Workplace discrimination occurs when employers treat employees or job applicants unfavorably based on protected characteristics such as race, gender, age, disability, religion, sexual orientation, or pregnancy status. Federal laws including Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act strictly prohibit these practices. Discrimination in Los Angeles workplaces can severely impact your career and livelihood. If you're experiencing discrimination at work, understanding your legal rights is the first step toward seeking justice and compensation.

Table of Contents

• What Are Protected Classes
• Age Discrimination
• Gender/Sex Discrimination
• Racial & Color Discrimination
• Religious Discrimination
• Discrimination Against A Disability
• Discrimination Against Sexual Orientation
• Discrimination Against Retaliation
• Pregnancy Discrimination
• Parental Status Discrimination
• Genetic Information Discrimination
• What To Do If You're Experiencing Workplace Discrimination
• Getting Help
• Frequently Asked Questions

What Are "Protected Classes"?

Protected classes are specific groups of people who are legally safeguarded from discrimination under federal, state, and local employment laws. These classifications exist because certain characteristics—such as race, gender, age, or disability, have historically been used as grounds for unfair treatment in hiring, promotion, compensation, and other employment decisions.

When an employer makes adverse employment decisions based on an individual's membership in a protected class rather than their qualifications or job performance, it constitutes illegal discrimination. Understanding which characteristics receive legal protection is crucial for recognizing when your rights have been violated and determining your options for legal recourse.

1. Age Discrimination

Legal Basis: The Age Discrimination in Employment Act (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age.

Age discrimination occurs when an employer treats an applicant or employee less favorably because of their age. Aging is a natural factor that one cannot control. The law also prohibits employers from specifying age preference in their job advertisements. Setting an age limit for internship and apprenticeship programs is also illegal. The legal employment system encourages companies to hire candidates on the basis of their qualification. Similarly, employees of all ages appointed on identical working positions should be compensated equally in terms of salary and additional job incentives.

Examples:

• Being passed over for hiring or promotion in favor of younger workers
• Receiving negative performance evaluations based on age stereotypes
• Being excluded from training opportunities due to age
• Facing age-related harassment in the workplace
• Being targeted during layoffs or reductions in force because of age

If you believe you've experienced age discrimination, consult with an employment attorney in Los Angeles who specializes in age discrimination cases can help you understand your rights and pursue appropriate legal remedies for the unfair treatment you've experienced.

2. Gender/Sex Discrimination

Legal Basis: Title VII of the Civil Rights Act and other federal and state laws protect workers from unequal treatment based on gender, sex, gender identity, or sexual orientation.

Gender discrimination occurs when an employer treats an applicant or employee unfavorably because of that person's sex, gender identity, or sexual orientation.  Male domination exists in many occupations, i.e. men are often perceived as more needful and deserving of compensation as compared to women. The law grants equal rights to all genders, i.e. equal pay for equal work.  Gender discrimination violates Title VII of the Civil Rights Act, as well as other federal and state laws that protect workers from unequal treatment based on gender. 

Examples:

• Paying employees of one gender less for equal work
• Denying opportunities for advancement based on gender
• Imposing different work requirements on employees of different genders
• Creating a hostile work environment based on gender
• Making hiring decisions based on gender stereotypes

If you are treated differently because of your sex, you can sue your employer for defying equity. Consulting with an experienced Los Angeles sex discrimination attorney can help you navigate the complex legal process and maximize your chances of a favorable outcome.

3. Racial & Color Discrimination

Legal Basis: Title VII of the Civil Rights Act protects employees from race-based discrimination, with enforcement through the Equal Employment Opportunity Commission (EEOC).

Race discrimination occurs when an employer treats an applicant or employee unfavorably because of their race or characteristics associated with race, such as hair texture, skin color, or certain facial features. There are a number of different types of racial discrimination in the workplace. Title VII of the Civil Rights Act of 1964 forbids this practice.

Examples:

• Being terminated because of race or national origin
• Being denied promotion due to racial bias
• Experiencing a hostile work environment based on race
• Being subjected to racial slurs or offensive comments
• Facing different standards or treatment based on racial stereotypes

If you believe you have been terminated because of your race or national origin, denied promotion, or subjected to a hostile work environment, it's crucial to consult with an experienced employment attorney.  Our firm has successfully represented numerous clients in securing compensation and justice after experiencing race-based discrimination in their workplace, helping to enforce the protections guaranteed under civil rights legislation.

4. Religious Discrimination

Legal Basis: Title VII of the Civil Rights Act requires employers to reasonably accommodate an employee's religious beliefs unless doing so would cause undue hardship.

Religious discrimination occurs when an employer treats an applicant or employee unfavorably because of their religious beliefs, practices, or observances, including refusing reasonable accommodations for religious practices, imposing stricter standards on certain religious groups, or creating a hostile work environment based on religion - all of which violate Title VII of the Civil Rights Act. 

Examples:

• Refusing reasonable accommodations for religious practices
• Imposing stricter standards on certain religious groups
• Creating a hostile work environment based on religion
• Denying time off for religious observances without legitimate business justification
• Making derogatory comments about an employee's religious beliefs

Those who have suffered discrimination due to their religion may have a claim for compensation.  To learn more about your rights, contact our Los Angeles religious discrimination attorney for a free initial consultation.

5. Discrimination Against A Disability

Legal Basis: The Americans with Disabilities Act (ADA) protects qualified individuals with disabilities from unfavorable treatment and requires reasonable accommodations.

Disability discrimination occurs when an employer treats a qualified individual with a disability unfavorably because of their disability, fails to provide reasonable accommodations, or implements policies that disproportionately impact people with disabilities - all of which violate the Americans with Disabilities Act (ADA). People with a mental or physical disability are not be treated as inferior creators. They shall be given equal respect and be compensated fairly for their services. Employment Law instructs business owners to make feasible changes in the working environment, in order to accommodate a disabled worker. If a person can perform his/her duty normally irrespective of the disability, the employer cannot reject or fire them from the job.

Examples:

• Refusing to hire qualified candidates because of their disability
• Failing to provide reasonable workplace accommodations
• Terminating employees who can perform essential job functions despite their disability
• Implementing policies that disproportionately impact people with disabilities
• Treating disabled employees as inferior or less capable without justification

6. Discrimination Against Sexual Orientation

Legal Basis: Title VII of the Civil Rights Act, as established by the Supreme Court's 2020 Bostock v. Clayton County decision, protects LGBTQ+ individuals from workplace discrimination nationwide.

Discrimination against sexual orientation occurs when an employer treats an applicant or employee unfavorably because of their sexual orientation or perceived sexual orientation, which is prohibited under Title VII of the Civil Rights Act as established by the Supreme Court's landmark 2020 Bostock v. Clayton County decision, protecting LGBTQ+ individuals from workplace discrimination nationwide. It is illegal to ask questions about a person's sexual orientation in relation to employment.

Examples:

• Asking inappropriate questions about sexual orientation during interviews
• Creating a hostile work environment for LGBTQ+ employees
• Denying equal benefits to same-sex partners
• Making derogatory comments about an employee's sexual orientation
• Refusing to hire or promoting based on sexual orientation bias

7. Discrimination Against Retaliation

Legal Basis: Various federal laws including Title VII, the ADEA, and the ADA protect employees from retaliation for engaging in legally protected activities.

Retaliation discrimination occurs when an employer takes adverse action against an employee for engaging in legally protected activities such as reporting discrimination, filing a complaint, participating in an investigation, or opposing discriminatory practices - conduct prohibited by various federal laws including Title VII, the ADEA, and the ADA, which protect employees who exercise their rights from punishment or negative consequences. Retaliation is a reason that an employer might illegally fire or harass an employee. When a worker exposes a company or files a complaint against illegal practices, the employer naturally has to pay for it. Subsequently, the employer may attempt to avenge the humiliation and use discrimination as a primary weapon.

Examples:

• Firing employees who report discriminatory practices
• Demoting workers who participate in discrimination investigations
• Harassing employees who file EEOC complaints
• Excluding employees from opportunities after they oppose discriminatory practices
• Creating a hostile work environment for whistleblowers

8. Pregnancy Discrimination

Legal Basis: The Pregnancy Discrimination Act requires employers to treat pregnant workers the same as other employees similar in their ability to work. The Pregnant Workers Fairness Act (effective June 2023) requires reasonable accommodations for pregnancy-related conditions.

Pregnancy discrimination occurs when an employer treats a job applicant or employee unfavorably due to pregnancy, childbirth, or related medical conditions. This form of discrimination violates federal law under the Pregnancy Discrimination Act, which requires employers to treat pregnant workers the same as other employees who are similar in their ability to work. Despite legal protections, many women still face adverse employment actions, including denial of promotions, unfair work assignments, or even termination upon disclosing their pregnancy status.

Examples:

• Refusing to hire qualified pregnant applicants
• Terminating or demoting employees upon learning of their pregnancy
• Denying promotions to pregnant employees
• Assigning unfair or punitive work assignments to pregnant workers
• Failing to provide reasonable accommodations for pregnancy-related conditions

9. Parental Status Discrimination

Legal Basis: While federal law does not explicitly prohibit discrimination based solely on parental status, caregivers may be protected under the Family and Medical Leave Act and Title VII when discrimination involves sex-based stereotypes ("sex-plus" discrimination).

Parental status discrimination occurs when employers treat workers unfavorably because they have children or other caregiving responsibilities. 

Examples

• Refusing to hire parents
• Denying promotions to employees with children
• Imposing stricter standards on working parents
• Creating hostile work environments for those with caregiving duties

10. Genetic Information Discrimination

Legal Basis: The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits employers from using genetic information in hiring, firing, job assignments, promotions, layoffs, training, or any other terms and conditions of employment.

Genetic information discrimination occurs when an employer treats an applicant or employee unfavorably based on genetic information, including genetic test results, family medical history, or requests for genetic services. GINA also prohibits employers from requesting, requiring, or purchasing genetic information about employees or their family members.

Examples:

• Refusing to hire candidates based on family history of hereditary diseases
• Requesting genetic test results during the application process
• Making employment decisions based on an employee's genetic predisposition to certain conditions
• Asking about family medical history during interviews or on application forms
• Requiring genetic testing as a condition of employment
• Using genetic information obtained through wellness programs to make employment decisions
• Retaliating against employees who refuse to provide genetic information

What To Do If You're Experiencing Workplace Discrimination

If you believe you're facing discrimination at work, taking prompt and strategic action is essential to protect your rights and build a strong case. Follow these critical steps:

1. Document Everything

• Keep detailed records of discriminatory incidents, including dates, times, locations, and witnesses
• Save emails, text messages, performance reviews, and other relevant communications
• Note any changes in your work assignments, schedule, or treatment after reporting concerns
• Photograph or screenshot any offensive materials or communications

2. Report the Discrimination

• Follow your company's internal complaint procedures first, if they exist
• File a written complaint with HR or your supervisor, keeping copies for your records
• If internal reporting fails or isn't appropriate, file a complaint with the Equal Employment Opportunity Commission (EEOC)
• Be aware of filing deadlines, which might vary depending on your location and specific case details.

3. Preserve Evidence

• Don't delete emails, texts, or other digital communications related to your case
• Keep performance evaluations, job postings, and company policies
• Maintain a timeline of events and your employment history

4. Consult with an Employment Attorney

• Schedule a consultation with a employment discrimination attorney
• Discuss your legal options, including potential remedies like back pay, reinstatement, and damages
• Understand the strength of your case and the best strategy moving forward

5. Know Your Legal Deadlines

• EEOC complaints must typically be filed within 180-300 days of the discriminatory act
• Some state and local laws have different timeframes
• Don't wait, early legal intervention might strengthen your position and preserve crucial evidence

Schedule a Free Consultation With a Los Angeles Discrimination Lawyer

If you believe you've experienced workplace discrimination, don't face this challenging situation alone.  Our experienced Los Angeles discrimination attorneys are ready to evaluate your case and explain your legal options during a confidential, no-cost consultation. Our legal team has successfully represented countless employees throughout Southern California in securing justice and compensation for discriminatory treatment across all protected categories. With $300 million in settlements and verdicts, we understand the emotional toll and financial hardship that discrimination causes, and we're committed to fighting aggressively for your rights while providing compassionate, responsive counsel throughout the legal process. Contact our office today to schedule your free case evaluation and take the first step toward holding your employer accountable for unlawful discriminatory practices.

Frequently Asked Questions

How long do I have to file a discrimination complaint?

Filling your claim will have different time limits depending on your individuals unique circumstances. There are both Federal and State deadlines. Missing these strict deadlines can permanently bar your claim, so act quickly.

Can I be fired for reporting discrimination or filing a complaint?

No, federal and state laws strictly prohibit retaliation against employees who report discrimination or file complaints.

Do I need to report discrimination to HR before I can file a lawsuit?

While following company procedures is generally advisable, you must file with the EEOC before pursuing most federal discrimination lawsuits. An employment attorney can advise you on the best approach for your specific situation.