Workplace Discrimination Attorney in San Francisco

Two Decades of Litigation Experience. Super Lawyer Recognition. Results for Both Sides.

California offers some of the broadest anti-discrimination protections in the country, and San Francisco layers additional ordinances on top of those statewide standards. When those protections are violated, the legal process moves quickly and punishes delay. Our San Francisco discrimination lawyers have decades of combined litigation experience and know how California courts and administrative agencies handle these claims from the first complaint through trial.

At Wood Litigation, APC, we represent both employees facing discrimination and employers defending against claims. Greg Wood’s Super Lawyer recognition and more than two decades of litigation experience mean clients get strategic, prepared counsel rather than a cookie-cutter approach. We serve clients throughout the Bay Area, including Marin, Alameda, and San Mateo counties.

Contact a San Francisco workplace discrimination attorney at Wood Litigation, APC. Call (415) 936-0300 or contact us online to schedule your consultation.

California & San Francisco Discrimination Protections

Federal law establishes a baseline. Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees and applicants based on race, national origin, color, sex, or religion. Court decisions have extended Title VII’s reach to cover sexual orientation and gender identity. The Age Discrimination in Employment Act protects workers and applicants who are at least 40 years old, and the Pregnancy Discrimination Act bars adverse treatment based on actual or perceived pregnancy status.

California’s Fair Employment and Housing Act (FEHA) goes further and prohibits discrimination based on:

San Francisco adds another layer through its Office of Labor Standards Enforcement (OLSE), which enforces city-specific employment protections beyond what the state requires. For workers and businesses in the city, staying current on both California statutes and local ordinances isn’t optional. At Wood Litigation, APC, we track local policy changes that affect pending and potential claims.

Recognizing Discrimination During Hiring

Anti-discrimination protections begin before the first day of work. Employers can’t use protected characteristics as a basis for hiring decisions, and job postings can’t invite only certain applicants or discourage others from applying based on protected identity.

San Francisco enforces specific hiring ordinances that go beyond state law. The Fair Chance Ordinance limits how employers may consider criminal history during the hiring process, and “Ban the Box” measures prevent upfront screening that can disproportionately exclude protected groups.

Warning signs of discrimination during hiring include:

• Job postings that encourage or discourage applicants based on a protected characteristic
• An interviewer asking about family plans, pregnancy status, or intentions to start a family
• An interviewer asking about country of origin, accent, marital status, or health in a way unrelated to job requirements
• An interviewer asking if you can “keep up” in a way that implies bias against age or disability

If you believe a discriminatory question or screening practice affected a hiring decision, document the specific language used. Our team can review the facts and advise you on whether you have a viable claim.

Recognizing Discrimination in the Workplace

Some workplace discrimination is obvious. Other forms are subtle but still cause measurable harm to your career and well-being. California law allows employees to use comparative and statistical evidence to support a discrimination claim, which means patterns of conduct matter as much as individual incidents.

San Francisco’s workforce spans technology, finance, healthcare, and hospitality, and covert discrimination is common in professional environments where bias shapes promotions, assignments, or performance reviews. The San Francisco Family Friendly Workplace Ordinance also addresses discrimination against employees with caregiving responsibilities, including changes in workload or workplace culture following a parental leave request.

You may be experiencing workplace discrimination if:

• Supervisors or colleagues make inappropriate comments or jokes referencing a protected aspect of your identity
• You are excluded from meetings, functions, or opportunities because of a protected characteristic
• You are passed over for promotions or advancement despite strong performance
• You face sexual harassment from a supervisor or colleague
• You receive poor performance reviews that don’t reflect your actual work
• You discover compensation gaps compared to peers with similar roles and qualifications
• You are denied reasonable accommodations for a disability, medical condition, religious practice, or pregnancy

Employees in protected classes, including LGBTQ+ workers, pregnant workers, and individuals with disabilities, may have access to additional protections under San Francisco’s local ordinances. Documenting changes in your work status, responsibilities, or treatment after asserting a protected right strengthens any eventual claim. Contact our San Francisco discrimination attorneys to explore your options.

How Discrimination Claims Proceed in San Francisco

Most discrimination claims begin with an administrative filing before any court action. Depending on the circumstances, that means filing a complaint with the California Civil Rights Department (formerly the DFEH) or the U.S. Equal Employment Opportunity Commission (EEOC). The San Francisco OLSE and the Human Rights Commission handle certain local complaints and can review cases alongside state or federal agencies.

After a complaint is filed, the relevant agency investigates and may attempt mediation or early resolution before issuing a right-to-sue letter. That letter opens the door to civil litigation in San Francisco Superior Court. We guide clients through each phase, from selecting the correct agency and venue to preparing for trial if early resolution doesn’t produce a fair outcome. Our knowledge of how these claims move through local administrative channels and the Superior Court helps clients at every stage.

If your situation also involves termination following a discrimination complaint, our wrongful termination attorneys handle those claims separately and can advise you on how the two matters interact.

Deadlines for Filing a Discrimination Claim in California

California employees generally have three years from the date of the alleged unlawful act to file a complaint with the Civil Rights Department under FEHA. Some federal claims carry shorter deadlines. Missing these windows can extinguish an otherwise valid claim entirely, regardless of how strong the underlying facts are.

Acting quickly also preserves evidence. Emails, performance records, and written communications are easier to gather before they’re deleted or become difficult to retrieve. We help clients identify the correct deadlines for their specific claims and move decisively to protect their rights from the first consultation forward.