Other Discrimination Based on Protected Status
California law protects employees from discrimination based on a wide range of personal characteristics.
Discriminating against someone because of a legally protected status is prohibited in all aspects of employment, including hiring, firing, pay, promotions, benefits, job assignments, and workplace conditions.
Protected Characteristics Under California Law
The California Fair Employment and Housing Act (FEHA) makes it illegal for employers with five or more employees to discriminate based on the following protected categories:
- Race or color
- Ancestry or national origin
- Religion or creed
- Physical or mental disability
- Medical condition (including cancer or genetic characteristics)
- Marital status
- Sex, gender, gender identity, or gender expression
- Sexual orientation
- Age (40 and over)
- Military or veteran status
- Genetic information
- Reproductive health decision-making
- Citizenship or immigration status
These protections go beyond what is provided under federal law and apply even in hiring decisions, layoffs, or training opportunities.
Case Results
Common Forms of Discrimination
employee due to their ethnicity or religion
disclose a medical condition or pregnancy
slurs or ethnic stereotypes
religious observances or disabilities
sexual orientation or gender identity
filing a discrimination complaint
Discrimination can be overt or subtle, including workplace policies that disproportionately impact a protected group.
Employer Responsibilities
Employers are legally required to:
- Provide equal opportunities and treatment to all employees
- Implement anti-discrimination policies
- Train supervisors on harassment and discrimination prevention
- Promptly investigate complaints and take corrective action
Failure to do so may lead to liability for workplace discrimination or harassment claims.
Filing a Complaint
Employees must file a complaint with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC) before pursuing a lawsuit. A complaint must typically be filed within one year (CRD) or 300 days (EEOC) of the discriminatory act.
Legal Remedies
If discrimination is proven, an employee may recover: