Burbank Employment Lawyers
The Akopyan Law Firm A.P.C. is dedicated to protecting the rights of workers in Burbank who suffer discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace.
City of Burbank
The City of Burbank is located in Los Angeles County, in the State of California, about twelve miles northwest of downtown Los Angeles. It is located directly west of the City of Glendale and east of North Hollywood, which is part of the San Fernando Valley. It covers the following postal zip codes: 91501, 91502, 91503, 91504, 91505, 91506, 91507, 91508, 91510, 91521, 91522, 91523, and 91526. Burbank began as a small farming town at its founding in 1887 and following incorporation in 1911 the city quickly grew into a residential and industrial community. During the 1920s the motion picture and aircraft industries flourished, which led to the creation of residential developments. The city’s industries sustained Burbank through the difficult periods of the Great Depression and World War II and the city experienced its biggest growth (to date) during the late 1940s and 1950s. Despite a lull period during the 1960s and 1970s, the city has grown to a community with a population of 103,286 (according to the 2007 census). Known as the “Media Capital of the World,” Burbank is home to more than 1,000 media and entertainment companies such as Walt Disney Studios, Warner Brothers, Cartoon Network, Netflix, and Nickelodeon.
Top Labor Lawyers Headquartered in Los Angeles, California
The Akopyan Law Firm A.P.C. is headquartered in the City of Los Angeles. From our main office in Los Angeles, we provide legal services to employees and employers throughout Los Angeles County.
Burbank Employment Law
The employment relationship between employers and employees in the City of Burbank is governed by a several distinct sets of local, state, and federal law. State laws governing the workplace in Burbank include, but are not limited to the California Constitution, the California Labor Code, the California Government Code, the California Fair Employment and Housing Act (“FEHA”), the California Family Rights Act, and the California Business & Professions Code. Federal laws governing the workplace in Burbank include but are not limited to the Fair Labor Standards Act, the Family and Medical Leave Act, the National Labor Relations Act, the Labor Management Relations Act, the Employee Retirement Income Security Act, Title VII of the Civil Rights Act of 1964 (“Title VII”), the Americans with Disabilities Act, and the Age Discrimination in Employment Act.
Employers in Burbank, California both large and small sometimes break the law, and some of them don’t even realize that they are doing it. Likewise, many employees and workers in Burbank, California do not know their rights. Unfortunately, this can cause the employee to experience anguish. If you live or work in Burbank, California and feel that you may be mistreated at work don’t just take the abuse or sit there wondering “are there any Burbank, California labor law attorneys near me I can call” or “are there any employee lawyers in the City of Burbank me who can help?” The fastest way to determine if your rights have been violated is to call one of our Burbank, California labor lawyers for a consultation. At the Akopyan Law Firm, our Burbank attorneys listen with compassion and fight with passion to defend the rights of Burbank employees. Every Burbank employee deserves to be left alone to do his or her work in an environment that is free of discrimination, harassment, and retaliation. If you are looking for employment attorneys in Burbank, California our experienced employment law attorneys are a phone call away.
Labor Law Attorneys in Burbank, California
If you are in Burbank, California, finding the best employment attorney may not be easy. Although Burbank is a large and thriving City, it is known as a bedroom community, which means that there aren’t too many lawyers or law firms within the City limits. A Google search for “Burbank employment lawyer” will likely produce paid advertisements from other employment lawyers in surrounding areas, such as for example, downtown Los Angeles, or Century City. Selecting the right attorney with the requisite skill and experience is difficult when it is based on a paid advertisement from a non-local attorney. Finding an attorney well versed in this area of the law, and experienced in handling such disputes is not as easy as it may seem. You can try to find a labor lawyer by running online searches for “Burbank employment lawyer” or “labor lawyer in Burbank” but this may not be the fastest way to get answers to your questions. You may end up speaking with an assistant, and never hearing from an actual attorney for labor laws. If you wish to speak directly with an employment lawyer in Burbank, California, contact the Akopyan Law Firm and speak to one of our Burbank employment attorneys. Each of our labor and employment lawyers has well over a decade of experience in employment law, and is ready to speak with you directly about your specific situation.
Employment Lawyer Burbank
A jack of all trades is a master of none. If you seek the best employment attorney in Burbank for your case you should seek out a local attorney who specializes in employment law. Our skilled Burbank labor law attorneys devote the vast and overwhelming majority of their time to protecting employees from injustice. Most of our caseload consists of employment cases representing employees against their current or former employers. We do sometimes represent local businesses in Burbank, California. Our Burbank employment lawyers are ready to help with cases involving discrimination, including, but not limited to, age, sex, and race discrimination, emotional distress, retaliation, wrongful termination, and many other forms of illegal conduct in the workplace. Our employment lawyers have a track record of success for both employers and employees in Burbank, California.
Labor Attorneys Burbank
Finding the right labor lawyer in Burbank is not always easy. You can try running online searches for phrases like “labor attorneys near me” or “employee attorney near me” or “employee lawyer near me” but a random online search may not help you find the right lawyer for your case. There are many different firms out there but the approach of each firm varies significantly. Not every employee attorney in Burbank will be a good fit for every case. Some employment lawyers may prefer a quick and easy low value settlement over a big drawn-out fight which can eventually lead to a full value resolution. The goal of the Burbank, California labor lawyers at the Akopyan Law Firm is to achieve the best possible outcome for each client regardless of how big of a fight it would take to get there. Our commitment to performing quality work on every case requires us to limit our practice to a certain number of cases, but every employee who becomes our client is treated like family. We are proud of the first class personal service we provide, but we do not want you to take our word for it – See what our clients have to say! The relationships we build with our clients often outlast the life of the case. Our Burbank, California employment lawyers fight passionately for our clients as confirmed by the excellent results they have achieved. If you are looking for employment lawyers in Burbank, California call us today for a complimentary case evaluation.
We Can Help Burbank Employees and Employers With Cases Involving:
Featured Articles:
Wrongful Termination and Wage-and-Hour Complaints Against Family-Owned Businesses: Why a Pay Dispute May Later Reappear as a Retaliation Narrative
📌 Key Takeaways A wage-and-hour complaint may become a retaliation dispute when a later termination or other employment decision is alleged to be connected to protected activity. Protected Activity Matters: A complaint about unpaid wages, overtime, meal periods, rest periods, pay statements, or minimum wage compliance may trigger retaliation protections. Termination Changes Exposure: A later termination may shift the dispute from payroll compliance to causation, motive, timing, and the employer’s stated reason. Statutory Presumption of Retaliation: Under California’s Senate Bill 497 (the 'Equal Pay and Anti-Retaliation Act'), effective January 1, 2024, there is now a rebuttable presumption of retaliation if an employer disciplines or terminates an employee within 90 days of certain protected activities, including wage-and-hour complaints. [California Labor Code §§ 98.6, 1102.5, and 1197.5 (as amended by SB 497)] This shifts the initial burden to the employer to provide a legitimate, non-retaliatory reason for the action, making timing not just a supporting factor, but a legal trigger for liability. Proactive Audits as a Statutory Defense: In 2026, documentation is more than a 'weighty' factor; it is a formal legal shield. Under the 2024 PAGA Reforms (SB 92/AB 2288), businesses that take 'all reasonable steps' to comply, such as conducting periodic payroll audits and training supervisors before a dispute arises, can cap their penalty exposure at 15% to 30% of the statutory maximum. For family businesses, this 'reasonable steps' defense is the primary mechanism to avoid ruinous representative litigation. Family Businesses Feel It More: Direct owner involvement, informal communications,... Read more
Unjust Firing Allegations and Business Exposure: Why Informal Management Practices Can Become Litigation Risk for Family-Owned Businesses
📌 Key Takeaways A single termination may become a broader California employment dispute when the surrounding record makes motive, timing, and consistency easier to challenge. One Decision Expands: A termination may be pleaded through wrongful termination, retaliation, whistleblower, leave, or accommodation theories when the same facts support multiple claims. Informality Leaves Gaps: Verbal warnings, brief texts, and undocumented conversations may weaken the employer’s record when later scrutiny demands a clear and consistent explanation. Timing Triggers Presumptions: Under California Senate Bill 497 (The Equal Pay and Anti-Retaliation Protection Act), a 'rebuttable presumption' of retaliation is created if an employer takes an adverse action, such as termination, within 90 days of an employee engaging in protected activity. This includes internal complaints about wages, reporting suspected legal violations, or discussing equal pay. While this presumption does not automatically establish liability, it significantly lowers the plaintiff’s initial burden of proof, requiring the employer to immediately come forward with a 'legitimate, non-retaliatory reason' for the decision to avoid an early loss in the dispute." Consistency Supports Credibility: Selective discipline, policy deviations, and different treatment of similarly situated employees may be used to argue pretext and undermine the employer’s position. Structure Affects Exposure: In family-owned businesses, overlapping owner, supervisor, and payroll roles may complicate documentation, decision-making history, and the overall defense posture. Defensible employment decisions often depend on contemporaneous documentation, uniform policy application, and explanations that remain stable when a claim becomes formal. Family-owned business owners in Southern California facing active or imminent employment disputes... Read more
Featured Employment Case
Foley v. Interactive Data Corp., (1988) 47 Cal. 3d 654
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