Forced Into Arbitration? You Still Have Rights.
We’ll Fight for Them. More and more California workers are being required to sign arbitration agreements — documents that force them to give up their right to sue in court.
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What Is Arbitration?
Arbitration is a form of private dispute resolution where your case is heard outside of court, typically by a retired judge or lawyer (called an arbitrator), instead of a jury.
- Binding decisions (just like a court judgment)
- Often faster than litigation
- Usually confidential
- Rules are looser than formal court procedure
- Limited right to appeal
In most employment cases, arbitration is mandated by contract — usually something you signed during onboarding or electronically when accepting the job.
📜 Are Arbitration Agreements Enforceable in California?
Unfortunately, yes — most of the time. Courts often uphold arbitration agreements, even if you didn’t fully understand what you were signing. At Employees First Labor Law, we specialize in turning arbitration into an opportunity — and making employers regret underestimating our clients
However, EFLL always evaluates whether your agreement is legally valid, including:
- A supervisor implies that a raise or favorable shift depends on going on a date
- A manager threatens termination if the employee refuses sexual advances
When we can, we fight to invalidate arbitration clauses — and when we can’t, we own the arbitration room
How EFLL Handles Arbitration Cases
Arbitration requires a very different approach than trial. You need a law firm that knows how to:
Conduct aggressive written discovery and depositions
Present compelling legal briefs to the arbitrator
Cross-examine managers and HR reps effectively
Introduce persuasive evidence without a jury
Build a narrative that moves a single decision-maker
At EFLL, we approach arbitration with the same preparation and power we bring to trial — because even if it’s private, your fight is still public to us.
Arbitration Isn’t Neutral — It’s Strategic
The biggest mistake employees make is thinking arbitration means they’re out of luck. That’s exactly what employers want you to believe. But with experienced legal representation, you can still win big. EFLL prepares your case for arbitration like a trial: methodically, aggressively, and with one goal in mind — full compensation and full accountability.
What Can Be Recovered in Arbitration?
Even in arbitration, you may be entitled to:
Get a free case evaluation within 24 hours.
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READ OUR BLOG
What Is Employment Arbitration — And How Does It Affect Your Rights?
Explore the basics of arbitration in the workplace, what it means for employees, and how it compares to traditional litigation.
Mandatory Arbitration Clauses: Are You Signing Away Your Legal Rights?
Understand what those fine-print clauses in job contracts mean — and how they can limit your ability to take legal action.
Arbitration vs. Court: Which Is Better for Resolving Workplace Disputes?
A practical comparison of arbitration and courtroom litigation, outlining pros, cons, costs, and what to expect from each process.
Got A Question?
We’ve Answers.
Arbitration is a private legal process where a neutral third party (the arbitrator) hears both sides of a dispute and makes a binding decision, often used as an alternative to going to court.
Many employers include mandatory arbitration clauses in employment contracts, requiring disputes to be resolved through arbitration rather than in court. However, these clauses may be challenged under certain circumstances.
Arbitration is typically faster and more private than court litigation. However, it may limit your rights, such as the ability to appeal or pursue a class action lawsuit.
Yes, you can and should have legal representation in arbitration, especially in employment-related matters where your rights and compensation are at stake.
In most cases, yes. Arbitration decisions are legally binding and can only be appealed in very limited situations.
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