Remedy Law Group

About Remedy Law Group — Employment Law Burbank California

Remedy Law Group is an employment law Burbank firm that fights for workers across all of Southern California who face harassment, discrimination, wrongful termination, and other forms of workplace abuse. The firm combines large-firm legal resources with the personal attention that major employment law practices rarely provide — a distinction that matters when a worker’s livelihood and dignity are on the line. Remedy Law Group has recovered settlements in the six and seven figures for clients, holding employers accountable in a region where industries with significant power imbalances — entertainment, production, logistics — make employment violations common. Workers in employment law disputes across Los Angeles County have a Burbank-based team that understands the local industry dynamics driving many of these cases.

The firm’s geographic scope covers all of Southern California, meaning Burbank employees dealing with studio, production company, or post-production employer violations have direct access to attorneys who operate in the same employment market. Employment law Burbank cases benefit from an advocate familiar with how California’s expansive employee protections interact with entertainment industry contracts, union status, and gig-economy classifications that blur the employer-employee line.

What Clients Say

Clients describe Remedy Law Group as an office that treats their case as a priority rather than one file among hundreds. Workers who felt powerless against large employers note that the firm’s willingness to build a detailed evidentiary record — not just send a demand letter — changed the employer’s response entirely. The six and seven-figure settlement outcomes mentioned across reviews are consistent with the firm’s stated track record, and clients say the team prepared them honestly for what the process would involve.

Employment Law Burbank — Practice Areas & Services

• Sexual Harassment and Hostile Work Environment: Representing Burbank and Southern California employees subjected to unwanted conduct, quid pro quo arrangements, and retaliatory responses to complaints in entertainment, media, and other industries.
• Discrimination (Race, Gender, Age, Disability): Pursuing FEHA and Title VII claims for employees passed over for promotion, subjected to disparate treatment, or terminated based on a protected characteristic.
• Wrongful Termination and Retaliation: Challenging terminations tied to protected activity — including reporting wage theft, filing workers’ comp claims, or cooperating with an investigation.
• Wage Theft and Unpaid Overtime: Recovering unpaid compensation under California’s Labor Code and through PAGA claims for systematic violations affecting multiple employees.
• Workplace Abuse: Addressing the full spectrum of employment law Burbank violations, from isolated incidents of supervisor misconduct to company-wide policies that violate California law.

Frequently Asked Questions

What is the difference between wrongful termination and at-will employment in California?

California is an at-will state, meaning an employer can generally terminate an employee for any reason — or no reason — without legal liability. The exceptions are significant, however: terminations that violate a protected characteristic (race, gender, age, disability), punish protected activity (whistleblowing, filing a complaint), or breach an express or implied employment contract are all actionable. In practice, many Burbank terminations that look like at-will decisions contain facts suggesting an illegal motive that a thorough investigation can surface.

Can I sue my employer if I signed an arbitration agreement?

California has narrowed the enforceability of mandatory employment arbitration agreements in recent years, and some claims — particularly PAGA claims — cannot be waived through arbitration clauses under California law. The California Supreme Court and the Ninth Circuit have ongoing disputes with federal preemption doctrine in this area, so the answer depends on the specific language in your agreement and the nature of your claim. An employment attorney can evaluate your agreement before you assume arbitration is required.

What evidence do I need for an employment harassment or discrimination claim in Burbank?

Useful evidence includes emails, texts, or Slack messages that document the conduct or the employer’s awareness of it; HR complaint records; performance reviews before and after protected activity; witness statements from colleagues who observed the behavior; and your own contemporaneous notes with dates and details. California law also allows you to request your personnel file and payroll records. The best time to start preserving this evidence is before filing — and before your employer learns you are considering a claim.