San Diego Employment Law Attorneys

Civilian defense contractors and employees of military-adjacent businesses in San Diego have the same employment law protections as all California workers under FEHA and the California Labor Code. Additionally, federal whistleblower protections under the False Claims Act protect contractors who report fraud or waste on government contracts. If you work at a defense company near MCAS Miramar, Naval Base San Diego, or Camp Pendleton and experienced discrimination, retaliation, or wrongful termination, contact our attorneys.

Unfortunately, yes. San Diego's tourism and hospitality sector — including hotels, restaurants, bars, and event venues — has some of the highest rates of workplace sexual harassment in the state. Workers in these industries are often vulnerable due to tip dependence, irregular scheduling, and power imbalances. California law holds employers strictly liable for harassment by supervisors and requires all employers to take reasonable steps to prevent harassment.

You can file with the California Civil Rights Department (CRD), the EEOC San Diego Local Office on Front Street, or pursue a lawsuit in San Diego Superior Court after obtaining a right-to-sue notice. For wage claims, you can also file with the California Labor Commissioner's San Diego office. Our attorneys will evaluate your claim and recommend the best path forward.

Terminating an employee on protected medical leave violates the California Family Rights Act (CFRA), the FMLA, and potentially the ADA and FEHA's disability protections. If you were fired while on approved leave or shortly after returning, you may have claims for wrongful termination, disability discrimination, and retaliation. San Diego employees facing this situation should contact an employment attorney promptly to preserve their rights.

California overtime law requires most employers to pay 1.5x the regular rate for hours over 8 in a day or 40 in a week, and 2x for hours over 12 in a day. If your San Diego employer is denying overtime, rounding time, requiring off-the-clock work, or misclassifying you as exempt, you can recover unpaid wages, interest, penalties, and attorney fees. Wage claims in California can go back up to four years.