When You're Treated Differently, We Fight Back
Discrimination does not always announce itself. It can show up in a hiring decision that never gets explained, a promotion that goes to a less qualified colleague, or a termination that doesn’t add up. Whatever form it takes, employment discrimination is unlawful — and in California, employees have some of the strongest legal protections in the nation.
Holding Employers Accountable for Unlawful Treatment
The JHP Firm represents employees who have been treated differently, passed over, demoted, or pushed out because of who they are.
Discrimination affects your income, your career trajectory, and your sense of professional worth. It sends a message that your contributions matter less than someone else’s — not because of your performance, but because of characteristics that have nothing to do with your ability to do your job.
That message is illegal. And we’re here to make sure employers answer for it.
Who Is Protected
California law prohibits discrimination based on:
Race or ethnicity.
Pregnancy or parental status.
Religion
Sexual orientation.
Military or veteran status.
Genetic information.
Gender or gender identity.
Disability or medical condition.
National origin.
Age (40 and older)
Military or veteran status.
If any of these characteristics played a role in how you were treated at work — even as one factor among several — you may have a claim.
Common Forms of Workplace Discrimination
Discrimination can be blatant or subtle. We handle cases involving:
- Hiring bias or refusal to hire based on protected characteristics.
- Unequal pay for substantially similar work.
- Denial of promotions despite strong qualifications.
- Termination based on age, disability, pregnancy, or other protected status.
- Hostile treatment or exclusion from opportunities.
- Failure to accommodate disability or religious practices.
- Harassment tied to protected characteristics.
- Pretextual performance issues manufactured to justify adverse action.
Pregnancy Discrimination
Pregnant employees are entitled to reasonable accommodations, protected leave, and the same professional opportunities as any other employee. Denying accommodations, forcing premature leave, reducing responsibilities, or terminating an employee because of pregnancy or a related medical condition is unlawful.
These cases are among the most clear-cut violations of California employment law, and we pursue them aggressively. Armig is particularly passionate about representing mothers and expecting mothers — because she understands firsthand what’s at stake.
How We Advocate For You
Discrimination is not always obvious, but we know how to prove it.
Employers rarely admit to discriminatory intent. What they do instead is manufacture performance issues, restructure teams, or cite pretextual reasons for adverse employment decisions. Uncovering the real motive requires thorough investigation, careful analysis of patterns, and the experience to know what evidence matters.
That is exactly what we do. We examine the full picture — hiring data, promotion histories, performance reviews, communications, and more — to build a case that exposes the truth behind the employer’s stated justification.
What You May Recover
Depending on the facts of your case, you may be entitled to:
- Lost wages, salary, and benefits.
- Compensation for emotional distress.
- Damages for harm to your career and professional reputation.
- Reinstatement or front pay.
- Punitive damages where the employer’s conduct was especially egregious.
- Attorney’s fees and costs.
Frequently Asked Questions
What compensation am I entitled to?
Every case is different, but California law allows employees to recover lost wages, emotional distress damages, and in cases of particularly egregious conduct, punitive damages designed to penalize the employer. We assess the full value of your claim from the start and pursue every dollar you are owed.
What if the discrimination was subtle — not overt?
Subtle discrimination is still discrimination. Disparate treatment, biased patterns, and pretextual justifications are all recognized under California law. If something felt wrong, it is worth discussing with an attorney.
What if I don't have direct proof of discrimination?
Direct evidence — like a manager admitting bias — is rare. Most discrimination cases are built on circumstantial evidence: timing, inconsistent explanations, comparative treatment of other employees, and patterns of behavior. We know how to connect those dots.
How long do I have to file?
Discrimination claims are subject to strict deadlines. Delaying can affect your ability to recover. Contact an attorney as soon as possible to protect your rights.