Employment lawyers in California

Explore California attorneys like Wanger Jones Helsley in cities like Fresno. These attorneys specialize in Employment in Zip codes like 93720.

Ward Heinrichs

Webber & Egber

Weiland Sewei

William Abrams

William Benjam

William Hunt

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Ward Heinrichs

4565 Ruffner St Ste 207 , San Diego , California 92111

Practice Areas: Employment, Wrongful Termination, Sexual Harassment, Discrimination

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Webber & Egbert Employment Law, PC

Firm: Webber & Egbert Employment Law, PC

8050 N Palm Ave , Fresno , California 93711

Practice Areas: Employment,

Yelp Review

“Super aggressive but down to earth. Kelsey always took the time to speak with me and help me understand. Never left me in the dark. Felt more like a friend...”

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Google Review

“Webber Law Firm provided exceptional service! Their team was knowledgeable, responsive, and truly cared about my case. I felt supported and confident throughout the entire process.…”

— Dustin L

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Weiland Sewei Chiang

444 Oak St Rm L , Red Bluff , California 96080

Practice Areas: Criminal Defense, Employment

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William Abramson

3580 Wilshire Blvd Ste 1260 , Los Angeles , California 90010

Practice Areas: Employment, Employment & Labor, Employment & Labor

As a labor & employment attorney, my primary purpose and dedication is the protection of worker’s rights. As an advocate for workplace fairness, my passion and profession is to help advance the goals of employees and protect their rights against injustices in the workplace. I will fight to get you properly compensated for your losses and back in control of your life. To talk, give me a call at (844) 7-JUSTICE.

Avvo Review

“and this one time I didn’t because I felt so offended to the extent that I felt like I had to do s”

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Yelp Review

“I had a wonderful experience with Abramson Labor Group and my attorney Roxy Aslanyan, she was greatcfrom start to finish and I would recommend them to anyone.”

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Lawyers.com Review

“I endorse this lawyer. He is a hard worker, and doesn't shy away from difficult cases.”

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William Benjamin Shinoff

Ste 200, 2488 Historic Decatur Rd , San Diego , California 92106

Practice Areas: Education, Employment, Personal Injury, Government, Business, Litigation, Lawsuits & Disputes, Wrongful Death, Class Action

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William Hunt

5276 Hollister Ave Ste 262 , Santa Barbara , California 93111

Practice Areas: Antitrust, Employment, Chapter 7

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William L Troutman

555 S Flower St Fl 41 , Los Angeles , California 90071

Practice Areas: Employment

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William Pearson Haney III

674 County Square Drive, Suite 102 , Ventura , California 93003

Practice Areas: Criminal Defense, Personal Injury, Employment

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William Russell Price

501 W Broadway, Ste 1600 , San Diego , California 92101

Practice Areas: Employment, Personal Injury, Civil Rights, Business

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Yasser Ibrahim

Firm: Ibrahim & Daugherty Law, LLP.

380 S. Melrose Drive , Vista , California 92081

Practice Areas: Contracts, Business, Corporate, LLC, Partnership, Consumer Protection, Employment, Litigation, Car Accident, Personal Injury, Slip and Fall, Motorcycle Accident, Dog Bite, Lawsuits & Disputes, General Practice, Wrongful Termination, Workers Compensation, Sexual Harassment, Discrimination, Business

Avvo Review

“, especially when we anticipated a lengthy process. Yaseer and his team's unwavering dedication was”

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Lawyers.com Review

“I have had the great pleasure of knowing Yasser for the last several years. We have worked together on cases and I have referred him cases as well. He is very detail oriented and i…”

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Yvette Nicole Siegel

Callahan Thompson Sherman & Caudill, LLP, 2601 Mai , Irvine , California 92614

Practice Areas: Employment, Discrimination, Employment & Labor

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Zachary Taylor Gershman

8383 Wilshire Blvd Ste 745 , Beverly Hills , California 90211

Practice Areas: Employment

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Zak Franklin

100 Wilshire Ave., Suite 700 , SANTA MONICA , California 90401

Practice Areas: Employment, Discrimination, Sexual Harassment, Wrongful Termination

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Wanger Jones Helsley

Firm: Wanger Jones Helsley

265 E River Park Cir , Fresno , California 93720

Practice Areas: Employment,

Yelp Review

“Extremely professional to work with. County employe retiree,”

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William Pao

Firm: Parker Stanbury LLP

444 South Flower Street, 19th Floor , Los Angeles , California 90071

Practice Areas: Employment, Employment & Labor

Lawyers.com Review

“I endorse this lawyer.”

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Yashpal Sandhu

Firm: Nezhad | Shayesteh

15233 Ventura Blvd Ph 10 , Sherman Oaks , California 91403

Practice Areas: Personal Injury, Business, Construction, Employment

Lawyers.com Review

“Jesse is a star in the legal profession. His knowledge, attention to detail and outside the box thinking makes him an essential asset to clients.”

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Recent Q&As in California (Employment)

just looking for general California workers’ comp advice from people who have dealt with something similar. | Aug 20, 2026 | Sourced from Reddit
Posting for someone close to me because we’re not sure what the best move is. He was recently injured while working in California. He was performing a physical job when a piece of work equipment struck him around the head/ear area. The injury was significant enough that he went to the ER and needed treatment. He has also had some concerning symptoms afterward and has had to miss work while recovering. The employer knew the injury happened at work. What makes the situation more concerning is that immediately after it happened, there were comments made about removing work clothing/not making it obvious that the injury happened while working. There is evidence/documentation of some of these conversations. Since then, his boss has been repeatedly pressuring him to come back to work even though he is still recovering. The boss has made comments along the lines of, “You need to come to work or I’ll replace you.” He hasn’t officially filed a workers’ comp claim yet. He is basically stuck between two options in his mind: Not filing workers’ comp and hoping his boss/company will privately cover his medical expenses, missed work, and compensate him for the injury. Filing workers’ comp, but he’s scared that his employer will replace/fire him or make things difficult for him afterward. He’s also considering going back to work because he’s afraid of losing the job. He seems to think that if he returns to work, then he shouldn’t/can’t file workers’ comp anymore. My questions are: Does…
Can my employer withold my last paycheck if I don't sign for payroll deduction? | Aug 19, 2026 | Sourced from Reddit
Location: California I operate a company vehicle that is stored at my residence when not in use. Long story short, the company van got towed from my apartment complex, and my company is saying that since I'm at fault I have to pay them back for getting the van from the towing company. Since I don't have the money they said they would deduct it from my next paycheck. That was a week ago, and this is my last week working here. Today I received an email from my manager asking me to sign a "payroll wage deduction authorization" which essentially says: "I, [Name] acknowledge that I was issued a traffic charge ... including towing ... while operating a company vehicle owned by [Company] ... I understand and agree that this is my financial responsibility and not the Company's ... I further agree that in the event my employemnt terminates ... prior to the full repayment of the total amount [previously stated] the Company may withhold the remaining amount owed from my final pay, except to the extent prohibited by applicable law. I represent that this authorization is executed voluntarily and has not been made as a condition of my continued employment." Then a spot to sign my name below. That last sentence sticks out to me. I feel like this is an excuse to say I admit fault and paid them back willingly, but do I have to? I'm peeved because this company is known for scummy tactics for…
My boss is changing my monthly paid commission structure over halfway through the month. | Aug 18, 2026 | Sourced from Reddit
Location: California, US My job pays a base salary plus commission with a monthly sales quota. Today my boss told me he's changing my monthly commission structure from a tiered system of 0.5% below goal/1% hit goal/1.5% if over 125% of goal, to a flat 0.5% no matter what. I've had this commission structure the entire time I've worked for this boss. I have no written employment contract with him but I have/had one from my old boss (previous owner of the business I work for) and was told nothing would change with new ownership. I have been getting paid based on the 0.5/1/1.5% structure the last 4 months with new ownership, and several months before that with old ownership. I also have my commission calculation spreadsheets for the past 4 months, one showing my sales totals and that I've earned the 1% one of those months. I am 100% certain I will be exceeding my goal this month, potentially over 125%. I accept they want to change my paid commission structure going forward, but can he actually change it retroactively for the whole month of August even though I've been working this whole month assuming I'd be compensated at my usual commission rate? I'd potentially be losing out on $1000-2000 on my next commission check. Looking for advice on thr legality of this and if i have a case to take to the California Division of Labor Standards Enforement.
Current backlog wait of California DLSE wage claims? Anyone know? | Aug 10, 2026 | Sourced from Reddit
Does anyone know the current backlog or how long it takes to get a settlement conference hearing scheduled? These are the labor codes I’m filing against my former employer: Unpaid Overtime Wages Unpaid Double-Time Wages On-Call Meal Period Premiums (Cal. Lab. Code § 226.7) On-Call Rest Period Premiums (Cal. Lab. Code § 226.7) Waiting Time Penalties (Cal. Lab. Code § 203) Also, misclassification of 1099, as I technically was an employee. No taxes ever taken. Just one lump sum pay per week. No timecards. They are based out of state, unfortunately. Unfortunately, I was with them for only 2 months when my boss decided to leave CA and move back to the other state. Since it was that short of a time, I did not go with a lawyer and sent my own demand letter to them and would prefer to handle this informally but they seem to be ignoring me, including the fact that I told them I have already filed the claim and wanted to resolve this without filing with the state but since that was ignored also, I submitted the claim. I also submitted all evidence I had, including bank statements, emails, texts, offer letter showing willful misclassification with my weekly pay and required overtime and on-call (50-hour weeks), phone logs, the original job posting, one entity I was working for but getting paid by a different entity, etc. I sent them an email and certified mail to make sure I have all my paper trail. Location:…
Is this legal?? Possible Wage Fraud? | Aug 10, 2026 | Sourced from Reddit
I need some help. So I’m in Los Angeles, California (Location: California). I work at a retail store and let’s say I work from 2:00PM to 11:11PM, BUT I was scheduled to end at 10:30. The managers tell us to take an hour lunch when we start at 2:00, or a thirty minute lunch if we started at 4:00 (not immediately when we clock in, usually three or four hours after). and to take one ten-minute break before and after our lunch (if starting at 2:00). I read that beyond eight hours is overtime, but that it depends. Would the time afterward, no matter how little, still count toward my pay? SECONDLY, and honestly the SHADIEST thing. We report our time in a system through computer, and it’ll ask me when I stay beyond eight hours, “Why did you stay late?” The two decisions are “My choice” or “Managers Request*”. My coworkers said that the managers say to press “my decision.” But it WASN’t my decision. On my first day, I clocked out at 10:30, even if I wasn’t done with whatever chore they gave my to do for the store, and the manager was like “Next time, don’t clock out because we leave as a team.” Which I think is baloney. Don’t I have the decision to leave when I’m scheduled for???? I asked the assistant manager, and they said that “We recommend pressing ‘my decision’ because we then get penalized.” I get that if I follow through, that…

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