Top employment Lawyers in Encino | 7 available

7 employment lawyers are available in Encino, california, including Allan Williams, Barry Pearlman, David Byers, and Jordan Blumenfeld-James. These lawyers are rated between 4.8/5 to 5.0/5 and 63% provide free consultation.

Barry Pearlman

David Byers

Mitchell Kaufm

Stephen McAndr

Susanne Bendav

Allan Williams

employment Lawyers Nearby Encino (by distance)

Within 25 miles near you

Marina Del Rey, California ZIP 90292 12.2 mi away 2 lawyers

Within 50 miles near you

Irvine, California ZIP 92614 49.8 mi away 9 lawyers

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Barry Pearlman

Firm: Pearlman Borska & Wax Law Offices Of

15910 Ventura Boulevard , Encino , California 91436

Practice Areas: Employment, Workers Compensation, Employment & Labor, Employment & Labor

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David Byers

16133 Ventura Blvd #675 , Encino , California 91436

Practice Areas: Personal Injury, Employment, Insurance

I have a broad range of experience over three decades of practice, including employment discrimination/harassment/termination and violations of wage and hour rules, dangerous conditions of property, malpractice, "bad faith" insurance practices (denials of claims), serious auto injuries, and defective or dangerous products. Member, Million Dollar Advocates Forum. A sampling of cases handled can be provided upon request.. I also provide private mediation services, and services as an arbitrator. I have acted as a mediator or arbitrator in hundreds of challenging cases, running the gamut from negligence to employment to real estate disputes, and beyond. Mediations or arbitrations are held in my office or that of one of the parties. Fees for private dispute resolution services are very reasonable.

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“which was never there in the first place regarding Southern California attorneys....”

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Mitchell Kaufman

Firm: Kaufman McAndrew, LLP

16633 Ventura Blvd Ste 500 , Encino , California 91436

Practice Areas: Employment, Contracts, Business, Class Action, Employment & Labor, Employment & Labor

Education:. Jurisdictions:. Professional Memberships and Achievements:. Foreign Languages Spoken:

Avvo Review

“was quickly changed to an individual case as Mr. Kaufman provided detail information which proved a”

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Lawyers.com Review

“I endorse this lawyer. Mitch is a fabulous lawyer and a great guy.”

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Stephen McAndrew

Firm: Law Office of Stephen F. McAndrew

16633 Ventura Boulevard, Suite 500 , Encino , California 91436

Practice Areas: Litigation, Employment, Business

Stephen F. McAndrew is the founder and principal attorney at the Law Office of Stephen F. McAndrew in Encino, California. For more than 20 years, he has represented businesses and individuals involved in employment lawand business litigation matters throughout Los Angeles County and the San Fernando Valley.. Mr. McAndrew has extensive experience successfully litigating a broad range of complex disputes, including numerous wage and hour class action suits and multimillion-dollar cases. Before opening his own practice in 2004, Mr. McAndrew served as in-house litigation counsel for a multibillion-dollar corporation. He has also practiced law at two of the most prestigious law firms in the country.. Mr. McAndrew represents clients in a wide array of business and employment matters involving wage and hour litigation, wrongful termination, employment discrimination, sexual harassment, intellectual property disputes, breach of contract actions, allegations of fraud and shareholder disputes. He has tried cases in state and federal courts, appeared before numerous administrative and regulatory agencies, and successfully briefed and argued several appeals.. Mr. McAndrew has a deep commitment to pro bono work and proudly serves as general counsel to One Circle, Inc., a nonprofit organization dedicated to protecting children from abuse.

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“I have worked with Steve on contested matters and his judgment and analytical skills are execptional. He is a superior litigator and any client can rest assured that having Steve i…”

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Susanne Bendavid

Firm: Lewitt, Hackman, Shapiro, Marshall & Harlan, A Law Corporation

16633 Ventura Boulevard 11th Floor , Encino , California 91436

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

Avvo Review

“. For our own firm, Sue advises us frequently on our own in-house issues. We’ve engaged her servi”

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Allan Williams

Firm: Price Law Group

15760 Ventura Blvd @, Suite1100 , Encino , California 91436

Practice Areas: Bankruptcy, Employment, Trusts, Estate Planning, Litigation, Bankruptcy & Debt, Bankruptcy & Debt

Lawyers.com Review

“I have worked with Allan for many years and can say that he is hard working, ethical and always available for his clients.”

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Jordan Blumenfeld-James

Firm: Landegger, Baron and Lavenant

15760 Ventura Boulevard Suite 1200 , Encino , California 91436

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

Lawyers.com Review

“I endorse this lawyer.”

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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.