San Francisco Employment Law Attorneys

San Francisco provides some of the strongest worker protections in the country, layered on top of California and federal law. The city has its own minimum wage (among the highest in the nation), a Paid Sick Leave Ordinance, a Health Care Security Ordinance requiring employer health spending, a Fair Chance Ordinance limiting criminal background checks, and a Family Friendly Workplace Ordinance giving parents the right to request flexible schedules. The SF Office of Labor Standards Enforcement (OLSE) actively enforces these local protections.

Age discrimination is a significant problem in San Francisco's tech industry, where workers over 40 are frequently pushed out in favor of younger employees. California FEHA and the federal ADEA prohibit age-based discrimination in hiring, promotion, compensation, and termination. If you were laid off, denied promotion, or subjected to ageist comments or policies, you may have a strong claim. Our attorneys have experience handling age discrimination cases against major SF tech employers.

You have several options: the San Francisco OLSE for local wage and hour violations, the California CRD for discrimination and harassment claims, the EEOC San Francisco District Office for federal discrimination charges, or the California Labor Commissioner for state wage claims. For wrongful termination and discrimination, you may also file directly in San Francisco Superior Court after obtaining a right-to-sue notice. An employment attorney can advise on the best strategy.

Under California's ABC test established by AB5, most workers must be classified as employees unless the employer can prove the worker is free from control, performs work outside the company's usual business, and has an independent trade or business. Misclassification deprives you of overtime pay, benefits, workers' compensation, and unemployment insurance. San Francisco gig workers, freelancers, and tech contractors who believe they are misclassified should consult an employment attorney to evaluate their situation.

No. San Francisco workers are protected by the federal FMLA, the California Family Rights Act (CFRA), and local ordinances including the SF Paid Parental Leave Ordinance. Employers cannot terminate, demote, or retaliate against employees for taking protected leave. If you were fired or suffered adverse consequences after taking family leave, you likely have a retaliation claim and may be entitled to lost wages, benefits, and emotional distress damages.

Deadlines vary by claim type: three years for CRD discrimination complaints, 300 days for EEOC charges, three to four years for most wage claims, and two to three years for wrongful termination depending on the legal theory. San Francisco OLSE claims have their own deadlines for local ordinance violations. Because missing a deadline can permanently bar your claim, contact an employment attorney as soon as possible.