California’s FEHA lets disability discrimination claims move forward even when an employer says it fired you for “no reason” or gives no explanation at all. At-will employment does not cancel anti-discrimination protections, and a sudden “clean” termination can be circumstantial evidence of bias. This article explains how to prove disability discrimination after a no-reason termination […]
Californians age 40+ are protected from layoff-related age bias under the Fair Employment and Housing Act (FEHA), even when an employer calls it a “restructuring.” In practice, you can prove age discrimination by showing the restructuring reason is pretext—using selection data, replacement evidence, and inconsistencies. This article explains the legal standards, best evidence, and step-by-step
In California, you can still prove age discrimination after a layoff even if the employer claims your replacement is “younger but more qualified” by showing the “qualification” explanation is a pretext and age was a substantial motivating reason. Layoffs often trigger age-bias claims when older workers are selected for termination or denied comparable roles while
