Race, National Origin, and Religious Discrimination Lawyers in San Francisco

At Le Clerc & Le Clerc, LLP, we represent employees throughout California who have suffered discrimination, harassment, or retaliation based on their race, national origin, or religion. These forms of mistreatment not only violate state and federal laws—they inflict deep personal and professional harm. If you’ve been treated unfairly at work because of who you are, you are not alone. Our attorneys are here to stand with you, help you understand your rights, and take powerful legal action on your behalf.

We are a respected San Francisco employment law firm with a proven record of success in complex discrimination cases. Whether your employer allowed racial slurs in the workplace, denied your right to religious observance, or targeted you because of your accent or ethnic background, we are ready to fight for justice.

If you’re searching for an experienced racial harassment lawyer or race harassment attorney who understands how these cases unfold and how to win them, you’ve come to the right place.

Understanding Discrimination: Race, National Origin, and Religion

Discrimination can take many forms, from overt hostility to subtle but persistent forms of exclusion. Under California’s Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964, employers are prohibited from making employment decisions based on race, color, ancestry, national origin, or religion.

This includes decisions about hiring, firing, pay, promotions, job assignments, and training opportunities. It also includes harassment, a hostile work environment, and failure to accommodate religious beliefs.

Racial and religious bias may be overt or implicit. It may stem from stereotypes, fear, or long-standing structural inequities. Regardless of its form, it is unlawful—and we help our clients hold employers accountable.

Recognizing Racial Harassment and Hostile Work Environments

Racial harassment in the workplace can involve slurs, jokes, offensive symbols, racial segregation, or repeated demeaning comments about someone’s appearance or background. It can be carried out by supervisors, coworkers, or even clients.

To rise to the level of unlawful harassment, the conduct must be severe or pervasive enough to create a hostile, intimidating, or offensive work environment. But even “casual” racist jokes or comments can contribute to a toxic workplace and be used as evidence in court.

Our firm frequently represents clients who have endured:

• Use of racial epithets or slurs in the office
• Mocking of natural hair, skin color, or cultural dress
• Racially charged graffiti or imagery in shared workspaces
• Job segregation or being “pushed out” of visible roles due to race

If you’re experiencing any of these situations, don’t wait—contact a racial harassment attorney to protect your rights and stop the abuse.

Discrimination Based on National Origin

National origin discrimination occurs when an employer treats an individual unfavorably because of their country of origin, ancestry, language, accent, or ethnic background. This form of bias can appear in both obvious and subtle ways and often overlaps with race-based discrimination. Under both Title VII of the Civil Rights Act of 1964 and California’s Fair Employment and Housing Act (FEHA), national origin discrimination is strictly prohibited in all aspects of employment—including hiring, promotions, assignments, compensation, and termination.

One of the most common examples is hiring discrimination against applicants with foreign-sounding names. Studies have shown that job seekers with non-Anglo names frequently receive fewer callbacks and interviews, even when their qualifications match or exceed those of other candidates. This kind of bias, whether implicit or intentional, violates both state and federal law.

Another recurring issue involves “English-only” workplace policies. While employers may require English proficiency for certain roles where it is clearly necessary for business operations or safety, blanket rules that prohibit the use of other languages—even during breaks or in private conversations—can disproportionately harm non-native speakers and create a discriminatory environment. These rules are legally suspect unless the employer can show a legitimate, non-discriminatory reason for enforcing them.

Workers may also be targeted based on appearance, citizenship status, or cultural background. This might include assumptions about job performance, assigning lower-status tasks, or excluding individuals from key meetings or client-facing roles based on perceived “foreignness.” In some cases, discrimination occurs because of immigration-related harassment or demands for documentation beyond what is legally required.

Importantly, California law protects all workers, regardless of immigration status. Employers cannot use a worker’s undocumented status to justify discrimination or harassment. Whether you are a citizen, visa holder, or undocumented employee, you are entitled to a workplace free of bias and mistreatment.

If you’ve experienced national origin discrimination, it’s critical to speak with an attorney who understands how these laws apply and can help you assert your rights.

Religious Discrimination: Your Right to Belief and Practice

Religious discrimination occurs when an employer treats an employee unfavorably because of their religious beliefs, practices, or required accommodations. Under both Title VII and FEHA, it is illegal to discriminate against someone for practicing any religion—or for choosing not to follow one. These protections apply not only to major organized religions but also to sincerely held ethical or moral beliefs.

One of the most common forms of religious discrimination is the denial of reasonable accommodations. This includes an employer refusing to provide break time for daily prayers, declining requests for schedule changes to observe religious holidays, or disciplining employees for fasting or other religious observances. Employers are required to provide reasonable accommodations unless doing so would cause undue hardship. This high legal standard does not include minor inconveniences or costs.

Another frequent violation involves discrimination based on religious dress or grooming practices. Employees who wear headscarves, turbans, yarmulkes, or other faith-based attire cannot be penalized or excluded from customer-facing roles solely for their appearance. Similarly, rules requiring clean-shaven faces must be modified when a beard is grown for religious reasons, unless the employer can prove a safety concern that cannot be mitigated.

Harassment or ridicule for religious beliefs is also unlawful, especially when it creates a hostile or offensive work environment. This can include mocking prayers or rituals, pressuring someone to conform to another religion, or repeatedly making disparaging comments about an individual’s faith.

Employers often claim that allowing religious expression will disrupt workplace norms, but the law strikes a careful balance: unless a requested accommodation imposes a significant burden on business operations, it must be granted. That means employees have wide-ranging rights to practice their religion without fear of retaliation or marginalization.

At Le Clerc & Le Clerc, LLP, we help clients assert their right to religious freedom in the workplace and challenge discriminatory policies that violate state and federal protections. If your employer has denied your accommodations or harassed you for your beliefs, we are here to help you take action.

Common Employer Defenses (and How We Challenge Them)

Employers often try to downplay or deny discrimination by offering common excuses:

• “It was just a joke.”
• “Everyone is treated the same here.”
• “That’s not what they meant.”
• “They never complained before.”

At Le Clerc & Le Clerc, LLP, we know how to challenge these defenses with strategic evidence-gathering, witness interviews, and a clear understanding of legal standards. We show how discriminatory behavior affects job performance, mental health, and workplace culture—and we make sure employers are held accountable.

Retaliation for Reporting Discrimination or Harassment

Many workers hesitate to report race or religion-based mistreatment for fear of retaliation. California law prohibits any negative employment action in response to a discrimination complaint—including firing, demotion, isolation, or a hostile work reassignment.

Retaliation claims are often more straightforward to prove than the underlying discrimination. If you’ve experienced any adverse consequence after reporting race harassment, our attorneys can pursue damages for both the original discrimination and the unlawful retaliation that followed.

Building a Strong Legal Case: What Evidence Matters

You don’t need to have every detail perfectly documented—but the more evidence you can provide, the stronger your case. We recommend preserving:

• Texts, emails, or voicemails with racist or religiously offensive content
• HR reports or complaints filed internally
• Pay or performance records showing inconsistent treatment
• Testimony from coworkers who witnessed the misconduct
• Copies of any discipline or write-ups that followed a complaint

Our team helps you organize and present this evidence in a compelling, legally effective way.

How Le Clerc & Le Clerc, LLP Helps You Seek Justice

When you contact us, we start with a confidential case review. From there, we guide you through every step of the legal process:

• Filing charges with the California Civil Rights Department (CRD) or EEOC, if required
• Negotiating a settlement with your employer
• Litigating your case in state or federal court
• Seeking full compensation for lost income, emotional distress, legal fees, and punitive damages

We are not intimidated by large employers or corporate defense teams. We bring the resources and experience needed to level the playing field.

Why Choose Le Clerc & Le Clerc, LLP

At Le Clerc & Le Clerc, LLP, we combine extensive legal knowledge with an unwavering commitment to social justice. Our racial harassment lawyers have represented victims of race, national origin, and religious discrimination for over two decades, and we’ve earned a reputation for achieving meaningful results for clients throughout San Francisco and across California.

We are more than just experienced trial lawyers—we are advocates for dignity, equality, and accountability in the workplace. Clients choose us because we provide:

Deep Experience in Race and Religious Harassment Litigation

Our attorneys have successfully handled some of the most sensitive and complex workplace discrimination cases in California. We understand how bias operates—both overtly and subtly—and we know how to uncover the evidence needed to win.

A Passion for Protecting Workers’ Civil Rights

We believe every worker deserves to be treated with respect and fairness, regardless of their race, background, or beliefs. Our mission is to hold employers accountable when they violate those rights.

Personalized Legal Strategies and Compassionate Counsel

Discrimination and harassment can leave lasting emotional wounds. We take the time to listen, support, and tailor our legal approach to your goals—whether you want to hold your employer publicly accountable or resolve your matter quietly and efficiently.

A Strong Reputation Across California

Le Clerc & Le Clerc, LLP is known throughout the legal community for our integrity, tenacity, and results. We’ve been recognized by Super Lawyers and have earned the trust of clients from a wide range of industries, including tech, healthcare, education, and government.

Frequently Asked Questions (FAQ)

What is the statute of limitations for a race discrimination claim in California?

You generally have three years from the date of the discriminatory act to file a complaint with the California Civil Rights Department (CRD). After receiving a right-to-sue notice, you have one year to file a lawsuit. Federal deadlines are shorter, so contacting an attorney quickly is crucial.

Can I sue if I’m undocumented?

Yes. California law protects all workers—regardless of immigration status. You have the right to work in an environment free from discrimination and harassment. Employers cannot use your status to avoid liability.

What damages can I recover in a racial harassment case?

Depending on your racial harassment case, you may be entitled to:

• Back pay and front pay
• Emotional distress damages
• Punitive damages (in cases of extreme misconduct)
• Attorney’s fees and court costs

Our goal is to maximize your recovery and ensure lasting accountability.

Do I need to quit my job before filing a claim?

No. You do not need to resign to bring a complaint or lawsuit. In fact, remaining employed can often strengthen a retaliation claim if your employer takes adverse actions after you report misconduct.

Still have questions? Our race harassment attorneys are here to help. Contact Le Clerc & Le Clerc, LLP today for a confidential consultation and get the answers—and advocacy—you deserve.

Speak With a Racial Harassment Lawyer Today

If you’ve been harassed, targeted, or denied opportunities at work because of your race, ethnicity, or religion, you may be entitled to significant legal relief. The attorneys at Le Clerc & Le Clerc, LLP are ready to listen, guide, and fight for you.

Call us today for a confidential consultation or fill out our online form. Let’s take the first step toward justice—together.