Former Apple Employee Sues Company for Discrimination and Retaliation Over Mental Health Disclosure

A former Apple employee who managed workplace investigations has filed a lawsuit in Los Angeles Superior Court accusing the company of discrimination, retaliation, and failing to accommodate his mental health needs.

The complaint, filed October 29, 2025, by James Fornes, claims Apple ignored repeated disclosures that he was suffering from anxiety, panic attacks, and depression caused by an excessive workload.

He alleges that despite his continued reports of burnout and emotional distress, Apple failed to adjust his duties or initiate a formal process to discuss possible accommodations.

Fornes worked as an Employee Relations Business Partner, overseeing internal investigations into harassment, discrimination, and other workplace issues. His position involved advising senior leaders and ensuring compliance with employment law and company policy, a role that required discretion and judgment in handling sensitive matters.

He states that although he performed well, his mental health deteriorated as his caseload grew. When he informed his supervisors that he was considering medical leave, one allegedly began documenting vague performance concerns that he believes were meant to justify termination.

Fornes claims he was handling four times as many cases as his peers and that his managers dismissed his requests for help with casual advice, such as taking a “spa day” instead of addressing the problem.

The lawsuit asserts eleven causes of action under California’s Fair Employment and Housing Act, including race, national origin, sex, and disability discrimination, failure to accommodate, retaliation, and constructive discharge.

Fornes, who is Hispanic and male, alleges he was passed over for advancement and treated less favorably than his non-Hispanic and female colleagues. He also claims that management accepted unverified accusations against him while disregarding evidence in his favor, contributing to a pattern of unequal treatment.

Under California law, employers are prohibited from discriminating against workers based on protected characteristics such as race, sex, national origin, or disability. The Fair Employment and Housing Act also requires employers to provide reasonable accommodations for mental or physical health conditions and to engage in a good-faith discussion with employees to identify potential adjustments that allow them to continue performing their duties. This process, known as the interactive process, is meant to help both the employer and the employee find realistic ways to keep the person working without causing major disruption to the business. Retaliating against an employee for exercising these rights can lead to a separate claim under state law. When conditions at work become so difficult that an employee feels there is no choice but to resign, the law may treat that as a constructive discharge, meaning the resignation is legally viewed as a form of wrongful termination.

Fornes further alleges that Apple mishandled his internal workplace grievance. After he reported discrimination and retaliation, the company initially hired an outside law firm to investigate, but later reassigned the inquiry to an internal investigator.

He contends that the change raised concerns about impartiality and that the resulting investigation was incomplete. He alleges the inquiry ignored key witnesses, failed to consider relevant evidence, and improperly questioned his decision to retain an attorney. According to the lawsuit, these alleged procedural failures violated California law and Apple’s internal policies for addressing employee concerns.

Fornes argues that the lack of a fair review left him with no choice but to resign. He states that Apple’s actions caused ongoing emotional distress, harm to his professional reputation, and financial loss.

He is seeking compensatory and punitive damages, as well as recovery of lost wages and employment benefits.