When an employer’s unlawful practices affect dozens—or even hundreds—of employees, class action litigation gives workers the ability to unite and hold corporations accountable. These lawsuits are often the only effective way to challenge systemic violations that would otherwise go unchecked. Peter Law Group has extensive experience in large-scale employment class actions, representing groups of employees in claims involving unpaid wages, discrimination, and widespread workplace abuses. Our philosophy is straightforward: by joining forces, employees level the playing field against even the most powerful institutions. We are skilled in every stage of class action litigation, from the difficult battles over class certification through trial and settlement negotiations, and we have secured substantial results for our clients. If you and your colleagues have faced similar mistreatment, Peter Law Group will fight vigorously to safeguard your rights and achieve meaningful, lasting reforms in the workplace.
Wage and Hour Class Actions
Unpaid wages and overtime abuses are rarely isolated incidents—they typically stem from company-wide policies or systemic practices. Peter Law Group is widely recognized as a leader in wage and hour class actions, pursuing justice for workers who have been systematically underpaid and denied the protections guaranteed under California and federal law. We have successfully handled cases involving:
- Failure to pay minimum wages or overtime, depriving employees of their rightful earnings
- Denied meal and rest breaks, where workers are pressured to work through legally required downtime
- Off-the-clock labor, forcing employees to perform duties without compensation
- Employee misclassification, improperly labeling workers as independent contractors or exempt staff in order to avoid paying benefits and overtime
By consolidating claims into a class proceeding, employees are able to pool resources, share evidence, and present a unified case, making it significantly harder for employers to evade their legal obligations. Our attorneys have recovered millions of dollars in unpaid wages and penalties for groups of employees across multiple industries. Whether representing retail workers denied basic breaks, healthcare professionals working unpaid overtime, or white-collar employees misclassified as contractors, PLG ensures that employees are not only compensated but also treated with the dignity and fairness they deserve.
Discrimination & Systemic Workplace Violations
Discrimination embedded in workplace culture cannot be adequately addressed by a single lawsuit—it requires collective action. Peter Law Group has been at the forefront of class actions involving disability discrimination, pregnancy discrimination, and widespread bias in employment practices. We have represented groups of employees subjected to discriminatory policies, denied reasonable accommodations, or exposed to hostile work environments that persisted for years.
One significant example is a class action in which over 1,500 female employees of a state agency were denied pregnancy accommodations. PLG successfully negotiated a $5.1 million settlement and compelled sweeping reforms in workplace policy. That case not only compensated the affected employees but also created lasting changes that improved conditions for generations of future workers.
Our attorneys also pursue class-wide disability discrimination claims, challenging practices that deny necessary accommodations or force employees with medical conditions into unsafe or inappropriate assignments. In harassment cases, where patterns of abuse pervade entire departments or facilities, class litigation brings to light the full extent of misconduct. PLG’s mission is twofold: to secure meaningful financial recovery for those harmed, and to drive structural change that makes workplaces more inclusive, equitable, and safe for all employees.
Featured Cases
In March 2024, Peter Law Group initiated a groundbreaking class action lawsuit, Gutierrez et al. v. Los Angeles County Probation Department (Case No. 24STCV06193). This litigation represents a group of Deputy Probation Officers who allege that they were denied fair accommodations for documented medical restrictions and compelled to continue performing full custodial duties in juvenile detention facilities.
The claims in this case highlight troubling systemic practices, including:
- Failure by the Probation Department to engage in the interactive process required by law for employees with disabilities
- Refusal to provide light-duty or alternative work to medically restricted employees
- Forcing medically restricted officers into dangerous assignments involving high-risk youth
- Violations of the California Fair Employment and Housing Act (FEHA)
Peter Law Group serves as counsel for the Plaintiffs, pursuing both financial compensation for affected officers and broad institutional reforms. This litigation is designed not only to vindicate the rights of individual employees but also to ensure that the Department implements lasting changes that respect the dignity, safety, and legal protections of all workers with medical limitations.
In 2025, Peter Law Group achieved a landmark resolution in a series of pregnancy discrimination lawsuits against the California Department of Corrections and Rehabilitation (CDCR). These cases were brought on behalf of more than 1,500 female correctional officers and staff who, between 2015 and 2020, were denied reasonable accommodations during pregnancy. These women faced untenable choices: continue working under unsafe conditions, accept a demotion with reduced pay and status, or take extended leave without proper support.
The litigation resulted in a $5.1 million settlement and, even more importantly, sweeping policy reforms. As a direct outcome, CDCR revised its regulations to guarantee reasonable accommodations for pregnant employees, including access to light duty assignments and relief from essential job functions where medically necessary. These systemic changes ensure that no future employee will be forced into the same unfair and unsafe decisions. The outcome reflects Peter Law Group’s dual commitment to securing financial recovery for employees while advancing institutional reforms that create stronger, fairer workplaces for generations to come.
