Top Employment Lawyers in Costa Mesa | 3 available

3 Employment lawyers are available in Costa Mesa, california, including Erin Denniston Leach, John McCreary, and Steven Soliman. These lawyers are rated between 4.8/5 to 5.0/5 and 54% provide free consultation.

Steven Soliman

John McCreary

Erin Denniston

Employment Lawyers Nearby Costa Mesa (by distance)

Within 5 miles near you

Irvine, California ZIP 92614 4.3 mi away 9 lawyers

Within 50 miles near you

Marina Del Rey, California ZIP 90292 37.2 mi away 2 lawyers

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Steven Soliman

Firm: The Soliman Firm, PLC

245 Fischer Avenue , Costa Mesa , California 92626

Practice Areas: Personal Injury, Employment, Lemon Law

In 2016, 2017, and 2018, Steven Soliman was selected as a Southern California Rising Star by Super Lawyers, an honor reserved for those lawyers who exhibit excellence in practice. Only 2.5% of attorneys in Southern California receive this distinction.. Steven is a passionate and dedicated attorney with litigation experience in complex personal injury and employment cases. Born and raised in Southern California, Steven is committed to serving the people of this great State.. After working many years for two of the largest and most successful plaintiff's civil law firms in California and obtaining outstanding results on behalf of his clients, Steven started his own practice with a continued focus on representing victims and making sure each client gets everything they are entitled to. He has litigated cases against multi-million dollar companies earning his clients the full value of their cases so that they get the compensation they deserve.. Steven graduated from Loyola Law School, Los Angeles, where he earned his Juris Doctor. While in law school, Steven focused his education on civil litigation and trial technique. He was a member of the National Moot Court Team where he helped lead his team into the final rounds of the competition while also receiving the award for Best Brief. Steven also participated in the Joseph Scott Moot Court Competition, where he competed into the final round and received an award for Top Brief. Steven's undergraduate education was completed at the University of California, San Diego, where he graduated with honors.. Steven is licensed to practice law in the State of California.

Avvo Review

“ess every step of the way. He is such a kind and honest man and I thank him every day for helping me”

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Yelp Review

“I had a great experience working with The Soliman Firm on my case. From start to finish, the entire process was handled professionally and efficiently. My...”

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Lawyers.com Review

“I met Mr. Soliman through a local networking group this year, and quickly learned he really cares about his clients and their cases. If you are looking for a personal touch and som…”

Google Review

“The Soliman Firm came highly recommended. They where readily available to answer all my questions. They where very professional and kept in touch with me through the whole process.…”

— lennis robinson

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John McCreary

Firm: Injury Compensation Law, PC

3001 Red Hill Ave , Costa Mesa , California 92626

Practice Areas: Workers Compensation, Personal Injury, Car Accident, Employment, Sexual Harassment, Dog Bite

About me: I used to litigate for the big insurance companies - representing giants like Amazon, Tesla, and Costco. After seeing the questionable practices from insurance and their attorneys, I started a firm with my brilliant partner to protect the working class and injured in California. I have handled thousands of workers compensation/personal injury/employment cases, and know every trick in the book the other side tries to pull to deny claims/medical treatment and cut costs. I'm a friendly reasonable guy with clients, but extremely aggressive at trial. Give me a call

Avvo Review

“Grant helped me get paid on an invoice that was close to a year old. I tried using every possibly resource at my disposal, but nothing worked. I got G...a clientMr McCreary was a r…”

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Lawyers.com Review

“I highly endorse this lawyer. Attorney Grant McCreary handles his cases with sincere professionalism and has superior knowledge of workers compensation law. He is also someone who …”

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Erin Denniston Leach

Firm: Snell & Wilmer L.L.P.

600 Anton Boulevard , Costa Mesa , California 92626

Practice Areas: Commercial Litigation, Employment, Labor and Employment

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Recent Q&As in California (Employment)

Is my company discriminating against pregnant women? (CA, USA) | Aug 25, 2026 | Sourced from Reddit
Location: California, USA Hi all, in the state of California, you are considered disabled at 36 weeks of pregnancy. I had an approved disability claim with the state of California with paperwork from my doctor stating my disabling condition was pregnancy. I filed paperwork with my work for a pregnancy disability claim and twice they denied my short term disability leave stating “being 36 weeks pregnant is not sufficient information. your doctor must provide specific information as to why you cannot work”. To get the documentation exactly how they wanted I would need to schedule an appointment and tell my doctor what to write on the form which didn’t seem right to me either. Going back and forth and going to my doctor was frankly exhausting especially when the baby was expected any day at that point so I told them to forget it and I would take unpaid pregnancy leave. I find it seriously legally questionable that the state of California could find me disabled but my work (or rather the 3rd party representing my work) said I was not disabled and refused my claim. I spoke to other women and they experienced the same. They were not paid disability until the baby was born. Are pregnant women being denied disability illegally? or is this something my work is able to do? I live and work in California, the other women I asked live and work in California. Thank you in advance.
California payroll issue: missed paycheck, $2,000 Zelle, and incorrect final paystub — what should I do? | Aug 24, 2026 | Sourced from Reddit
I recently left my MDS LVN position at a SNF due to management is really bad and I feel sorry for the resident that is currently admitted. My agreed rate was $52/hr. Payroll schedule was 1st–15th paid on the 25th, and 16th–end of month paid on the 10th. I worked 40 hours from 7/27–7/31. My iSolved account wasn’t set up correctly, so I completed a paper timecard and gave it to the facility administrator. The administrator was the person responsible for entering my hours into iSolved. Those July 27–31 hours should have been paid on 8/10, but I received no paycheck. On 8/3, I reported COVID exposure, worked about 3 hours, was sent home, then tested positive. I did not work [8/4–8/12](tel:8/4-8/12) while isolating unpaid since I’m new. After following up about the missing 8/10 paycheck, I spoke with my administrator demanding my check so my administrator sent me $2,000 via personal Zelle on 8/13 as advanced since he admitted that he deaden a mistake and did not process my hours. No paystub was provided for the Zelle payment. At the time I understood it to be connected to the missed payroll. Now that I’ve left, he was asking me for the $2,000 back and he says it was his personal money to help me with rent. I dispute that characterization and I also have the texts/Zelle record that indicated that money was sent to cover his mistakes from the corporate HR but he did not expect that I would…
21, first job in California employer made this 2-year non-compete a condition of employment. Is this legal? | Aug 23, 2026 | Sourced from Reddit
Location: California I’m 21 and this is my first job in California. When I was given my employment contract, I was also given this separate non-compete agreement and told it was part of what I needed to sign for the job. I’ve heard they are illegal now. For more context,I’m an hourly, at-will employee in a real estate/property-management support role. I’m fine with reasonable confidentiality and trade-secret protections, but this seems extremely broad. Is this legal in California? And what rights do I have if signing this was made a condition of employment? Should I just sign and deal with it later? NON-COMPETE AGREEMENT This Non-Compete Agreement (this “AGREEMENT”) is made _________ by and between [COMPANY], (the “COMPANY”) and [EMPLOYEE] (the “EMPLOYEE”). WHEREAS, the parties hereto recognize and agree that the services of the Employee are special and unique and that he/she has special fiduciary duties to the Company as an Employee; WHEREAS, for the foregoing reasons, a covenant on the part of the Employee not to compete during his employment and for a reasonable period after the termination or expiration of his/her employment is essential to protect the business of the Company; NOW, THEREFORE, it is hereby agreed by the Company and the Employee as follows: 1. NON-COMPETE. During the period of the time that the Employee is employed by the Company and for a period of two (2) years after the termination or cessation of employment for any reason (both periods of time, taken together, being referred to…
Wage Theft in San Francisco and my Options? | Aug 23, 2026 | Sourced from Reddit
Location: San Francisco, CA i live and work remotely in San Francisco for a corporation based in SoCal (but recently moved its HQ to another state for tax reasons but idk if that's relevant) and have been on-call 24/7 (not allowed to leave the house at all unless I'm going somewhere with secure wifi because I handle medical data) every 4-6 weeks (108 hours a week) for the past six years. I have been desperately asking my now-former manager about standby or on-call pay the entire time because I have never received it and he and our CIO ignored me completely until I was being moved to a new team with a new manager and he finally told me to ask HR. To be fair, I should have thought to do that myself, but I have had only negative experiences with HR thus far. After SEVERAL months of requesting updates and sending case after case of the exact same complaint that went to the California Supreme Court and did NOT find in the company's favor, HR got back to me that I was indeed correct and am owed three years of backpay (the statue of limitations for wage theft is three years) but it's been over a month since I was notified and whenever I request an update of when I can expect said backpay and how much it will be, I am told it's "still in the works." I am concerned that they are trying to wait out the…
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…

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Disclaimer: This content is based on aggregated public information and estimated market trends. It is provided for informational purposes only and does not constitute legal advice.