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Employer FAQ — California Employment Law for Businesses
Got Questions? We’ve Got Answers.
Answers to common questions California employers have about labor and employment law. For advice on your specific situation, contact our office directly — the first 15 minutes are free.
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§ 01 — Employer FAQ
California employment law, from the employer’s side
Q.01What does California employment law cover?+
It regulates the entire employer-employee relationship — hiring, wages and hours, breaks, leaves, discrimination and harassment, workplace safety, and termination — under statutes including the Labor Code and the Fair Employment and Housing Act (FEHA).
Q.02How much does the initial consultation cost?+
Nothing. Your first 15-minute case review is free and confidential. We listen to the facts, tell you where you stand, and outline your options before you commit to anything.
Q.03Do you ever represent employees?+
No. We only represent management. Our loyalty is undivided, and our strategies are honed for one purpose: your defense.
Q.04What parts of California do you serve?+
We are rooted in the Los Angeles legal community and defend businesses across California — including Orange County and Riverside — in state and federal courts, arbitration, and administrative hearings.
Q.05I just received a claim or lawsuit. How fast should I act?+
Immediately. Response deadlines in California employment matters are short, and early strategy decisions shape the entire case. Call before you respond to the employee, the agency, or opposing counsel.
Q.06Can one employee’s complaint affect our whole workforce?+
Yes. Wage and hour theories are commonly pursued as class actions, and PAGA allows a single employee to seek civil penalties on behalf of all allegedly affected employees, per pay period.
Q.07What is a PAGA notice and why is it urgent?+
It is the letter to the LWDA (and you) that precedes a PAGA lawsuit. It starts short statutory windows — including cure provisions for certain violations that can eliminate penalties entirely if used in time.
Q.08California is at-will — how can a termination be “wrongful”?+
At-will employment has statutory and public-policy exceptions. If a termination is alleged to be motivated by a protected characteristic or protected activity, the documented business reason — not at-will status — is the defense.
Q.09An employee filed a harassment complaint. What is our obligation?+
To respond promptly, investigate fairly, and take appropriate corrective action — FEHA also separately requires taking reasonable steps to prevent harassment. A documented, impartial investigation is both the obligation and the core of the defense.
Q.10What is a Labor Commissioner (Berman) hearing?+
An administrative wage-claim proceeding under Labor Code § 98 — informal and fast, with real monetary consequences and a short appeal window. Employers should arrive represented and prepared.
Q.11Are arbitration agreements still worth having in California?+
Properly drafted ones remain enforceable and strategically valuable — but the law shifts frequently, so agreements should be reviewed against current standards rather than assumed valid.
Q.12How long does employment litigation take?+
Typically 18 to 36 months from complaint to trial in California courts — faster in arbitration, and much faster when early dispositive motions succeed.