California Workers' Comp Benefits: The Complete 2026 Guide

If you've been hurt at work in California, you're entitled to seven different categories of workers' compensation benefits. Most injured workers only collect three or four of them — usually because nobody told them the others exist.

This is the full map. Every benefit, the 2026 dollar amounts, who qualifies, and the small print that decides how much you actually take home. Written for California workers under the California Labor Code and the rates the Department of Industrial Relations updated for January 1, 2026.

We've recovered over $150,000,000 for injured workers in Southern California, with a 99.9% win rate across more than 7,500 cases. The depth in this guide is the same depth we bring to those cases — translated into plain English, no jargon left unexplained.

If at any point you'd rather just talk it through with a workers' comp attorney, call 818-794-9947. Free consultation, no fee unless we win, English and Spanish.

TL;DR — The 7 California Workers' Comp Benefits at a Glance

[SPEAKABLE] California workers' comp covers seven main categories: medical treatment, temporary total disability, temporary partial disability, permanent disability, the supplemental job displacement benefit voucher, the return-to-work supplement, and death benefits.

• Medical treatment — full medical care, no copays, no deductibles, lifetime in many cases (Cal. Lab. Code §4600).
• Temporary Total Disability (TTD) — two-thirds of your wages while you can't work. 2026 max: $1,764.11/week. 2026 min: $264.61/week. Capped at 104 weeks of payments within 5 years for most injuries (Cal. Lab. Code §4656).
• Temporary Partial Disability (TPD) — wage replacement when you go back on light duty for less pay.
• Permanent Disability (PD) — payments based on a 0–100% rating once your doctor says you're as healed as you're going to get. 2026 weekly cap: $290. Cal. Lab. Code §4658.
• Supplemental Job Displacement Benefit (SJDB) voucher — a $6,000 voucher for retraining or school if you can't return to your old job (Cal. Lab. Code §4658.7).
• Return-to-Work Supplement (RTWS) — an additional $5,000 lump sum for low-wage workers with disproportionate loss of earnings.
• Death benefits — $250,000 to $320,000 plus up to $10,000 burial allowance for surviving dependents (Cal. Lab. Code §4702).

Phone first if you're mid-claim and unsure what you're entitled to: 818-794-9947.

Who Qualifies for California Workers' Comp Benefits

California workers' comp covers almost every employee in the state. That's by design — the system was built to be broad. Cal. Lab. Code §3208 defines a covered injury as any injury or illness "arising out of and in the course of employment."

You qualify if:

• You're an employee in California, full-time, part-time, or seasonal. Your hours don't matter. Your immigration status doesn't matter — undocumented workers are covered (Farmers Bros. Co. v. WCAB (2005)).
• Your employer has at least one employee. California requires nearly every employer to carry workers' comp insurance. Sole proprietors with no employees are the main exception (Cal. Lab. Code §3700).
• The injury happened on the job, or arose from the job. That includes one-time accidents (you fell off a ladder), repetitive trauma (your wrists from years on a keyboard), and occupational illness (you developed asthma from a chemical exposure at work).

You may not qualify if:

• You're an independent contractor. This is the biggest gray area. The "ABC test" under California Assembly Bill 5 controls who's an employee versus a contractor. Many workers labeled "1099" are actually employees under the law — talk to an attorney before accepting a denial on this basis.
• You're a Prop 22 driver (Uber, Lyft, DoorDash, Instacart). Prop 22 created a separate, narrower set of injury benefits for app-based drivers — not full workers' comp. This area is contested in court and changes often. If you drove for an app and got hurt while logged in, you have rights worth checking.
• The injury was self-inflicted, off-duty, or caused by intoxication. Even here, exceptions exist. "He'd had a beer at lunch" doesn't automatically defeat a claim.

A note on immigration status, because it comes up in almost every Spanish-language consultation we take: California Labor Code §1171.5 and federal law protect injured workers from immigration retaliation tied to filing a workers' comp claim. Filing a claim does not put your status at risk. If your employer threatens to call ICE because you reported an injury, that's a separate legal violation on top of the workers' comp issue.

If you're unsure whether you qualify, that's exactly the kind of call we take every day. 818-794-9947.

Benefit #1: Medical Treatment

[SPEAKABLE] Workers' comp medical care in California has no copays and no deductibles when treatment is authorized through your employer's medical provider network.

The promise: all reasonable and necessary medical care to cure or relieve the effects of your work injury, paid for by the workers' comp insurance carrier.

What's covered (Cal. Lab. Code §4600):

• Doctor visits, including specialists
• Hospital stays and surgery
• Physical therapy and chiropractic care (capped at 24 visits each per injury — Cal. Lab. Code §4604.5)
• Prescription medications
• Medical equipment (braces, walkers, custom shoes)
• Diagnostic testing (MRIs, X-rays, EMGs)
• Mileage reimbursement for travel to and from medical appointments — currently 72.5 cents per mile for travel on or after January 1, 2026

What's not covered:

• Treatment for unrelated conditions
• Treatment your insurance carrier denies through Utilization Review (UR) — though you can appeal through Independent Medical Review (IMR)
• Most experimental treatments
• Out-of-network providers (unless your employer doesn't have a Medical Provider Network, or MPN — a contracted list of doctors approved to treat work injuries)

The MPN system explained. Most California employers steer you to their MPN. You generally have to pick a doctor from that list for your first 30 days of treatment, but you have the right to switch within the network after that. If you predesignated your personal doctor in writing before your injury, you can use them instead from day one (Cal. Lab. Code §4600(d)). Most workers don't know predesignation exists. Most employers don't volunteer it.

Lifetime medical — when it applies. If your case settles by Stipulated Award (a "Stip"), the workers' comp insurance carrier remains responsible for your future medical care related to the injury, often for life. If your case settles by Compromise and Release ("C&R"), you typically take a lump sum and the insurance carrier closes the medical file forever. Choosing between Stip and C&R is one of the biggest decisions in any case — and it's usually the moment specialist representation pays for itself many times over.

Specialist note: insurance carriers deny treatment requests through UR all the time. A 24-visit physical therapy cap applies per injury, not per body part — so if your back and your shoulder were both injured in the same incident, you don't automatically get 48 visits. A workers' comp attorney can argue cumulative trauma versus specific injury distinctions to expand what's available.

Benefit #2: Temporary Total Disability (TTD)

[SPEAKABLE] In California, temporary disability benefits pay two-thirds of your average weekly wage, capped at $1,764.11 per week for injuries on or after January 1, 2026.

TTD is the wage-replacement check that arrives while you're medically off work and recovering. It's not a paycheck — your employer doesn't pay it. It comes from the workers' comp insurance carrier.

The math (Cal. Lab. Code §4653):

• TTD = 2/3 of your average weekly wage (AWW) before the injury
• 2026 minimum: $264.61 per week
• 2026 maximum: $1,764.11 per week
• Tax status: not taxable as federal or California income

The 2026 rates are set by the Department of Industrial Relations and tied to the State Average Weekly Wage. They reset every January 1.

Minimum weekly TTD: $264.61

Maximum weekly TTD: $1,764.11

Wage replacement formula: 2/3 of AWW

Maximum payment period (most injuries): 104 weeks within 5 years from date of injury

Source: dir.ca.gov, Cal. Lab. Code §§4653, 4656

How AWW is calculated. Your average weekly wage isn't just your base pay. It includes overtime, bonuses, commissions, tips, the cash value of room and board, second jobs, and shift differentials. Insurance carriers routinely undercalculate AWW because they only pull base pay from the employer's payroll. Catching that is one of the first things a workers' comp attorney does on intake.

When TTD payments start. California's three-day waiting period (Cal. Lab. Code §4652) means TTD doesn't start until your fourth day off work — unless your disability lasts more than 14 days, in which case the first three days get paid retroactively.

The 104-week cap. Most injuries: TTD pays for up to 104 weeks of disability within five years from the date of injury. Some severe injuries — including severe burns, HIV, amputations, and chronic lung disease — get up to 240 weeks (Cal. Lab. Code §4656(c)).

When TTD ends. TTD stops when one of three things happens: (1) your doctor releases you to full duty, (2) you reach Maximum Medical Improvement (MMI, sometimes called "Permanent and Stationary" or P&S — the point where your condition is as good as it's going to get), or (3) you hit the 104-week cap.

Specialist note: when TTD stops, what comes next depends on your medical status. If your doctor says you have permanent impairment, you should transition into Permanent Disability advances. If your check just stops with no transition and no notice, that's a trigger to call us.

Benefit #3: Temporary Partial Disability (TPD)

TPD kicks in when you can return to work, but only on modified or light duty, and you're earning less than you used to.

The math is similar to TTD: you receive two-thirds of the difference between your pre-injury wages and your modified-duty wages, subject to the same minimums and maximums.

Example: You were making $1,500 per week as a warehouse loader. Your doctor releases you to light duty — sorting paperwork — at $900 per week. The wage gap is $600 per week. Your TPD benefit is two-thirds of $600 = $400 per week.

TPD has the same 104-week cap as TTD (combined). Most workers don't know that going on light duty for partial pay still triggers a benefit on top — they just take the pay cut and assume that's all they get.

Benefit #4: Permanent Disability (PD)

Permanent Disability is the benefit for the part of your injury that doesn't fully heal. It's calculated as a percentage from 0% (no permanent impairment) to 100% (totally and permanently disabled).

This is where workers' comp gets technical, and where most of the money in a case lives.

The PD formula (Cal. Lab. Code §4660):

PD rating depends on four inputs, multiplied through the AMA Guides 5th Edition (the medical reference book the system uses):

1. Whole Person Impairment (WPI) — assigned by your doctor or by a state-certified evaluator
2. Future Earning Capacity modifier (FEC) — 1.4 multiplier post-2013
3. Occupational adjustment — heavier-impact jobs get more
4. Age adjustment — younger workers get more, because the impairment affects more years of earning

The output is your PD rating — a percentage that maps to a fixed payment schedule.

Minimum weekly PD payment: $160

Maximum weekly PD payment: $290

Number of weeks of payment: Determined by PD percentage

Source: Cal. Lab. Code §4658, dir.ca.gov

Quick examples (using 2026 rates):

PD Rating: 10% · Approx. weeks of payments: 30 weeks · Approx. total value (at $290/wk max): $8,700

PD Rating: 25% · Approx. weeks of payments: 100 weeks · Approx. total value (at $290/wk max): $29,000

PD Rating: 50% · Approx. weeks of payments: 240 weeks · Approx. total value (at $290/wk max): $69,600

PD Rating: 75% · Approx. weeks of payments: 405 weeks · Approx. total value (at $290/wk max): $117,450

PD Rating: 100% · Approx. weeks of payments: Lifetime · Approx. total value (at $290/wk max): Lifetime payments

These are rough — actual values depend on your wages, age, occupation, and apportionment. A 100% PD rating means lifetime weekly payments at the rate set by Labor Code §4659. Anything 70% or higher comes with significant extras most workers don't realize they're entitled to.

Apportionment — the trap. Under Cal. Lab. Code §4663, if part of your impairment is from a pre-existing condition or earlier injury, that share gets "apportioned" out of the workers' comp award. Insurance carriers push apportionment hard because every percent shaved off your PD rating saves them thousands. A specialist can challenge bad apportionment opinions through deposition, supplemental reports, and panel-QME (qualified medical evaluator — a state-certified doctor who evaluates disputed injuries) review.

Specialist note: PD ratings are negotiable. Two doctors can look at the same MRI, the same range-of-motion measurements, and arrive at WPI numbers six to ten percentage points apart. On a 50-year-old worker earning $1,500/week, that's tens of thousands of dollars. The leverage comes from knowing which medical evaluators give which kinds of ratings — and being prepared to push to a QME or AME (Agreed Medical Evaluator) panel when the first opinion comes in low.

Benefit #5: The Supplemental Job Displacement Benefit (SJDB) Voucher

[SPEAKABLE] The supplemental job displacement benefit is a $6,000 voucher for retraining, school, or tools when an injured worker can't return to their old job.

The SJDB voucher is a non-transferable, non-cash benefit valued at $6,000. It's administered through state-approved training providers and can be spent on:

• Tuition and fees at a state-certified school or training program
• Books, tools, and computer equipment for your retraining
• Licensing or certification exam fees
• Vocational counseling (capped at $600 of the $6,000)
• Resume services, computer software for job search

Eligibility (Cal. Lab. Code §4658.7):

You qualify if all of the following are true:

1. Your injury occurred on or after January 1, 2013
2. You have permanent partial disability (a PD rating of 1% to 99%)
3. Your employer did not offer you regular, modified, or alternative work within 60 days after your treating physician's first report indicating you have permanent impairment

The 60-day window matters. Many employers miss the 60-day deadline by accident, which automatically triggers SJDB voucher eligibility. Others game the system by offering "regular work" that doesn't actually exist or "modified work" that nobody can physically do. Specialist representation matters here.

The 20-day deadline on the other side. Once you receive the voucher, you have approximately two years from the date of issuance to use it. Workers who let it expire forfeit the benefit.

Benefit #6: Return-to-Work Supplement (RTWS)

The Return-to-Work Supplement is an additional $5,000 lump-sum payment on top of the SJDB voucher. It's funded by a state account (the Return-to-Work Supplement Program) — not the insurance carrier — and was created to help workers whose permanent disability award is small relative to their actual earnings loss.

Who gets it: workers who received the SJDB voucher AND whose PD award doesn't reasonably compensate them for their reduced earnings capacity.

How to claim it: apply directly through the DIR's Return-to-Work Supplement Program within one year of receiving your SJDB voucher (or within one year of being notified you're eligible, whichever is later).

The application is straightforward, but the deadline is unforgiving. We've seen too many workers miss this because their case wrapped up and nobody told them the supplement existed.

Benefit #7: Death Benefits

[SPEAKABLE] California death benefits in workers' comp range from $250,000 for one total dependent to $320,000 for three or more total dependents, plus up to $10,000 for burial expenses.

If a worker dies from a job-related injury or illness, the surviving dependents are entitled to death benefits under Cal. Lab. Code §4702.

The 2026 amounts:

1 total dependent: $250,000

2 total dependents: $290,000

3 or more total dependents: $320,000

Plus burial expense allowance: up to $10,000

Total dependents are people who relied entirely on the worker's income — typically a spouse with no separate income, or minor children. Partial dependents (a parent who relied on the worker for some support) get a reduced share.

Death benefits are paid out at the worker's TTD rate (subject to 2026 minimum and maximum) until the total benefit is paid in full — they don't come as a single check.

One important rule: if the worker leaves a totally dependent minor child, that child receives benefits until age 18 (or beyond, if mentally incapacitated), regardless of whether the total benefit cap has been reached.

If you've lost a family member to a work injury or work-related illness, please call us. The complexity of death benefit claims — combined with grief — is a reason this rarely works without legal help.

Settlement Structures: Stipulated Award vs. Compromise & Release

Once your medical condition stabilizes (Maximum Medical Improvement), most California workers' comp cases settle in one of two ways. The choice between them is one of the most consequential decisions in your case.

Payment type · Stipulated Award (Stip): Weekly PD payments over time · Compromise & Release (C&R): Lump sum

Future medical · Stipulated Award (Stip): Stays open — carrier remains responsible · Compromise & Release (C&R): Closed forever — you take cash, carrier walks away

Best for · Stipulated Award (Stip): Workers needing ongoing treatment · Compromise & Release (C&R): Workers ready to close the chapter, with low future medical needs

Tax status · Stipulated Award (Stip): Not taxable · Compromise & Release (C&R): Not taxable

Reopening · Stipulated Award (Stip): Can be reopened up to 5 years from date of injury for new and further disability · Compromise & Release (C&R): Generally cannot be reopened

Approval · Stipulated Award (Stip): Requires WCAB judge approval · Compromise & Release (C&R): Requires WCAB judge approval

Specialist note: insurance carriers often push C&Rs because closing the medical file is enormously valuable to them. They'll add a small premium to the lump sum to make it look attractive. For workers with serious injuries who'll need ongoing treatment, that "premium" usually doesn't come close to covering future medical costs. The math has to be done case by case — call 818-794-9947 before signing anything.

Special Situations and Lesser-Known Benefits

Mileage reimbursement. $0.725 per mile for medical and medical-legal travel for trips on or after January 1, 2026 (DIR News Release 2026-02). Keep a log: date, location, round-trip mileage, purpose. Submit it on form RFA or directly to the claims adjuster.

Cumulative trauma claims. Injuries that build up over time — repetitive motion, exposure-based illnesses, joint wear — qualify even though there's no single accident. The "discovery rule" (Cal. Lab. Code §5412) gives you up to one year from the date you knew or should have known the injury was work-related.

Retaliation protection. California Labor Code §132a makes it illegal for an employer to fire, demote, or retaliate against you for filing a workers' comp claim. Senate Bill 497 added a 90-day rebuttable presumption of retaliation if adverse action follows a protected activity. If you've been pushed out, call us — the 90-day presumption is a powerful tool when used quickly. 818-794-9947.

Reporting and filing deadlines.

• Report your injury to your employer within 30 days (Cal. Lab. Code §5400)
• File the DWC-1 form (the Workers' Compensation Claim Form) — your employer has to give you one within one working day of being notified of your injury
• File the Application for Adjudication of Claim within one year of injury (Cal. Lab. Code §5405) to preserve your right to a hearing if disputes arise

Miss the 30-day window and you can still file, but you have to overcome a presumption that your employer was prejudiced. Miss the one-year window and your claim is barred unless an exception applies.

Pre-existing conditions. Pre-existing conditions don't disqualify you. They get apportioned. The classic example: you had bad knees from a high school football injury, then you blew out your knee at the warehouse. The work injury is compensable; the apportionment fight is over how much of your final impairment is the work injury versus how much was already there.

Timeline at a Glance

A standard California workers' comp case follows this rough sequence:

1. Day 0: Injury happens. Get emergency medical care if needed.
2. Days 1–30: Report to employer. Receive DWC-1 form. File it. Pick MPN doctor (or use predesignated doctor).
3. Days 14–90: Insurance carrier accepts, denies, or delays the claim. Cal. Lab. Code §5402 gives them 90 days. After 90 days of inaction, the claim is presumed accepted (the "90-day rule").
4. Months 3–18: Medical treatment, TTD payments, possible Utilization Review denials of treatment, possible QME panel evaluation.
5. MMI (Maximum Medical Improvement): Doctor declares you P&S. PD rating is calculated.
6. Settlement or trial: Stip, C&R, or hearing in front of a Workers' Compensation Appeals Board (WCAB) judge.
7. Post-settlement: SJDB voucher (if eligible). RTWS application. Future medical care under Stip, or closed under C&R.

Average case length: 6 to 18 months for routine cases. Two to three years for contested or severe-injury cases.

What California Workers' Comp Doesn't Cover

The system is no-fault — you don't have to prove your employer was negligent. The trade-off is that workers' comp is the exclusive remedy against your employer (Cal. Lab. Code §3602) for most injuries. That means you generally cannot sue your employer for things you could sue a third party for in a personal injury case.

Not covered under workers' comp:

• Pain and suffering damages. No matter how badly you're hurt.
• Lost future earnings beyond the PD formula. The system uses a fixed schedule.
• Punitive damages. Even if your employer was outrageously negligent.
• Consortium claims by your spouse.
• Compensation for stress claims with no physical injury (with rare exceptions for sudden, extraordinary events).

The third-party exception. If a non-employer party caused your injury — a defective forklift, a careless driver who hit you while you were driving for work, a property owner whose unsafe premises injured you — you can pursue a separate personal injury claim in addition to workers' comp. Those cases include pain and suffering, punitive damages, and full lost earnings. Whether your case has a third-party angle is one of the most under-asked questions at intake. We always look.

When to Call a Workers' Comp Attorney

Some claims are simple enough to handle on your own — a minor injury, immediate care, a quick return to work. Most aren't.

Specifically, call us before:

• Signing a Compromise and Release agreement
• Accepting a permanent disability rating without a second opinion
• Going to a Qualified Medical Evaluator appointment unprepared
• Returning to a "modified duty" position that doesn't actually exist
• Letting a claim sit while the 90-day or one-year deadlines tick down
• Walking away from a denied claim

Why a specialist matters: workers represented by attorneys typically recover three to five times what unrepresented workers receive on the same injury. The fee is a contingency capped by the WCAB judge — usually 9% to 15% — and only paid out of the recovery. No fee unless we win.

We're a workers' comp specialist firm. Workers' comp is 95% of what we do. We've handled more than 7,500 cases, recovered over $150,000,000 for injured workers, and maintain a 99.9% win rate. Seven bar-numbered attorneys, all California-admitted, with the senior attorneys carrying more than a decade of WCAB courtroom experience each. Calls answered in English and Spanish.

Call 818-794-9947 for a free consultation. No fee unless we win.

Frequently Asked Questions

What benefits does workers' comp cover in California?

Seven main categories: medical treatment (no copays), temporary total disability (2/3 of wages, capped at $1,764.11/week in 2026), temporary partial disability for light-duty wage loss, permanent disability (paid at up to $290/week in 2026), the $6,000 SJDB voucher for retraining, the $5,000 Return-to-Work Supplement, and death benefits ranging from $250,000 to $320,000 for surviving dependents.

How much does workers' comp pay in California in 2026?

Temporary disability pays two-thirds of your average weekly wage, with a 2026 minimum of $264.61 and maximum of $1,764.11 per week. Permanent disability is paid at $160 to $290 per week depending on your rating. Mileage for medical travel reimburses at 72.5 cents per mile for trips on or after January 1, 2026.

How long do workers' comp benefits last in California?

Temporary disability benefits are capped at 104 weeks of payments within five years from the date of injury for most injuries. Severe injuries — including HIV, severe burns, and chronic lung disease — qualify for up to 240 weeks. Permanent disability payments run for a fixed number of weeks tied to your rating; 100% PD ratings pay for life. Future medical care can be lifetime if your case settles by Stipulated Award.

Are workers' comp benefits taxable in California?

No. California workers' comp benefits are not taxable as federal or California state income, with one narrow exception: if your benefits offset Social Security Disability Insurance (SSDI) payments, the offset portion may be taxable. For most injured workers, every dollar of TTD, PD, SJDB, RTWS, and death benefits arrives tax-free.

What is the maximum workers' comp benefit in California in 2026?

The 2026 maximum weekly TTD/TPD rate is $1,764.11. The 2026 maximum weekly permanent disability payment is $290. Death benefits cap at $320,000 (plus $10,000 burial) for three or more total dependents. There is no statutory cap on lifetime medical care under a Stipulated Award.

Can I get more than one workers' comp benefit at the same time?

Yes — and most workers do. You can receive medical care and TTD simultaneously. Once you reach Maximum Medical Improvement, you can transition from TTD to permanent disability advances and begin the SJDB voucher process if eligible. You generally cannot receive TTD and PD for the same week, and there are offset rules with SSDI and state disability (SDI).

Do undocumented workers qualify for California workers' comp?

Yes. California Labor Code and case law confirm that undocumented workers are covered by workers' comp on the same terms as any other employee (Farmers Bros. Co. v. WCAB). Filing a workers' comp claim does not, on its own, expose your immigration status. California Labor Code §1171.5 and federal labor law protect injured workers from employer retaliation tied to immigration.

What happens if my workers' comp claim is denied?

You have the right to dispute the denial through the Workers' Compensation Appeals Board (WCAB). Filing an Application for Adjudication of Claim within one year of injury preserves that right. Many denials are reversed at the panel-QME stage, in mandatory settlement conferences, or at trial. The denial is a starting point in many specialist firms' caseloads — not an ending. If your claim was denied, call 818-794-9947 before the one-year filing deadline runs.

Can my employer fire me for filing workers' comp?

No. California Labor Code §132a makes it illegal to fire, demote, or retaliate against an employee for filing a workers' comp claim. Senate Bill 497 added a 90-day rebuttable presumption: if adverse action follows protected activity within 90 days, the law presumes retaliation, and the employer has to prove otherwise.

Where do I find the official 2026 rates?

The Department of Industrial Relations publishes annual rate updates at dir.ca.gov. The 2026 TTD rate announcement appears at dir.ca.gov/DIRNews/2025/2025-116.html. The 2026 mileage rate appears at dir.ca.gov/DIRNews/2026/2026-02.html. We refresh this guide every January as new rates publish.

Reviewed By

Minas Nordanyan, Founding Attorney
California Bar No. 296806
Read attorney profile

This guide was reviewed by a California-licensed attorney with primary practice in workers' compensation. Information here reflects California law and 2026 benefit rates as published by the Department of Industrial Relations and may not apply to claims in other states. This is general legal information, not legal advice for your specific case. For advice on your facts, call 818-794-9947 — free consultation, no fee unless we win, available in English and Spanish.

[Note: this byline can be substituted with another reviewing attorney from the firm if Minas's review queue is full. Bar number and attorney profile link should be updated to match the actual reviewer.]

Resources

• Workers' Compensation Practice Area — full overview of the practice, types of injuries we handle, and how the firm approaches each case.
• Free Consultation — schedule a no-cost case review. No fee unless we win. English and Spanish.
• Settlement Results — recent recoveries Nordanyan Law has secured for injured workers across Southern California.
• Settlement Calculator — estimate your potential recovery in under two minutes.
• Case Evaluation Quiz — answer five questions to find out whether your situation needs an attorney.
• Frequently Asked Questions — quick answers to the most common workers' comp questions.
• Meet Minas Nordanyan — founding attorney, California Bar #296806, three-time national chess champion, fifteen-plus years representing injured workers.

For a free consultation with a California workers' comp specialist, call 818-794-9947. We've recovered over $150,000,000 for injured workers since 2014, with a 99.9% win rate across more than 7,500 cases. No fee unless we win. English and Spanish.