On April 17, 2026, Angelica Vasquez filed suit in Los Angeles Superior Court against Kylie Jenner and two household-staffing entities - Tri Star Services and Maison Family Services - alleging a pattern of wage theft, discrimination, and harassment during her year as a member of Jenner's household staff.
Vasquez says she was hired in September 2024 and resigned in August 2025. During that time, she claims she was assigned cleaning shifts at Timothée Chalamet's residence in addition to Jenner's properties - but was never reimbursed for the added travel or expenses. The complaint alleges routine off-the-clock work, missed meal and rest breaks, and unpaid overtime.
The lawsuit also alleges discriminatory and derogatory comments about Vasquez's religion and immigration status, and a pattern of severe and pervasive harassment by co-workers, including the head housekeeper. Vasquez says the environment caused anxiety, severe stress, and symptoms consistent with post-traumatic stress disorder.
Jenner is not personally accused of any specific conduct in the complaint. She is named as a defendant in her capacity as Vasquez's employer. The conduct alleged is attributed to co-workers and household staff. Tri Star Services and Maison Family Services - the staffing entities - are named alongside Jenner as co-defendants. Jenner has not publicly responded.
- 01Failure to pay all wages earned, including unpaid overtime and late or missing regular pay.
- 02Assigned to clean Timothée Chalamet's home without reimbursement for travel or business expenses.
- 03Discriminatory and derogatory comments regarding her religion and immigration status.
- 04Severe and pervasive harassment by co-workers and the head housekeeper constituting a hostile work environment.
- 05Missed meal and rest periods in violation of California Labor Code; unpaid sick leave.
- 06Emotional and physical health impact - anxiety, severe stress, PTSD-consistent symptoms - alleged as a direct result of the workplace conditions.
This suit puts a spotlight on the household-staff industry that supports the ultra-wealthy. California's wage-and-hour laws are among the most plaintiff-friendly in the country; if the complaint's factual allegations hold up, the damages calculation alone could be significant. The case also joins a growing pattern of domestic-worker lawsuits against celebrity employers - following similar suits against Mariah Carey, Britney Spears's family, and others. The dispute will turn largely on documentation of hours worked and the staffing entities' wage-and-hour practices.
On April 29, 2026, a second former housekeeper — Juana Delgado Soto — filed her own lawsuit against the same constellation of defendants, adding individual supervisor Itzel Sibrian as a named defendant. Soto, a Hispanic woman who began as a part-time housekeeper in May 2019 and moved to full-time roughly three months later, alleges a years-long pattern of national-origin harassment, disability discrimination, wage theft, and whistleblower retaliation across 20 separate causes of action.
The complaint paints Sibrian as the central antagonist: a supervisor who allegedly mocked Soto's English, ridiculed her immigration status, and retaliated after she filed an HR complaint. Though Sibrian was temporarily removed, the complaint alleges she returned on May 31, 2024, and immediately slashed Soto's hourly rate from $41.66 to $35, cut her schedule, and piled on unreasonable workloads — enlisting another employee to assist in the retaliation.
Among the most striking allegations: when Soto's brother died in March 2025 at age 46, she says management ignored her request for bereavement time, criticized her performance in a group chat, and pressured her to report to work immediately. Within three days of the death, she was forced to attend a mandatory meeting at Jenner's house. On Soto's birthday, the complaint alleges Sibrian ordered her to remain on duty because Jenner was hosting a dinner, threatening termination if she left. The complaint also alleges Soto was prohibited from drinking water at the residence and was told to “disappear” if she saw Kylie.
On April 5, 2025, Soto wrote a detailed letter to Kylie Jenner describing the harassment and placed it on Jenner's massage bed immediately before her massage. The next day, according to the complaint, Soto was threatened with termination and told never to contact Jenner again. Conditions worsened until August 6, 2025, when Soto texted that she could no longer endure the mistreatment and constructively discharged. On May 11, 2026, the case was reassigned via inventory transfer to Dept. 617, Hon. Jeffery D. McFarland at Stanley Mosk Courthouse.
- 01Whistleblower retaliation — retaliated against for reporting wage-and-hour violations (Lab. Code § 1102.5)
- 02National origin discrimination — discriminated against on the basis of her Salvadoran origin (Gov. Code § 12940)
- 03National origin harassment — severe and pervasive harassment targeting her accent, immigration status, and background
- 04Race discrimination — adverse employment actions based on race
- 05Racial harassment — demeaning comments, mockery, and hostile-environment conduct targeting her race
- 06Disability discrimination — discriminated against based on a condition that substantially limits major life activities
- 07Failure to accommodate disability — failed to provide reasonable accommodation despite knowledge of her condition
- 08Failure to engage in interactive process — did not engage in good-faith dialogue to determine effective accommodations
- 09Failure to prevent discrimination & harassment — no meaningful preventive or corrective action taken (Gov. Code § 12940(k))
- 10Failure to correct & remedy unlawful discrimination — failed to address known harassment after complaints
- 11Retaliation for discrimination complaints — terminated after reporting discrimination and harassment (Gov. Code § 12940(h))
- 12Failure to pay wages due — withheld earned wages including overtime (Lab. Code §§ 204, 1194, 1197)
- 13Failure to provide meal & rest breaks — worked extended hours without legally required breaks (Lab. Code §§ 512, 226.7)
- 14Failure to pay overtime compensation — no overtime premium for hours exceeding 8/day or 40/week (Lab. Code § 510)
- 15Failure to provide accurate wage statements — intentionally inaccurate pay stubs (Lab. Code § 226)
- 16Waiting time penalties — failed to pay all accrued wages upon separation (Lab. Code § 203)
- 17Unfair business practices — violations constitute unfair competition under Bus. & Prof. Code § 17200
- 18Wrongful termination — constructive discharge in violation of FEHA and public policy
- 19Intentional infliction of emotional distress (IIED) — extreme and outrageous conduct designed to humiliate
- 20Negligent infliction of emotional distress (NIED) — breached duty to provide workplace free from harassment