CDF Labor Law LLP

Overbroad non-disparagement and confidentiality clauses in severance agreements remain risky. CDF's blog explains the latest NLRB decision and what employers should review now. Read more: https://ow.ly/HNKA50ZcSws

Big-firm capability. Boutique focus. California through and through.

CDF has been ranked No. 35 on the Los Angeles Times’ 2026 list of the Top 50 Largest Law Firms in Orange County.

Among a list largely composed of full-service firms, CDF stands apart as one of the few firms devoted exclusively to representing employers in labor, employment, and immigration matters.

Orange County is where our firm began more than 30 years ago, and it remains a cornerstone of our statewide practice. Today, more than 50 CDF attorneys across five California offices help employers manage workplace challenges, mitigate risk, and defend complex litigation throughout the state.

We are proud of how we have grown—and even prouder that our growth has never changed our singular focus: serving California employers.

Read the announcement: https://ow.ly/kkx350ZcqSl

On June 8, 2026, Judge Sorokin of the US District Court for the District of Massachusetts ruled that the Trump Administration’s $100,000 H-1B fee was unlawful.

To read the full blog, visit https://ow.ly/437g50Zact8

California employers should keep AB 2321 on their radar. If enacted, the bill could bring district attorneys into certain workplace fatality and catastrophic injury investigations earlier, increasing potential criminal exposure for employers in Alameda and Santa Clara Counties.

Read CDF’s latest update to understand what this proposed legislation could mean for workplace safety investigations and employer risk.

https://www.cdflaborlaw.com/blog/california-ab-2321-would-expand-district-attorneys-role-in-workplace-fatality-investigations

California employers: SCOTUS’ latest arbitration ruling offers helpful clarification—but leaves key enforceability questions open.

Read CDF’s update to see what it could mean for your workforce: https://ow.ly/JE7U50Z7NiW

AI is changing how employers hire, monitor, and manage employees—but it also brings bias, privacy, and compliance risks. In CDF’s latest blog, Dan M. Forman and Linda Wang outline practical steps employers can take to manage AI-related legal exposure.

Read the full blog for key compliance takeaways. https://ow.ly/W11x50Z7oSO

Governor Newsom signed an Executive Order mandating various California agencies, departments and industry partners to report on artificial intelligence (AI) labor market research statistics, best practices, employment policies/procedures, and recommendations on California Worker Adjustment and Retraining Notification (WARN) Act mass-layoff updates.

Heather L. Caughron breaks down the key mandates and what employers should be watching in our latest blog. Read the full article: https://ow.ly/HmG050Z5GiP

Erratic Employee Behavior: Recent California Decision Confirms Employee’s Undisclosed Mental Health Disability Did Not Trigger Employer’s FEHA Disability Obligations

Read the full blog at: https://ow.ly/yLAl50Z4Xmr

We’re thrilled to welcome Lexi J. Epley to CDF’s San Diego office as a 5th year Associate! 🎉

Lexi represents California employers in a broad range of employment litigation matters, including wrongful termination, harassment, discrimination, retaliation, trade secret misappropriation, unfair competition, and wage & hour disputes. She regularly advocates for clients in state and federal courts, as well as arbitration proceedings.

Before joining CDF, Lexi built an impressive background handling a wide variety of business litigation matters, including personal injury, business disputes, intellectual property, fraud, breach of contract, commercial financial litigation, and commercial real estate litigation. Her diverse experience, strategic approach, and commitment to client success make her a fantastic addition to our team.

Please join us in welcoming Lexi to CDF!

Learn more about Lexi here: https://ow.ly/bmym50Z2U5m

A win for employers from the Ninth Circuit. In O’Dell v. Aya Healthcare Services, Inc., the court reinforced that isolated adverse arbitration rulings cannot automatically invalidate arbitration agreements for an entire class. The decision strengthens the FAA’s policy favoring individualized arbitration. California employers should take this opportunity to review and update arbitration agreements with counsel.

Read the full blog by Zi Xuan “Daisy” Chen: https://ow.ly/zr3m50Z1SRs