In October 2025, Netflix resolved a high-profile workplace lawsuit brought by one of its former senior legal executives, Nandini Mehta. The case involved claims of gender discrimination, harassment, wrongful termination, and retaliation. It was filed in Los Angeles County Superior Court in 2021 and, according to a court filing dated October 24, 2025, the case has been settled.

The settlement terms are confidential and have not been made public. However, the case highlights issues that many employees face, especially those who speak up about unfair or illegal practices at work.

This article explains what is publicly known about the Netflix case and what workers in California can learn from it.

What Happened in the Netflix Case?

Who Is Nandini Mehta?

According to public court filings and news reports, Nandini Mehta served as Director of Business and Legal Affairs for Netflix's India operations. She joined Netflix Entertainment Services India LLP in early 2018. Her responsibilities included negotiating regional content deals and helping build relationships with the Indian creative industry.

Her employment with Netflix ended in 2020.

The Lawsuit

In 2021, Mehta filed a lawsuit in Los Angeles County Superior Court: Mehta v. Netflix Inc., No. 21STC25741.

Public reporting and court summaries describe her allegations as follows:

• She claimed she was subjected to gender discrimination and harassment during her employment.
• Some coverage also references racial discrimination claims.
• She alleged she was wrongfully terminated in 2020 after making whistleblower-style complaints, including concerns related to Netflix's operations in India.
• She claimed she was bullied, harassed, demoted, and retaliated against, and that her job became unbearable.

These are her allegations. Netflix has denied them.

Netflix's Response

In court filings, Netflix denied all wrongdoing. The company stated that Mehta was fired for allegedly misusing a corporate credit card for personal expenses. Reports describe this as a significant amount of spending that Netflix believed violated company policy.

Mehta's lawsuit disputed that explanation, arguing that the stated reason for her termination was false and not supported by the documents and evidence.

This type of disagreement is common in employment cases. The employee claims discrimination or retaliation, while the employer offers a non-discriminatory reason such as alleged misconduct or performance problems. The legal question often becomes whether the employer's stated reason is genuine or a pretext.

The Settlement

On October 24, 2025, lawyers for Mehta and Netflix filed a notice in Los Angeles County Superior Court stating that the entire case had been settled.

Important points:

• The settlement amount has not been made public.
• Both Netflix and Mehta's counsel have not disclosed details of the agreement.

Because of confidentiality, there is no public information about the dollar figure or specific non-monetary terms, such as references, policy changes, or any other commitments that may be part of the settlement.

What This Means for Workers Who Speak Up

Although this case involved a high-level legal director at a global company, the issues are very familiar to many workers in California:

• Discrimination based on gender or race
• Harassment that makes work unbearable
• Retaliation after complaining or “blowing the whistle”
• Termination that the employer tries to justify with a different explanation

Here is how California law treats similar situations.

1. Discrimination and Harassment Are Illegal

California's Fair Employment and Housing Act (FEHA) prohibits employers from discriminating against employees because of protected characteristics such as sex, gender, race, disability, religion, and others. FEHA also requires employers to take reasonable steps to prevent and correct harassment.

If an employee is bullied, harassed, or treated differently at work because of a protected characteristic, that can support a discrimination or harassment claim.

2. Retaliation for Complaining Is Also Illegal

California law protects employees who oppose discrimination, harassment, or other illegal practices. Under FEHA, it is unlawful for an employer to retaliate against someone because they opposed practices forbidden by the Act or took part in a complaint or investigation.

In addition, California Labor Code section 1102.5 protects whistleblowers who disclose suspected violations of law to a supervisor, to someone with authority to investigate, or to a government agency. The statute prohibits retaliation such as firing, demotion, or other adverse actions in response to those disclosures.

In plain terms:

If you reasonably believe something illegal or discriminatory is happening at work and you speak up, California law gives you strong protection against retaliation.

3. Wrongful Termination in Violation of Public Policy

California is generally an at-will employment state, but there are important exceptions. It is considered wrongful termination to fire an employee in violation of public policy, including firing someone for:

• Reporting suspected violations of law
• Refusing to engage in illegal conduct
• Exercising statutory rights, such as the right to be free from discrimination and harassment

This is often referred to as “wrongful termination in violation of public policy.” California courts have recognized this type of claim for many years.

If an employee is terminated because they complained about discrimination, raised concerns about illegal practices, or otherwise exercised legal rights, they may have a wrongful termination claim even if the employer offers a different official reason.

Lessons Workers Can Take From the Netflix Case

Lesson 1: You Can Be Protected Even If the Employer Is Global or Based Elsewhere

Mehta's work was focused on India, but her lawsuit was filed in Los Angeles County Superior Court. The case shows that when there is a real connection to California, state and U.S. employment laws can still apply, even when the work involves international operations or foreign affiliates.

For many employees in California:

• You may work remotely.
• Your manager may be in another state or country.
• Your paycheck may come from a global company.

Those facts do not automatically remove your California workplace protections.

Lesson 2: Employers Often Give an “Official” Reason for Termination

In Mehta's case, Netflix claimed she was fired for alleged misuse of a corporate card. She claimed that explanation was false and that the real reason was discrimination and retaliation.

Employees often hear reasons like:

• “performance problems”
• “restructuring” or “downsizing”
• “cost cutting”
• “misconduct”

Sometimes these reasons are accurate. Other times they are used to cover up discrimination or retaliation. The law allows employees to present evidence that the stated reason is not the real reason for what happened.

Lesson 3: High-Profile Cases Settle Quietly - and So Do Everyday Cases

In this matter, a well-known company faced a serious discrimination and retaliation lawsuit. After several years of litigation, the case ended in a confidential settlement. No dollar amount or detailed terms were made public.

The same pattern appears in many less visible cases. Most employment disputes do not result in public trials. Many workers in California reach settlements without their names ever appearing in news stories. Confidential settlements are a common way these disputes are resolved.

What You Can Do If You Are Facing Similar Problems

If you are dealing with discrimination, harassment, unpaid wages, or retaliation at work, here are practical steps you can take:

1. Document What Is Happening

• Save emails, messages, and texts that show discriminatory remarks, unfair treatment, or sudden changes after you complain.
• Write down dates, times, what was said, and who witnessed it.
• Keep copies of performance reviews, write-ups, or changes in your duties or schedule.

2. Report Concerns in Writing, If It Is Safe to Do So

Complaints to HR or a supervisor can help create a record of “protected activity.” You do not have to use legal terms. Describing what you believe is unfair or illegal is often enough for the law to recognize that you engaged in protected activity.

3. Pay Attention to Timing

If negative actions like demotion, discipline, or termination follow shortly after your complaint or whistleblower report, that timing can be important evidence in a retaliation or wrongful termination case.

4. Speak With an Experienced Employment Attorney as Soon as Possible

California has deadlines for filing discrimination, retaliation, and wrongful termination claims. Waiting too long can limit your options. An employment lawyer can review your documents, explain your rights, and help you decide whether to pursue a legal claim or negotiate a severance agreement.

Conclusion

The Netflix settlement does not publicly reveal who was right or wrong, and the financial terms are confidential. However, based on public information, we know that:

• A senior employee alleged gender and racial discrimination, harassment, and wrongful termination after making internal complaints.
• Netflix denied those allegations and stated that she was terminated for alleged misuse of a company credit card.
• After several years of litigation in Los Angeles County Superior Court, the parties reached a confidential settlement in October 2025.

For California employees, the most important message is this:

If you believe you are being targeted because of your gender, race, or another protected characteristic, or you are punished for raising concerns about illegal conduct, you do have rights. You are not powerless, even when the company is very large or operates around the world.

If you think you may be facing discrimination, retaliation, or wrongful termination, consider speaking with an experienced Los Angeles employment attorney to understand your options and protect your rights.