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Workplace Discrimination Class Actions

Peter Law Group represents employees across California in workplace discrimination class actions involving systemic violations of state and federal anti-discrimination laws.

When discriminatory practices affect an entire group of workers, a class action provides a powerful way to challenge those policies, enforce equal rights, and hold employers accountable.

What is a Workplace Discrimination Class Action?

A workplace discrimination class action is filed when an employer engages in discriminatory conduct that impacts a group of employees in a similar way. Class actions allow employees to pursue justice collectively when widespread or systemic harm is involved. These cases often involve:

  • Race or ethnicity discrimination
  • Gender or pregnancy discrimination
  • Disability discrimination
  • Age discrimination (40+)
  • Sexual orientation or gender identity discrimination
  • Company-wide discriminatory hiring, promotion, or termination practices

Common Forms of Systemic Workplace Discrimination

Discrimination class actions may arise from:

  • Unequal promotion opportunities
  • Biased performance evaluations
  • Discriminatory discipline or termination policies
  • Hostile work environments
  • Biased hiring or screening practices
  • Company-wide failure to accommodate disabilities
  • Your attorney will evaluate whether these patterns support a class or group action

Why Choose Peter Law Group?

Peter Law Group has deep experience investigating and litigating workplace discrimination class actions. We:

  • Conduct thorough investigations to uncover systemic discriminatory practices
  • Handle class actions under FEHA, Title VII, ADA, and ADEA
  • Protect employees from retaliation
  • Work on a contingency fee basis
  • Provide strategic, compassionate representation

Serving Employees Across Southern California

  • We represent workers in Los Angeles, Orange County, San Bernadino County, San Diego County, Ventura County and beyond.

Wage & Hour Violations Are Different

Workplace discrimination is legally distinct from wage and hour violations involving unpaid wages, overtime, or break violations. If your concerns relate to pay issues, please visit our California Wage & Hour Class Actions page.

Workplace Discrimination Class Action FAQs

1. What qualifies as a workplace discrimination class action?

A class action applies when an employer’s discriminatory practices affect a large group of employees in the same or similar way.

2. How do I know if my situation is part of a larger pattern ?

If multiple coworkers report similar treatment—denials of promotions, hostile behavior, biased evaluations—this may indicate systemic discrimination.

3. What laws apply to discrimination class actions?
FEHA, Title VII, the ADA, and the ADEA commonly apply.

4. Do I need to pay upfront?

No. We handle these cases on a contingency basis.

5. What compensation can employees recover?

Possible remedies include monetary compensation, emotional distress damages, reinstatement, and employer policy changes.

6. Can I be retaliated against?

Retaliation is illegal under both state and federal law.

7. What evidence should I gather?

Emails, texts, HR complaints, performance reviews, and notes may be useful—but your attorneys will also investigate.

8. How long do discrimination class actions take?

Timelines vary because class certification and discovery take time; early consultation is best.

9. What should I do if discrimination is happening to a group?

Document what you observe and speak with an employment attorney promptly.

Speak With Our Workplace Discrimination Class Action Attorneys

If you believe your employer is engaging in discriminatory practices affecting a group of employees, Peter Law Group can help. Contact us today for a confidential consultation.

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.