Los Angeles Employment Lawyer

Protecting Your Interests. Free consultation from an aggressive Los Angeles employment lawyer.

At Nakase Wade, our team of skilled Los Angeles employment lawyers represent clients who need counsel. We provide thoughtful advice for companies in disputes over employment law throughout Los Angeles. Our lawyers are dedicated and diligent and focus on an efficient, practical approach to legal service.

Types of Employment Law Violations

Our goals in employment law in Los Angeles are to protect our clients’ interest in:

Class action lawsuit
PAGA lawsuit
Employee discrimination
Retaliation
Wrongful termination
Minimum wage disputes
Misclassification of salary
Overtime disputes
Federal and Medical Leave Act

At Nakase Wade, our experience in the Los Angeles area and knowledge of employment law sets us apart. We aim to work tirelessly for our clients to obtain the best possible results. Our attorneys are committed to our clients, and we have successfully handled countless claims in Los Angeles.

What Are the Primary Labor Laws that Protect Los Angeles, California Workers?

State and federal laws exist to protect employees in LA and California. There is an important distinction between state and federal laws that employers and employees should be aware of:

Federal employment laws apply to every individual in the United States
State unemployment laws apply to every individual in the state

An employee-friendly state, California enforces limits on work hours and has passed many laws considered favorable to employees. These include legal holidays laws, right-to-work laws, and whistleblower laws.

Federal employment laws protect employees in Los Angeles. These laws include but are not limited to:

Fair Labor Standards Act (FLSA)
Title VII on workplace discrimination
Americans with Disabilities Act (ADA)
Worker Adjustment and Retraining Notification Act (WARN)
Labor Relations Act (NLRA)

What is California Employment Law?

Fundamentally, employment law involves comprehending the responsibilities and rights inherent in an employer-employee relationship. Employment law includes governance over:

Hours worked
Workplace environment
Business contracts
Pay scales
Employee discrimination
Employee firings
Training and hiring
Other workplace issues

When Employers Engage in Wrongful Actions, What Should Employees Do?

When an employer’s actions are wrong or damaging to an employee, the individual has a right to pursue justice. Employees are guaranteed fair dealings and employment in good faith, and when employers act unfairly or discriminate against individuals, employees must deal with these issues rationally. Wronged employees must attain professional legal assistance to defend themselves and fight back against their employers.

When these cases occur, the employment attorneys at Nakase Wade are ready to handle the complex legal challenges of an employment law claim. This process often begins with filing a report and contacting various government agencies to report the employer’s actions. Our lawyers will be with the worker every step of the way.

How Can an Employment Lawyer Help?

Often, the employee needs to file a lawsuit against their employer. When an experienced lawyer sues the company on behalf of their client, they hope to obtain compensation for losses suffered due to the employment issue. Los Angeles employees whose rights are violated need attorneys who will fight for them, and at Nakase Wade, our employment lawyers do not stop until our clients are satisfied. We work diligently for hardworking employees who are victims of unfair, discriminatory, and unlawful employers and businesses.

What Employment Laws and Regulations Does Los Angeles, California Have?

California has many employment laws and rules that cover civil rights laws, workers’ pay, work hours, legal holidays, and more. These include California’s:

Fair Employment and Housing Act (FEHA)
Labor Code
Family Rights Act (CFRA)

When employers mistreat employees, it is essential that they fully understand their legal rights in Los Angeles. An experienced, skilled employment lawyer can determine which laws apply in each case and ensure that the worker is familiar with their state and federal rights.

When employers have wronged workers who do not find qualified representation, they miss out on vital information that could help the case.

What do Do California’s Employment Laws provide?

California’s employment laws intend to provide rights to employees and inform employers of their responsibilities. Laws in Los Angeles prohibit wrongful termination, for example, and discrimination against protected classes.

During claims and lawsuits, Los Angeles labor laws support workers’ claims and provide a foundation for their legal actions.

An Example of the California Fair Employment and Housing Act

Priscilla is certain that she is being discriminated against at Huntington Construction on the sole basis of her sex. She feels she is being left out of meetings, calls, and even projects because she is a woman and has even heard some male managers mention that they would rather have a “boys’ club.” As a result, Priscilla gets together with some of her female colleagues, who agree that gender discrimination is a significant problem at Huntington Construction.

When Priscilla, Deborah, Beatrice, Marge, and Sammy contact a lawyer, he instantly mentions that The California Fair Employment and Housing Act may be useful. This act makes it illegal for businesses with five or more employees to discriminate against workers because of sex, race, pregnancy, disability, age, and other protected categories.

This labor law becomes the key to the case that Priscilla and her colleagues win handily.

How Do California’s Labor Laws Help Employees?

While the California Fair Employment and Housing Act protect employees from discrimination, other acts, such as the California Family Rights Act, ensure alternate rights. The Family Rights Act, for example, requires that employers provide leave for children’s birth without the employee fearing he or she will lose their position.

California has many state laws that protect employees from adverse actions by their employers. For example, businesses do not always have the legal right to fire, demote, or choose another worker for a position. If an attorney ascertains that the employer has acted for the wrong reasons, the injured parties should take legal action and seek damages.

Since many California labor laws impact Los Angeles workers, employees should review their cases with a qualified Los Angeles employment attorney. The team at Nakase Wade dedicates itself to workers’ rights and is eager to discuss options and provide solutions.

How Do Employment Lawyers Help Win Workplace Lawsuits?

Employment law is about justice for employees. Yet it is also about more than that. Employment law in Los Angeles often encompasses the future of our client’s families and their financial security.

Negligent, discriminatory employers in Los Angeles should not be allowed to mistreat their employers and adversely impact their livelihoods and lives. The employment lawyers at Nakase Wade firmly believe in California’s workers’ rights and will stand with our clients against even the most powerful and influential companies.

What Can Nakase Wade Do For Its Employment Law Clients?

Problems at the workplace often impact our clients’ home lives and even their mental health. Sometimes, our clients feel their employers’ negative actions have spun their lives out of control. At this point, it is essential to contact an experienced, knowledgeable lawyer. Our attorneys will provide measured, practical advice as we decide what actions to take on our client’s behalf.

Attorneys and clients must agree on all decisions. If, for example, we decide to file a lawsuit against an LA company over wage rights violations, the client makes the final decision.

Attorneys at Nakase Wade represent individuals in Los Angeles and California in various employment-related cases. From overtime disputes to misclassification of salary, we provide expert legal advice to suit clients’ goals. Our team at Nakase Wade proudly represents the workers of Los Angeles, California, as opposed to their employers.

What Makes Nakase Wade Different?

Our employment lawyers understand what is at stake when a client suffers from employment problems. Therefore, we aim to reduce stress by making rational suggestions concerning the case and acting quickly and decisively.

Workers of every occupation are at the heart of the city of Los Angeles. Unfortunately, some employers seek to take advantage of our city’s dedicated employees. When this type of injustice occurs, contact the employment lawyers at Nakase Wade. We will defend workers’ rights and fight for their rightful compensation.

How Do I Contact Nakase Wade?

If your employer violates state or federal employment laws in Los Angeles, schedule a free consultation with Nakase Wade immediately. We cannot wait to speak with you about the details of your case and then take the next step together.

We are available via phone, email, and our website.

What Is a Pay Stub and Why It Matters for Employees and Employers

Pay stubs detail wages, deductions, and taxes, helping employees track earnings and employers comply with state payroll regulations. They support loan applications, reduce payroll disputes, and are required or regulated in many states across the U.S.

What Are the Proper Steps to Fire Someone in California?

Terminating an employee in California requires following legal guidelines, maintaining professionalism, and ensuring proper documentation. This guide outlines lawful termination reasons, key procedural steps, and best practices to reduce legal and financial risks.

How Long Does a Misdemeanor Stay on Your Record in California?

A misdemeanor conviction in California stays on public record indefinitely but may be eligible for expungement under specific conditions. Background checks typically show misdemeanor convictions for seven years, but expungement can remove them from most employment screenings.

How Do I Prepare a Script for Firing Someone?

Learn the professional steps for firing an employee, from preparing a script to handling emotional reactions. Understand the proper procedures, reasons, and communication techniques to ensure a smooth and respectful termination.

What Is Involved in a PAGA Lawsuit?

PAGA lawsuits allow employees to file claims for labor code violations on behalf of themselves and others in California. Employers can face significant penalties, prompting many to settle to avoid costly judgments.

What Are the Rules for 10-Minute Breaks?

California law mandates two paid 10-minute breaks and a 30-minute unpaid meal break for an eight-hour shift. Employers who fail to provide required breaks may face penalties, and employees can seek legal action for compensation.

Can I Work Six Hours Without a Lunch Break?

California law requires a 30-minute meal break for shifts over five hours, but employees can waive it if working exactly six hours. Employers must comply with strict labor laws, ensuring uninterrupted meal breaks and legal protections for workers.

What Can I Do If My Employer Didn’t Pay Me on Payday?

Employers in California must pay workers on time, or they may face penalties of up to 30 days' wages for delays. Employees can file wage claims, seek legal assistance, or report violations to the California Labor Commissioner's Office for unpaid wages.

What Qualifies as a Hostile Work Environment in California?

Employees in California facing severe or persistent harassment based on protected traits may have legal options under state and federal laws. Filing a complaint with the California Civil Rights Department or consulting an employment attorney can help protect workplace rights and seek compensation.

When Is a Doctor’s Note for Work Required in California?

California employers generally cannot demand a doctor's note for sick leave, but exceptions exist under specific laws and circumstances. Legal conflicts persist, and employers may require medical documentation for disability accommodations, FMLA leave, or other valid reasons.

What Does California Law Say About Final Paycheck Rules?

California law mandates that final paychecks be provided promptly, with termination pay due immediately and resignation pay within 72 hours. Employers must include all owed wages, expenses, and accrued benefits, with penalties for late or incomplete payments.

Can an Employer Deny a Doctor’s Note?

An employer may deny a doctor's note if the absence does not qualify for legal protections under disability or family leave laws. Employers must evaluate medical documentation, employee statements, and applicable laws before considering disciplinary action.

How Much Can You Sue an Employer for Misclassification?

An employer's misclassification tactics can deny you fair wages, benefits, and legal protections. You may be entitled to compensation, including back pay, retirement contributions, and potential punitive damages, by pursuing legal action.

How Serious Is an EEOC Complaint?

An EEOC complaint can lead to costly legal battles, reputational damage, and mandatory policy changes for businesses. Employers may face financial penalties, investigations, and compliance requirements, impacting operations and workforce morale.

Do You Have Sample Letters for Termination of a Contract?

A contract termination letter formally ends a business agreement while protecting interests. This guide outlines key steps, considerations, and sample letters.

What Is a WARN Notice in California?

The California WARN Act requires businesses with 75 or more employees to provide 60 days' notice before mass layoffs, plant closures, or relocations. Noncompliance can lead to fines, back pay, and healthcare costs, making adherence essential for legal and financial stability.

What Is FICA and How Does It Impact Payroll Taxes?

FICA is a payroll tax that funds Social Security and Medicare, requiring contributions from both employers and employees. Employers must withhold, match, and submit FICA taxes while following IRS guidelines on deposit schedules, wage bases, and additional Medicare tax requirements.

What Is At-Will Employment and How Does It Impact Employee Rights?

At-will employment allows employers and employees to end their working relationship at any time without cause, impacting job security and flexibility. While it provides businesses with staffing flexibility, employees face fewer legal protections and potential job instability.

Employers Should Exercise Caution When Terminating Employees After Disability Leave

Employers should exercise great caution when considering whether to terminate an employee who is on leave. Employers are cautioned not to automatically terminate employment solely because an employee has used or exhausted their disability leave entitlement.

What Is FUTA? 2025 Rates and How to Calculate FUTA Tax

The Federal Unemployment Tax Act (FUTA) imposes a payroll tax on businesses that have employees, collecting revenue that funds unemployment benefits.

What Is the Difference Between a 1099 Contractor and an Employee?

A 1099 contractor operates independently, covering their own taxes and expenses, while a W-2 employee receives benefits and employer tax contributions. Misclassifying workers can result in fines, making it essential to assess control, financial arrangement, and job nature before classification.

How Do Contractors Typically Get Paid? Payment Methods and Legal Guidelines

Contractors receive payments through direct deposits, checks, payroll services, or online transfers, following legal and tax regulations. Proper classification, documented agreements, and compliance with IRS reporting ensure smooth transactions and avoid penalties.

What Is the Definition of a Non-Exempt Employee?

Non-exempt employees are entitled to overtime pay and must earn at least the federal minimum wage under FLSA regulations. Unlike exempt workers, they are typically paid hourly and receive 1.5 times their wage for extra hours.

Can Union Representatives Be Present at Disciplinary Meetings?

Employees have the right to request a union representative during investigative interviews that may lead to disciplinary action. Employers must comply or face potential labor law violations under the National Labor Relations Act.

What Is an FTE (Full-Time Equivalent)?

A full-time equivalent (FTE) measures employee work hours, combining part-time and full-time schedules into a standardized metric. Businesses use FTE calculations for staffing, budgeting, and compliance with regulations like the Affordable Care Act.

What Are the Signs of Unfair Treatment at Work?

Unfair treatment at work includes discrimination, pay gaps, and biased promotions, impacting employees' well-being and career growth. Recognizing signs like harassment, favoritism, and wrongful termination helps employees take action against workplace discrimination.

What Is a Statutory Employee on a W-2 Form?

A statutory employee is a self-employed worker classified as an employee for tax withholding purposes, receiving a W-2 instead of a 1099-MISC. These workers can deduct business expenses on Schedule C but typically do not receive traditional employee benefits like health insurance or retirement plans.

What Laws Protect Employees From Workplace Bullying

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