Employment Attorneys in Los Angeles, California

Looking for an employment lawyer near you in Los Angeles? Explore the Los Angeles County record for employment attorneys on the State Bar of California's official roll and review each profile for yourself.

Deadlines shape these cases before merits do · three years to file a discrimination, harassment, or retaliation complaint with the Civil Rights Department (Cal. Gov. Code § 12960). After the CRD issues a right-to-sue notice, suit must follow within one year (Cal. Gov. Code § 12965). Most wage claims reach back three years under Cal. Code Civ. Proc. § 338: up to four via Bus. & Prof. Code § 17200.

This page is the Los Angeles chapter of the registry's statewide record · Employment Lawyers in California collects every county and city.

3,487 active attorneys with an address of record in Los Angeles list employment among their practice areas on the registry, out of 29,391 active attorneys whose address of record is in Los Angeles.

By count, the practice areas most often listed by Los Angeles attorneys are business law (5,960), litigation (5,888), employment (3,487), personal injury (2,673) and real estate (2,521). A count of listings, not a measure of skill.

31 of the 29,391 have claimed and verified their record here; every other listing is the official record as published.

For 3,422 of the 29,391 active attorneys in Los Angeles, the registry holds a language other than English; by count, Spanish (2,340), Chinese (1,282), French (960) and Japanese (637). Attorneys themselves confirmed Spanish (2) and French (1); the rest come from a firm website published in that language, which describes the website, not the attorney.

Reading the roster in Los Angeles. For a workplace matter, look for attorneys who practice employment law on the side of the table you sit on, most represent either workers or employers, rarely both. Ask whether the attorney has taken wage-and-hour or FEHA cases through the county's superior court or PAGA and arbitration procedures, how they evaluate damages, and whether they work on contingency for termination and harassment claims. Bring your personnel file, pay records, and any severance offer to a first call.