Age and gender discrimination are two of the most persistent issues in Pasadena workplaces. Federal and state laws prohibit bias based on age, gender, gender identity, pregnancy, or related conditions. Yet employees still face unfair treatment, from being passed over for promotions to enduring harassment.
Understanding these protections empowers workers to identify discrimination early, document evidence, and take informed action.
If you believe you’ve experienced age or gender discrimination in Pasadena, call (866) 973-5691 or contact KP Law online for a free consultation.
Understanding Age Discrimination in the Workplace
Age discrimination occurs when workers aged 40 or older are treated differently because of stereotypes about ability, productivity, or adaptability. This type of discrimination often appears in subtle ways. For example, employees may be denied training opportunities, laid off before younger colleagues, or excluded from projects based on assumptions about their skills.
In Pasadena, age discrimination is especially common in tech-driven industries, where employers may assume younger workers are more adaptable or less expensive. These biases can push out highly qualified older employees who still have years of experience to contribute.
Key Laws Protecting Against Age Discrimination
Employees in Pasadena are protected under both federal and California law.
- Age Discrimination in Employment Act (ADEA) of 1967 – This federal law protects employees 40 and older. It applies to employers with 20 or more workers and prohibits discrimination in hiring, firing, pay, promotions, and training.
- California Fair Employment and Housing Act (FEHA) – Offers even broader protections. It applies to employers with 5 or more employees and bars age-based discrimination, harassment, and retaliation. FEHA also requires reasonable accommodations for older workers unless doing so would create undue hardship.
Workers over 40 have strong protections under both federal and California law, making it unlawful for employers to treat them unfairly based solely on age.
Recognizing Age Discrimination
Employees may notice signs that age is influencing workplace decisions. Some common examples include:
- Promotions going to less qualified younger workers.
- Performance reviews that don’t match actual contributions.
- Exclusion from training or leadership development programs.
- Derogatory remarks or jokes about age.
Workers should document these incidents carefully. Saving emails, noting conversations, or keeping copies of evaluations can provide crucial evidence in a legal claim.
Understanding Gender Discrimination
Gender discrimination involves treating employees unfavorably because of their gender, gender identity, or gender expression. It also covers pregnancy discrimination, sexual harassment, and unequal pay.
In Pasadena, employees may face unequal advancement opportunities, wage disparities, or hostility because of their gender identity. Pregnant employees may be denied accommodations, while others may be subjected to unwelcome remarks or inappropriate conduct in the workplace.
Key Laws Protecting Against Gender Discrimination
Several federal and state laws work together to protect Pasadena employees from gender discrimination.
- Title VII of the Civil Rights Act of 1964 – Prohibits discrimination based on sex, gender identity, or sexual orientation. Applies to employers with 15+ workers.
- California FEHA – Expands protections to include gender identity and expression. Applies to employers with 5+ workers.
- Equal Pay Act of 1963 – Requires men and women to receive equal pay for substantially equal work.
- California Equal Pay Act – Strengthens protections by requiring equal pay for “substantially similar” work and prohibiting retaliation for discussing wages.
- Pregnancy Discrimination Act (PDA) of 1978 – Amends Title VII to prohibit discrimination based on pregnancy or childbirth.
- Pregnant Workers Fairness Act (PWFA) of 2022 – Requires reasonable accommodations for pregnancy-related limitations unless they create undue hardship.
Gender protections in Pasadena extend beyond basic equality, covering identity, pay fairness, pregnancy, and workplace accommodations.
Recognizing Gender Discrimination
Gender discrimination takes many forms, and Pasadena workers should be alert to signs such as:
- Unequal pay for substantially similar work.
- Promotions denied due to gender stereotypes.
- Sexual harassment or a hostile work environment.
- Pregnancy-related bias, such as refusing reasonable accommodations.
Employees experiencing these issues should keep notes of specific remarks, record instances of unequal treatment, and compare their experiences to coworkers in similar positions.
Filing a Discrimination Claim in Pasadena
Employees who suspect discrimination should follow these important steps to protect their rights.
- Document everything – Keep detailed notes about dates, times, incidents, and witnesses. Save emails, text messages, and performance reviews.
- Review internal policies – Many employers have HR complaint systems. Reporting internally can create a record that strengthens a future claim.
- File a complaint – Federal claims are filed with the Equal Employment Opportunity Commission (EEOC). State claims go to the California Civil Rights Department (CRD), formerly known as DFEH.
- Consult an attorney – Speaking with an employment lawyer in Pasadena ensures you understand the best path forward, whether through mediation, negotiation, or litigation.
Employees don’t have to face discrimination alone, legal avenues exist at both the state and federal level.
Employer Responsibilities
Employers in Pasadena must comply with anti-discrimination laws by taking proactive steps, including:
- Implementing and enforcing written anti-discrimination policies.
- Providing training for managers and staff to recognize and prevent bias.
- Reviewing hiring, promotion, and pay practices to ensure fairness.
- Investigating complaints thoroughly and addressing issues promptly.
- Offering reasonable accommodations for older workers and pregnant employees when required.
These responsibilities protect workers while also helping businesses avoid costly lawsuits and damaged reputations.
Recent Developments
California continues to strengthen its worker protections. A 2025 appellate case confirmed that ageist remarks and promoting younger, less qualified workers can support a discrimination and retaliation claim under FEHA.
On the federal level, new rules like the Pregnant Workers Fairness Act (PWFA) expand requirements for workplace accommodations, ensuring pregnant employees are treated fairly.
Courts and lawmakers continue to make it easier for employees to challenge workplace bias, reinforcing the importance of compliance for employers.
Q&A: Age and Gender Discrimination in Pasadena
What laws protect older workers in Pasadena?
Workers 40+ are protected under the federal ADEA and California FEHA.
Can gender identity or sexual orientation discrimination be challenged?
Yes. Both Title VII and FEHA prohibit discrimination based on gender identity and sexual orientation.
How can I prove discrimination?
Documentation such as performance reviews, emails, or testimony from witnesses can strengthen your case.
Where do I file a claim?
Federal claims go through the EEOC; state claims are filed with California’s Civil Rights Department.
Taking Action: Protecting Your Career
Experiencing discrimination at work can be overwhelming. Beyond lost wages or promotions, bias often takes a personal toll on confidence and wellbeing. Taking action is not only about seeking compensation — it’s about holding employers accountable and preventing future harm.
At KP Law, we work with Pasadena employees to investigate discrimination, build strong claims, and pursue justice. Whether through negotiation, mediation, or trial, we are committed to protecting workers’ rights and careers.
Call (866) 973-5691 today to schedule a free consultation. We are available 24/7 to listen, guide you, and fight for your rights.
Disclaimer: This article is for informational purposes only and does not constitute legal advice. For legal guidance tailored to your specific situation, consult a licensed attorney.