FEHA or EEO Complaint Threatening Your Company? We'll Help You Respond.
FEHA / EEO Defense for Employers in California
The California Fair Employment and Housing Act (FEHA) and federal EEO laws cover discrimination, harassment, retaliation, and accommodation obligations. FEHA applies to California employers with 5 or more employees for most protections, and to all employers regardless of size for harassment claims. Mishandled claims can damage your company's reputation and finances.
Employers often face emotionally charged claims and complex deadlines. The key is to respond strategically, not reactively.
Our Defense Processs
How We Defend California FEHA Claims
Initial Review
We assess the complaint, internal policies, and potential exposure.
Evidence Building
We gather HR data, witness statements, and digital communications.
Initial Response
We prepare, and we communicate with the opposing counsel or the investigator, and try to negotiate a solution.
Negotiation or Hearing
We defend during mediation, hearings, or litigation.
Post-Resolution Prevention
Implementing policy updates and training to prevent recurrence.
Why California Employers Choose Our FEHA Defense Attorneys
common questions
FEHA California: Common Employer Questions
We just got hit with a discrimination claim. What happens next?
It depends on who sent you the notice. If it's a government entity, we review the complaint and respond within the timeline demanded with evidence and facts to refute the claim. If the claim is from an attorney, we answer the complaint and file a cross-complaint if one is available.
The employee is claiming “harassment,” but we had no complaints before. How is that possible?
Many FEHA cases are built on hindsight; employees claim management “should have known.” We show that your company had proper reporting channels and acted in good faith.
Do I need to respond to the CRD (formerly DFEH) myself, or can my lawyer handle it?
We handle it. Responding without legal review can make things worse. The tone and detail of your first response often set the tone for the entire case.
They’re asking for emotional distress damages. Is that common?
Yes. FEHA allows non-economic damages, so claims can sound dramatic. We counter with documentation and focus on facts, not feelings.
Can we fire or discipline employees who have filed FEHA claims?
Yes, but it is not recommended. And if you do so anyway because of other factors, then you have to do it very cautiously. Likely retaliation will be added to the FEHA claim even if you are firing or disciplining for a legitimate reason.
How long do FEHA cases usually last?
Anywhere from a few months to a couple of years, depending on whether it stays at the agency level or moves into civil court. An early strategy can shorten that timeline.
Can mediation actually solve this?
Often, yes. Many FEHA claims settle through early mediation before becoming lawsuits, saving both time and cost.
What is FEHA and what does it cover in California?
FEHA is the California Fair Employment and Housing Act, one of the strongest employee-protection laws in the United States. FEHA prohibits discrimination based on race, gender, age (40 and older), disability, pregnancy, religion, national origin, sexual orientation, gender identity, and other protected categories. FEHA applies to California employers with 5 or more employees for most protections, and to all employers regardless of size for harassment claims. Claims are filed with the CRD (Civil Rights Department, formerly DFEH), which investigates and can pursue litigation on the employee's behalf.
What are the most common FEHA claims filed against California employers?
The most frequent California FEHA claims we defend involve FEHA age discrimination (employees age 40 and older), FEHA disability discrimination and failure-to-accommodate claims, California FEHA pregnancy accommodation leave disputes, sexual harassment, and retaliation in violation of FEHA. Age and disability claims are the fastest-growing categories in California, in part because FEHA provides broader protections than federal EEO laws (ADEA and ADA). If you've received a notice, respond within the deadline — a delayed response almost always weakens your defense.
Protect Your Business, Act Now.
Schedule a 15-minute consultation with our California FEHA employer defense attorneys to review your case, understand your exposure, and plan your next move.