Racial Discrimination Attorney Los Angeles & Beverly Hills, CA

Reviewed by Eliot J. Rushovich, Managing Partner, Rise Law Firm, PC. Last updated October 2026.

California and federal law prohibit employers from firing, demoting, refusing to hire or promote, paying less, or otherwise discriminating against employees in the terms and conditions of employment because of their race. The law also prohibits racial harassment and retaliation against employees who complain about it. Racial discrimination today is rarely announced. It more often appears in who is disciplined and who is excused, who is promoted and who is told to wait, and in explanations that change once someone asks questions.

Rise Law Firm represents employees in racial discrimination and harassment cases throughout Los Angeles and California, from executives to hourly workers. We represent employees only.

Who is protected, and which laws apply

Three laws usually matter in a California race case:

• The California Fair Employment and Housing Act (FEHA) prohibits discrimination based on race, color, ancestry and national origin (among other protected characteristics) (Gov. Code § 12940(a)). It applies to employers with five or more employees, and its harassment protections apply to employers of any size (Gov. Code § 12940(j)(4)(A)). FEHA also protects employees who are perceived to be of a certain race, or who are associated with someone of that race (Gov. Code § 12926(o)).
• Title VII of the Civil Rights Act of 1964 is the federal counterpart. It applies to employers with 15 or more employees.
• 42 U.S.C. § 1981 guarantees all persons the same right to make and enforce contracts, including employment, regardless of race. It applies to private employers of any size, does not require filing with a government agency first, and generally allows four years to sue for termination and harassment claims. Unlike FEHA and Title VII, Section 1981 requires proof of intentional discrimination. It does not reach policies that are neutral on their face but fall harder on one group (General Building Contractors Assn. v. Pennsylvania (1982) 458 U.S. 375).

California law defines race to include traits historically associated with race, including hair texture and protective hairstyles such as braids, locks and twists (Gov. Code § 12926, as amended by the CROWN Act). A grooming or appearance policy that bans those hairstyles can be race discrimination.

Race does not have to be the only reason for the decision. Under FEHA, an employee can prevail by showing that race was a substantial motivating reason for it, even if the employer also had other reasons (Harris v. City of Santa Monica (2013) 56 Cal.4th 203).

Common racial discrimination situations

These are the situations we see most often:

• Termination after unequal discipline. An employee is fired for a mistake that coworkers of a different race made without consequence. Comparing how others were treated for the same conduct is often the strongest evidence in a race case.
• Being passed over for promotion. A qualified employee is repeatedly told to wait, while less experienced colleagues of a different race are promoted, often through informal processes with no posting or clear criteria.
• Unequal pay. The California Equal Pay Act prohibits paying employees less than colleagues of a different race or ethnicity for substantially similar work (Lab. Code § 1197.5(b)).
• Racial harassment. Slurs, “jokes,” stereotypes, nooses or other symbols, and comments about an employee’s hair, accent or neighborhood. A single incident can be enough if it is severe, and a racial slur from a supervisor is the kind of incident courts treat seriously (Gov. Code § 12923(b)). An employer is strictly liable for harassment by a supervisor, and liable for harassment by coworkers or customers if it knew or should have known and did not take immediate corrective action (Gov. Code § 12940(j)(1)).
• Retaliation for complaining. It is unlawful to fire, demote or punish an employee for reporting racial discrimination or harassment, supporting a coworker’s complaint, or taking part in an investigation (Gov. Code § 12940(h)). Retaliation claims are often easier to prove than the underlying discrimination, because the timing speaks for itself.
• Policies that fall harder on one group. A rule can be unlawful even if it is neutral on its face, when it disproportionately excludes employees of a particular race and is not justified by business necessity. Hair and grooming rules and broad criminal-history screens are common examples (see also Gov. Code § 12952).

Employers usually point to performance, attitude, “fit,” or a restructuring. The evidence that matters most is often timing, how similarly situated coworkers were treated, a sudden change in reviews after a complaint, and explanations that shift over time.

Deadlines (statutes of limitations) and compensation

The main deadlines are below. They can be shorter or longer depending on the facts, so it is best not to wait.

Depending on the facts, compensation under FEHA can include lost wages and benefits, future lost earnings, and emotional distress damages. Punitive damages may be available where the employer acted with malice, oppression, or fraud, although public entities are not liable for punitive damages (Gov. Code § 818). FEHA allows a prevailing employee to recover attorney’s fees and costs.

Title VII caps compensatory and punitive damages based on the employer’s size. Section 1981 has no such caps, which is one reason race cases are often brought under both California law and Section 1981.

Frequently asked questions

My employer gave a reason for firing me that is partly true. Can I still have a race discrimination claim?

Yes. Under California law, race does not have to be the only reason. If race was a substantial motivating reason for the decision, the employer can be liable even if it also had a legitimate concern.

My supervisor used a racial slur once. Is one comment enough?

It can be. California law provides that a single incident of harassing conduct can be enough if it is severe, and a racial slur from a supervisor is the kind of conduct that can meet that standard. Report it in writing if you can, and keep a copy.

My workplace bans braids and locks. Is that legal in California?

Generally no. California defines race to include traits historically associated with race, including hair texture and protective hairstyles such as braids, locks and twists. A policy banning them can be race discrimination.

I complained about discrimination and was fired a few weeks later. What should I do?

Keep track of the dates of your complaint and of each event that followed, and save any emails or texts. Close timing between a complaint and a termination is strong evidence of retaliation, which is a separate claim from the discrimination itself.

My employer has fewer than five employees. Am I protected?

You may be. FEHA’s harassment protections apply to employers of any size, and Section 1981 applies to private employers of any size. FEHA’s discrimination protections apply to employers with five or more employees.

If you live or work in Long Beach, see our Long Beach racial discrimination page. For an overview of the cases we handle, see our Los Angeles employment lawyer page.

Talk to a Los Angeles racial discrimination lawyer

Rise Law Firm represents employees throughout California in racial discrimination, harassment, retaliation and wrongful termination cases, from chief executives to minimum-wage workers. We have secured millions of dollars for our clients, including recoveries against major companies, government entities, and celebrities, and we are particularly well known for handling high-profile cases. We work on a contingency basis, which means there are no fees or costs unless we recover compensation for you.

In one case, we represented a longtime customer service lead at the Los Angeles terminal of a national transportation company. She alleged that her manager used racial slurs toward Black employees, scrutinized and disciplined them more harshly than their coworkers, and blocked her promotion, and that after she complained the company demoted her and then fired her while she was on medical leave. The case resolved before trial. Every case is different, and results depend on the facts of each case.

If you were fired, passed over, paid less or harassed and believe your race played a part, contact us to request a free, confidential consultation, or call (310) 728-6588. You can learn more on our wrongful termination and retaliation pages.

This page provides general information about California and federal law and is not legal advice. Reading it does not create an attorney-client relationship.