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949-266-0880The California Fair Employment and Housing Act (FEHA) is one of the most progressive civil rights laws in the country. Enacted to prohibit discrimination, retaliation, and harassment in employment and housing, FEHA has evolved into a powerful tool for protecting the rights of Californians.
For expert guidance on navigating FEHA and understanding your rights, consider reaching out to experienced employment law legal professionals such as MJB Law Group.
From the workplace to your home, this act aims to create safe, fair, and inclusive spaces, and firms like MJB Law Group can help ensure these protections are upheld.
FEHA makes it illegal to discriminate against or harass individuals based on specific protected characteristics in employment and housing. It covers a wide spectrum—from hiring and firing to renting and selling homes.
Whether you're a worker, a tenant, or someone buying property, this act may protect you.
FEHA protects full-time and part-time employees, applicants, and even independent contractors. That’s right—freelancers and gig workers are often overlooked, but not here.
FEHA also extends to housing. Whether you’re renting an apartment or applying for a mortgage, this act offers essential protections from bias.
FEHA applies to employers with five or more employees. For harassment claims, even a single employee can invoke the law. Smaller employers still have legal responsibilities too.
FEHA applies across the board—government agencies, private businesses, nonprofits—no one's above the law.
Discrimination based on skin color, faith, or where you’re from? FEHA says absolutely not.
Whether you’re cisgender, transgender, gay, straight, or anywhere on the spectrum—FEHA has your back.
Chronic illnesses or mental health conditions shouldn’t block your opportunities. Under FEHA, you’re entitled to reasonable accommodations.
The list goes on—age, marital status, veteran status… FEHA is thorough and inclusive.
Discrimination can be subtle or overt—either way, it’s illegal under FEHA. That includes bias in hiring, firing, promotions, and even job assignments.
FEHA makes it clear: if you speak up, you’re protected. Employers cannot retaliate against you for reporting unlawful behavior.
Whether verbal or physical, unwanted advances at work are never okay—and they’re illegal under FEHA.
If your workplace becomes toxic due to consistent offensive conduct, you may have a valid claim under FEHA.
Prevention isn’t optional. Employers are required to create a harassment-free environment... before it becomes a legal issue.
Reasonable accommodations might include ergonomic desks, adjusted schedules, or even working remotely.
FEHA respects your faith—accommodations could involve prayer breaks or religious dress.
Employers must engage in a good-faith dialogue—an interactive process—to determine what accommodations are reasonable.
Under FEHA, eligible employees can take up to four months of leave during pregnancy or childbirth-related conditions.
From lifting restrictions to frequent breaks—employers must make reasonable accommodations.
Landlords can’t deny housing based on your race, religion, disability, or family status. That includes advertising or different rental terms.
Housing providers must allow reasonable modifications—like wheelchair ramps or service animal access.
Got kids or using housing vouchers? FEHA prohibits discrimination based on that too.
Harassment isn’t limited to workplaces—abusive landlords or discriminatory neighbors fall under FEHA too.
You can file a complaint or sue for damages, injunctive relief, and even emotional distress.
To pursue legal action, you’ll first need to file a complaint with CRD (formerly DFEH).
You generally have three years to file a complaint. Don’t wait too long… justice doesn’t like being rushed.
After filing, you may request a Right-to-Sue notice to move forward with your lawsuit.
Once you sue, the process involves discovery, potential mediation, and possibly a court trial.
You could be awarded back pay, emotional distress damages, reinstatement, or even punitive damages.
If you win, the court may order the employer or landlord to cover your legal fees.
Training, policies, and a healthy culture—these aren’t optional anymore.
Supervisors must undergo biennial harassment training under FEHA.
A compliant written policy must include complaint procedures, timelines, and your rights.
FEHA provides broader protections, covers more employers, and allows more types of damages.
Unlike Title VII, FEHA includes independent contractors, smaller employers, and broader definitions of harassment.
California leads the way in protecting LGBTQ+ rights, and FEHA is a cornerstone of that movement.
From same-sex marriage to gender identity protections—FEHA stands at the frontline of progress.
If you’re 40 or older, you’re protected under FEHA. Ageism is not just unfair—it’s illegal.
Think: not being promoted, forced retirement, or being passed over for younger candidates.
FEHA protects those caring for children, elderly parents, or disabled family members.
Depression, anxiety, PTSD, and more are recognized. Mental health deserves parity—and protection.
Quiet rooms, flexible hours, or modified duties... all part of the conversation under FEHA.
Reporting discrimination, supporting coworkers, or filing a complaint—all protected.
Demotions, firing, bad performance reviews, or exclusion after speaking up? That’s retaliation.
It’s not just a number on a paycheck—pay equity is a civil right under FEHA.
FEHA complements the California Equal Pay Act, tackling race and gender-based wage gaps.
You don’t need to be a full-time employee to be protected. Freelancers and gig workers count too.
If you’ve been wrongly classified as an independent contractor, FEHA may still protect you.
Agents can’t steer you away from neighborhoods based on bias. That’s discrimination—pure and simple.
FEHA also applies to discriminatory loan terms and application processes.
Document everything. Texts, emails, names, and dates can all become essential later on.
Reach out to experienced legal professionals at MJB Law Group who can guide you through the process.
Lost wages, emotional distress, and more. FEHA allows for substantial remedies.
You may also be reinstated in your position or granted accommodations going forward.
CRD handles complaints, investigates claims, and ensures FEHA is upheld across California.
Train, educate, document—compliance doesn’t happen by accident.
Update your workplace and housing policies regularly. Laws change... and so should your procedures.
MJB Law Group is a boutique litigation law firm in California focusing on employment and personal injury law. We fight for individuals—not corporations—and have a track record of successful outcomes.
Whether you're battling workplace harassment or unfair housing practices, MJB Law Group stands ready to advocate for you.
Compassionate, committed, and tenacious. We will fight for your rights like it’s personal because to us, it is. Contact us.
The California Fair Employment and Housing Act is more than a law—it’s a promise. A promise that every person deserves dignity, fairness, and protection in employment and housing.
Whether you’re dealing with discrimination, harassment, or retaliation, you’re not alone. Know your rights and enforce them with MJB Law Group.
