{"id":2185,"date":"2020-05-20T13:25:52","date_gmt":"2020-05-20T21:25:52","guid":{"rendered":"https:\/\/www.riselawfirm.com\/?page_id=2185"},"modified":"2026-11-04T08:19:16","modified_gmt":"2026-11-04T15:19:16","slug":"los-angeles-abogado-de-discriminacion-por-orientacion-sexual-y-transgenero","status":"publish","type":"page","link":"https:\/\/www.riselawfirm.com\/es\/los-angeles-sexual-orientation-transgender-discrimination-attorney\/","title":{"rendered":"Abogado de discriminaci\u00f3n por orientaci\u00f3n sexual e identidad de g\u00e9nero en Los \u00c1ngeles"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-sexual-orientation-transgender-discrimination-attorney\/#Who_is_protected_and_which_laws_apply\" >Who is protected, and which laws apply<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-sexual-orientation-transgender-discrimination-attorney\/#Common_situations\" >Common situations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-sexual-orientation-transgender-discrimination-attorney\/#Deadlines_statutes_of_limitations_and_compensation\" >Deadlines (statutes of limitations) and compensation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-sexual-orientation-transgender-discrimination-attorney\/#Frequently_asked_questions\" >Frequently asked questions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-sexual-orientation-transgender-discrimination-attorney\/#Talk_to_a_Los_Angeles_sexual_orientation_and_gender_identity_discrimination_lawyer\" >Talk to a Los Angeles sexual orientation and gender identity discrimination lawyer<\/a><\/li><\/ul><\/nav><\/div>\n\n<div class=\"rlfp\">\n<p><em>Reviewed by <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, Managing Partner, Rise Law Firm, PC. Last updated October 2026.<\/em><\/p>\n<div class=\"rlfp-band rlfp-light\"><div class=\"rlfp-intro\"><div class=\"rlfp-intro-text\"><p>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 sexual orientation, gender identity or gender expression. The law also prohibits harassment and retaliation against employees who complain about it. This kind of discrimination is rarely stated openly. It more often appears after an employee comes out, begins a gender transition, or brings a same-sex partner to a company event, in the form of sudden criticism, exclusion, or a termination explained by \u201cperformance\u201d or \u201cfit.\u201d<\/p><p>Rise Law Firm represents lesbian, gay, bisexual, transgender, nonbinary and queer employees in discrimination, harassment and wrongful termination cases throughout Los Angeles and California, from executives to hourly workers. We represent employees only.<\/p><\/div><div class=\"rlfp-intro-art\"><svg role=\"img\" aria-label=\"\" viewBox=\"0 0 360 300\"><path class=\"d\" pathLength=\"1\" d=\"M20 260 H340\" stroke=\"#9AA4B1\" stroke-width=\"2\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M180 60 V240 M120 240 H240 M80 95 H280\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M90 95 L60 170 H120 Z M270 95 L240 170 H300 Z\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><\/div><\/div><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Who_is_protected_and_which_laws_apply\"><\/span>Who is protected, and which laws apply<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Two laws usually matter in these cases:<\/p>\n<ul class=\"rlfp-list\">\n<li><strong>The California Fair Employment and Housing Act (FEHA)<\/strong> expressly prohibits discrimination based on sexual orientation, gender, gender identity and gender expression (among other protected characteristics) (Gov. Code \u00a7 12940(a)). It applies to employers with five or more employees, and its harassment protections apply to employers of any size (Gov. Code \u00a7 12940(j)(4)(A)). FEHA also protects employees who are perceived to have a particular sexual orientation or gender identity, and employees who are associated with someone who does (Gov. Code \u00a7 12926(o)).<\/li>\n<li><strong>Title VII of the Civil Rights Act of 1964<\/strong> prohibits sex discrimination by employers with 15 or more employees. The United States Supreme Court has held that firing someone for being gay or transgender is discrimination because of sex under Title VII (<em>Bostock v. Clayton County<\/em> (2020) 590 U.S. 644).<\/li>\n<\/ul>\n<p>Gender expression means a person\u2019s gender-related appearance and behavior, whether or not it is stereotypically associated with the sex the person was assigned at birth (Gov. Code \u00a7 12926(r)(2)). California law allows employees to dress and present in a manner consistent with their gender identity and gender expression, subject to reasonable workplace standards that apply equally to everyone (Gov. Code \u00a7 12949). The California Civil Rights Department\u2019s regulations also address restroom and facility access, names and pronouns, and questions about an employee\u2019s sexual orientation or gender identity (Cal. Code Regs., tit. 2, \u00a7 11030 et seq.).<\/p>\n<p>The protected characteristic does not have to be the only reason for the decision. Under FEHA, an employee can prevail by showing that it was a substantial motivating reason, even if the employer also had other reasons (<em>Harris v. City of Santa Monica<\/em> (2013) 56 Cal.4th 203).<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Common_situations\"><\/span>Common situations<span class=\"ez-toc-section-end\"><\/span><\/h2><p>These are the situations we see most often:<\/p>\n<div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Termination after coming out or transitioning.<\/p><p>An employee with a good record tells a manager about a same-sex spouse, or announces a gender transition, and is soon criticized, excluded from meetings, and fired for reasons that did not concern anyone before.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 V56 M18 56 H46 M12 18 H52\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M12 18 L4 36 H20 Z M52 18 L44 36 H60 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-ct\">Being passed over or pushed out.<\/p><p>A qualified employee is told they are not a \u201cgood fit\u201d with clients or the team, is moved out of a customer-facing role, or is passed over for promotion in favor of less experienced colleagues.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M16 12 H48 V56 H16 Z M26 8 H38 V16 H26 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M24 30 H40 M24 39 H40 M24 48 H33\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Harassment.<\/p><p>Slurs, \u201cjokes,\u201d questions about an employee\u2019s sex life or body, outing an employee without consent, or deadnaming (using a transgender employee\u2019s former name) and misgendering, done repeatedly and deliberately after the employee has asked to be addressed differently. A single incident can be enough if it is severe (Gov. Code \u00a7 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 \u00a7 12940(j)(1)).<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M10 16 H54 V54 H10 Z M10 26 H54 M22 10 V20 M42 10 V20\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M20 36 H28 M36 36 H44 M20 45 H28\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Dress codes, restrooms and appearance.<\/p><p>An employee is disciplined for clothing, hair or makeup consistent with their gender identity or expression, or is denied access to the restroom or locker room that corresponds to their gender identity.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M8 24 L32 10 L56 24 Z M14 28 V50 M26 28 V50 M38 28 V50 M50 28 V50\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M6 54 H58\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Retaliation for complaining.<\/p><p>It is unlawful to fire, demote or punish an employee for reporting discrimination or harassment, supporting a coworker\u2019s complaint, or taking part in an investigation (Gov. Code \u00a7 12940(h)). Retaliation claims are often easier to prove than the underlying discrimination, because the timing speaks for itself.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 a24 24 0 1 0 0.01 0 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M32 18 V32 L42 38\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Being forced to resign.<\/p><p>When an employer knowingly allows working conditions to become so intolerable that a reasonable person would feel compelled to quit, the resignation can be treated as a termination, known as a constructive discharge (<em>Turner v. Anheuser-Busch, Inc.<\/em> (1994) 7 Cal.4th 1238).<\/p><\/div><\/div>\n<p>These are common examples, not a complete list. Employers usually point to performance, attitude or a restructuring. The evidence that matters most is often timing, how coworkers were treated, a sudden change in reviews, comments by decision-makers, and explanations that shift over time.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Deadlines_statutes_of_limitations_and_compensation\"><\/span>Deadlines (statutes of limitations) and compensation<span class=\"ez-toc-section-end\"><\/span><\/h2><p>The main deadlines are below. They can be shorter or longer depending on the facts, so it is best not to wait.<\/p>\n<div class=\"rlfp-table\"><table>\n<thead><tr><th>Claim<\/th><th>Deadline<\/th><\/tr><\/thead>\n<tbody>\n<tr><td>FEHA discrimination, harassment, retaliation<\/td><td>File a complaint with the California Civil Rights Department within 3 years; then file suit within 1 year of the right-to-sue notice<\/td><\/tr>\n<tr><td>Federal Title VII<\/td><td>File with the EEOC within 300 days (the deadline for California employees)<\/td><\/tr>\n<tr><td>Wrongful termination in violation of public policy<\/td><td>2 years<\/td><\/tr>\n<tr><td>Public employers<\/td><td>Non-FEHA claims generally require a government claim within 6 months<\/td><\/tr>\n<\/tbody>\n<\/table><\/div>\n<p>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 \u00a7 818). FEHA allows a prevailing employee to recover attorney\u2019s fees and costs.<\/p>\n<p>Title VII caps compensatory and punitive damages based on the employer\u2019s size. FEHA has no such caps, which is one reason California employees usually bring these claims under state law.<\/p><\/div>\n<div class=\"rlfp-cta\"><p>Recognize your situation? Tell us what happened.<\/p><a class=\"rlfp-btn rlfp-btn-navy\" href=\"\/contact\/\">Request a free consultation<\/a><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2><details open><summary>I was fired a few weeks after coming out at work. Do I have a case?<\/summary><p>You may have a case. Close timing between an employee coming out, or beginning a transition, and a sudden change in treatment or a termination is strong evidence. Keep track of the dates of each event, and save any emails, texts and reviews you already have.<\/p><\/details><details><summary>Do I have to be out at work to be protected?<\/summary><p>No. California law protects employees who are perceived to be lesbian, gay, bisexual or transgender, whether or not the perception is accurate, and employees who are associated with someone who is.<\/p><\/details><details><summary>My coworkers keep using my old name and the wrong pronouns. Is that harassment?<\/summary><p>It can be. Deadnaming (using a transgender employee\u2019s former name) and misgendering, done repeatedly and deliberately after the employee has asked to be addressed differently, can contribute to a hostile work environment, particularly when a supervisor does it or the employer ignores complaints. Report it in writing if you can, and keep a copy.<\/p><\/details><details><summary>Can my employer ask about my sexual orientation or gender identity?<\/summary><p>Generally no. The Civil Rights Department\u2019s regulations limit questions about an applicant\u2019s or employee\u2019s sexual orientation or gender identity, except where the information is requested voluntarily for record-keeping purposes.<\/p><\/details><details><summary>My employer has fewer than five employees. Am I protected?<\/summary><p>You may be. FEHA\u2019s harassment protections apply to employers of any size. FEHA\u2019s discrimination protections apply to employers with five or more employees, and Title VII applies to employers with 15 or more.<\/p><p>If you live or work in Long Beach, see our <a href=\"\/long-beach-sexual-orientation-transgender-discrimination-attorney\/\">Long Beach sexual orientation and gender identity discrimination page<\/a>. For an overview of the cases we handle, see our <a href=\"\/los-angeles-employment-lawyer\/\">Los Angeles employment lawyer page<\/a>.<\/p><p>Harassment based on sex, sexual orientation or gender identity is also addressed on our <a href=\"\/los-angeles-sexual-harassment-attorney\/\">Los Angeles sexual harassment<\/a> page.<\/p><\/details><\/div>\n<div class=\"rlfp-band rlfp-light\"><h2><span class=\"ez-toc-section\" id=\"Talk_to_a_Los_Angeles_sexual_orientation_and_gender_identity_discrimination_lawyer\"><\/span>Talk to a Los Angeles sexual orientation and gender identity discrimination lawyer<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Rise Law Firm represents employees throughout California in 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.<\/p>\n<div class=\"rlfp-case\"><p>In one case, we represented a transgender server at a Los Angeles-area restaurant. She alleged that managers and coworkers subjected her to repeated sexual comments about her gender identity and her body and to unwanted touching, that the company ignored her complaints, and that the harassment continued until she felt she had no choice but to resign. The case resolved during discovery. Every case is different, and results depend on the facts of each case.<\/p><\/div>\n<p>If you were fired, demoted, passed over or harassed and believe your sexual orientation, gender identity or gender expression played a part, <a href=\"\/contact\/\">contact us to request a free, confidential consultation<\/a>, or call <a href=\"tel:+13107286588\">(310) 728-6588<\/a>. You can learn more on our <a href=\"\/los-angeles-wrongful-termination-attorney\/\">wrongful termination<\/a> and <a href=\"\/los-angeles-retaliation-attorney\/\">retaliation<\/a> pages.<\/p><\/div>\n<p><em>This page provides general information about California and federal law and is not legal advice. Reading it does not create an attorney-client relationship.<\/em><\/p>\n<\/div>\n<script type=\"application\/ld+json\">{\"@context\": \"https:\/\/schema.org\", \"@type\": \"FAQPage\", \"mainEntity\": [{\"@type\": \"Question\", \"name\": \"I was fired a few weeks after coming out at work. 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The law&#8230; <a href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-sexual-orientation-transgender-discrimination-attorney\/\">read more<\/a><\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-2185","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Los Angeles LGBTQ Discrimination Lawyer | Rise Law Firm<\/title>\n<meta name=\"description\" content=\"California law protects employees from discrimination and harassment based on sexual orientation, gender identity and gender expression. Learn your rights and the deadlines that apply.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-abogado-de-discriminacion-por-orientacion-sexual-y-transgenero\/\" \/>\n<meta property=\"og:locale\" content=\"es_MX\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Los Angeles LGBTQ Discrimination Lawyer | Rise Law Firm\" \/>\n<meta property=\"og:description\" content=\"California law protects employees from discrimination and harassment based on sexual orientation, gender identity and gender expression. 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