Industries
California Employment Lawyers by Industry
Violations follow business models. Warehouses run quotas, hospitals run short-staffed units, restaurants pool tips, farms pay piece rates, tech pays in equity.
The statute that decides your case often depends on which building you work in.
Why Your Industry Changes Your Case
California actually writes industry-specific law: a fast-food minimum wage, a healthcare minimum wage, a warehouse quota statute, a farmworker overtime schedule.
A generalist page glosses over those, and glossing over them is how employees get shortchanged. We represent employees only, statewide, on contingency, so there is no fee unless we win.
Find Your Industry
Healthcare Workers and Nurses
SB 525 minimum wage, patient-safety retaliation, and broken breaks on 12-hour shifts.
Warehouse and Logistics
AB 701 quota rights, indoor heat, and temp-agency joint employer liability.
Tech Workers
Layoffs and WARN notice, severance and equity review, and age-screened reduction-in-force lists.
Restaurant and Fast Food
The AB 1228 $20 wage, tip theft, and off-the-clock prep and closing.
Agricultural Workers
Daily overtime, piece-rate rest pay, heat illness, and protections regardless of immigration status.
What If My Industry Is Not Listed?
The claim menu is universal even where an industry page does not exist yet. Start with the practice hubs at employment law, or use the triage at what is my claim.
More industry pages are coming. Retail, hospitality, gig drivers and public employees are next.
The Claims We See in Every Industry
How a Case Starts, Whatever Your Job Title
1
Tell Us What Happened
Plain language, about two minutes.
2
Share Your Documents
Pay stubs, schedules, write-ups, or nothing at all.
3
Talk to an Attorney
Your employer never hears from us until you decide.
What to Do Right Now
- Save your pay stubs, schedules and the handbook to a personal device.
- Write down dates and names while memory is fresh.
- Keep complaints in writing. Email beats hallway conversations.
- Do not sign exit paperwork before a review.
Frequently Asked Questions
Do Industry Rules Replace Normal Labor Law?
No. They add floors on top of the Labor Code. You keep every baseline right.
My employer is a staffing agency. Who do I sue?
Labor Code 2810.3 makes the client company share liability. See warehouse and logistics.
Does Immigration Status Change My Rights?
No. Labor Code protections apply regardless of status. See agricultural workers and immigrant worker rights.
I signed an arbitration agreement. Is my case dead?
No. Representative PAGA claims survive, and these agreements have enforceability limits. See forced arbitration.
My union has a contract. Can I still sue?
Many rights under the Labor Code and California’s Fair Employment and Housing Act (FEHA), the state’s main workplace discrimination law, cannot be bargained away, though some collective bargaining carve-outs exist. Worth a review.
Which Office Handles My Area?
See locations and the eight city hubs.
Employment Law Resources
- California Labor Commissioner, employee rights across industries: dir.ca.gov
- California Civil Rights Department, discrimination, harassment and retaliation: calcivilrights.ca.gov
- Labor Code 2810.3, client employer and staffing agency shared liability: leginfo
Tell Us What Happened
One business day for a response. You pay nothing unless we win.