Workplace Rights Representation Based in Torrance
Rastegar Law Group has represented California employees since 1991, and our Torrance office at 22760 Hawthorne Boulevard puts that work within easy reach of people who live and work in the South Bay. We represent employees only. We do not defend companies against their workers, so the people we sit across from are always employers, never the clients we serve.
The South Bay has a wide mix of employers: aerospace and defense contractors, refineries and port logistics companies, hospitals and medical groups, restaurants and hotels in the beach cities, retailers, and corporate offices along the 405 and Hawthorne Boulevard. Workplace problems look different in each of those settings, but the same California laws protect workers in all of them. If you think your employer crossed a legal line, we can review what happened and explain your options in plain terms.
South Bay Communities We Serve
Clients come to our Torrance office from throughout the South Bay and the Harbor Area, including:
- Torrance
- Redondo Beach
- Manhattan Beach
- Hermosa Beach
- Palos Verdes Estates, Rancho Palos Verdes, and Rolling Hills
- Carson
- Gardena
- Hawthorne
- El Segundo
- Lomita
- San Pedro and Harbor City
If getting to Torrance is difficult, we also offer virtual consultations, and we have offices in Los Angeles, Artesia, San Diego, and Coronado.
Employment Issues We Handle for South Bay Workers
Wrongful Termination
California is an at-will state, but an employer still cannot fire you for an illegal reason, such as discrimination, complaining about a legal violation, taking protected leave, or refusing to break the law. Learn more on our Torrance wrongful termination page.
Discrimination
The Fair Employment and Housing Act (FEHA) prohibits employers with five or more employees from treating workers differently because of race, sex, age (40 and over), disability, religion, national origin, sexual orientation, gender identity, pregnancy, and other protected characteristics. See our Torrance workplace discrimination page.
Sexual Harassment
Unwelcome sexual conduct, comments, or advances at work, whether from a supervisor, coworker, or even a customer, can violate FEHA. Read more on our Torrance sexual harassment page.
Wage and Hour Violations
Unpaid overtime, missed meal and rest breaks, off-the-clock work, misclassification as exempt or as an independent contractor, and late final paychecks are common problems. Our Torrance wage and hour page covers them in detail.
Retaliation and Whistleblowing
California law protects employees who report harassment, raise safety concerns, complain about pay, or report suspected violations of law. Under Labor Code sections 98.6 and 1102.5, if an employer takes adverse action within 90 days of certain protected activity, the law presumes retaliation unless the employer can rebut it. Visit our retaliation page.
Pregnancy Discrimination, Leave, and Equal Pay
We also help employees who were penalized for pregnancy or for taking family or medical leave under the California Family Rights Act (CFRA), and workers paid less than coworkers doing substantially similar work.
Local Considerations for South Bay Employees
Several details of South Bay employment are worth knowing:
- Local minimum wages vary. Most South Bay cities follow the statewide minimum wage, which is $16.90 per hour in 2026. San Pedro and Harbor City are part of the City of Los Angeles, which sets its own higher minimum wage. Certain industries, including fast food and health care, have their own statewide minimums.
- Shift and industrial work. Refinery, port, warehouse, and manufacturing jobs often involve long or irregular shifts. That makes daily overtime, double time, and meal and rest break rules especially important.
- Union-represented workers. Some South Bay employees work under collective bargaining agreements. A union contract can change how certain wage rules apply, but it does not take away FEHA’s protections against discrimination, harassment, and retaliation.
- Large employers with HR departments. Many South Bay employers have in-house HR and legal teams. Once a problem starts, it helps to have someone on your side who knows how those processes work.
How Working With Rastegar Law Group Works
- Free, confidential consultation. We listen to what happened, review the documents you have, and tell you honestly whether we think you have a claim.
- Contingency fee representation. We handle employment cases on a contingency fee basis, so you pay no attorney’s fee unless there is a recovery. Before you decide anything, we explain the fee agreement in writing, including how case costs are handled.
- Several languages. We assist clients in English, Spanish, and Farsi.
- In person or virtual. Meet us at the Torrance office or by video, whichever works for you.
Our attorneys include Farzad Rastegar, Douglas W. Perlman, Thomas S. Campbell, Jason A. Rastegar, and Chloe L. Rastegar. You can read about each of them on our attorneys page.
Visit Our Torrance Office
- Rastegar Law Group, 22760 Hawthorne Boulevard, Suite 200, Torrance, California 90505
- Phone: (310) 961-9600
- Hours: Monday through Friday, 9:00 a.m. to 6:00 p.m.
Free parking is available in the building garage, and the building has a wheelchair-accessible entrance and elevators. We recommend scheduling an appointment before you visit so the right person is available to meet with you.
Employment claims have strict filing deadlines, and some are as short as one year. If something at work does not feel right, call (310) 961-9600 or request a free case evaluation online.
South Bay Employment Law FAQs
Do I have to live in Torrance to work with your Torrance office?
No. The Torrance office serves clients from across the South Bay, the Harbor Area, and greater Los Angeles County. What matters is where your job is or was, not which city you live in. We can also meet virtually.
How much does it cost to talk to an employment lawyer?
The first consultation is free and confidential. If we take your case, we generally work on a contingency fee basis, which means no attorney’s fee unless there is a recovery. We explain the fee agreement and how costs are handled before you sign anything.
My employer is based outside the South Bay. Can you still help?
Often, yes. Many South Bay workers are employed by companies headquartered elsewhere in California or out of state. California employment laws generally protect employees who work in California, regardless of where the company is based.
Should I keep working while I talk to a lawyer?
In most cases, yes. Quitting can affect your claims and your unemployment benefits, so it is usually best to speak with an attorney before resigning. Some working conditions may amount to a “constructive discharge,” but that depends on the facts.
How quickly should I contact an attorney?
As soon as you can. Deadlines range from one year for some Labor Commissioner complaints to three years for filing with the Civil Rights Department under FEHA, and evidence is easier to preserve early. Read our guide to California employment claim deadlines.
This content is for informational purposes and is not legal advice. Reading it does not create an attorney-client relationship. Every case is different, and past results do not guarantee a similar outcome.