The trial court correctly denied enforcement of the employer’s arbitration agreement. The arbitration agreement was procedurally unconscionable both because it was an adhesion contract in the employment context and because the way it was presented to the prospective employee for electronic signature made it difficult for her to read before signing. The agreement was substantively unconscionable in containing a confidentiality provision, waiving the right to seek administrative remedies, and in waiving the right to bring PAGA actions in a representative capacity. Because so many parts of the agreement were unconscionable, the trial court did not abuse its discretion in refusing to sever them.