices would be unlawful. Family responsibilities discrimination, also known as caregiver discrimination, occurs when employees are penalized for caregiving duties, such as being denied flexible schedules, promotions, or job opportunities due to childcare or eldercare obligations.
Harassment, Equal Pay, and Retaliation
Workplace harassment that demeans someone based on protected characteristics, including race, sex, religion, national origin, age, or disability, is illegal when it becomes so severe or pervasive that it creates a hostile or abusive work environment. Sexual harassment, whether quid pro quo or hostile environment, is explicitly forbidden.
Under the Equal Pay Act, employers must offer equal pay to men and women doing substantially similar work. Finally, retaliation protections forbid employers from punishing employees for making complaints, participating in investigations, or asserting legal rights. Retaliation may manifest as demotions, reduced hours, or termination following protected activity.
