$15.0M
Recovery for employees denied legally required meal and rest breaks.
Employment
California Workplace Retaliation Lawyer
Were you demoted, fired, or punished after reporting misconduct or asserting your workplace rights? Wilshire Law Firm — an award-winning, nationally recognized team — helps California employees hold employers accountable. Contact us 24/7 for a free case review with a legal professional, and remember there are no fees unless you get paid.
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Understanding Your Workplace Retaliation Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
Workplace retaliation happens when an employer takes an adverse action against an employee for engaging in a legally protected activity. Protected activities generally include reporting harassment or discrimination, filing a wage complaint, requesting medical or family leave, participating in a workplace investigation, or refusing to take part in an illegal act. Retaliation can take the form of termination, demotion, pay cuts, reassignment, or a hostile work environment. If any of this sounds familiar, a legal professional can review what happened during a free case review.
California employees are protected from retaliation under several laws, including the Fair Employment and Housing Act (Government Code §12940(h)) and Labor Code §1102.5, which shields whistleblowers who report suspected legal violations. If you were retaliated against, you may be able to file a complaint with a state agency such as the Civil Rights Department, pursue a civil claim, and seek compensation for lost wages, emotional distress, and other harm. Because rights vary by situation, it's best to confirm yours with a legal professional.
Wilshire Law Firm is an award-winning, nationally recognized team that helps California employees stand up to unlawful retaliation. Our attorneys review your situation, explain your legal options, handle your case discreetly, and represent you in negotiations and litigation when needed. We manage the communications and paperwork so you can focus on your life and career. There are no fees unless you get paid.
Employees who prove unlawful retaliation can generally recover both economic and non-economic damages. These commonly include lost wages and benefits, front pay, emotional distress damages, and in some cases reinstatement to your position. Where an employer's conduct is especially egregious, punitive damages and attorney's fees may also be available. A legal professional can review your losses during a free case review, since every case is different.
Deadlines depend on which law applies to your claim. For most FEHA-based retaliation claims, you generally have three years to file a complaint with the California Civil Rights Department, and then a limited window to bring a civil lawsuit after receiving a right-to-sue notice. Labor Code whistleblower and wage-related claims carry their own deadlines, some shorter. Because missing a deadline can end your case, it's wise to speak with a legal professional as soon as possible.
Meet Our Workplace Retaliation Attorneys
Nationally-Recognized Powerhouse, Fighting for the Justice You Deserve
Our award-winning attorneys have recovered billions for clients while taking on insurance companies and major corporations.
John G. Yslas, Esq.Senior Partner, Chair of the Employment Wage & Hour Class Action Department
Mary Lee Caruso, Esq.Senior Partner
Tyler J. Woods, Esq.Senior Partner
Arrash Fattahi, Esq.Partner
Benjamin Haber, Esq.Partner
Nicol Hajjar, Esq.Partner
Diego Aviles, Esq.Junior Partner
Jeffrey Bils, Esq.Junior Partner
Emily Borman, Esq.Junior Partner
Jose Maria D. Patino, Jr., Esq.Junior Partner
Christina M. LeJunior Partner
William M. Pao, Esq.Junior Partner
Eugene Zinovyev, Esq.Junior Partner$12.0M
Recovery for employees denied legally required meal and rest breaks.
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Past results do not guarantee similar outcomes. Each case is unique and evaluated on its own facts.
How Do I Know If I Have a Workplace Retaliation Claim in California?
You likely have a retaliation claim if three things are true — protected activity, adverse action, and a causal connection. Protected activity means you did something the law shields, such as reporting discrimination, filing a wage complaint, or requesting leave. An adverse action is a firing, demotion, pay cut, or other punishment. A causal connection means the punishment happened because of your protected activity, often shown by close timing. California deadlines apply, so contact Wilshire Law Firm for a free case evaluation with a legal professional.
Start Your Free Workplace Retaliation Case Review
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Winners of #1 Settlements in California
Our attorneys have recovered billions of dollars, including some of the biggest settlements in California.
17#1 Settlements in California, 2022–2024*
TopVerdict #1TopVerdict.com #1 settlements
1–1 of 17
#1 Truck v. Pedestrian Accident Settlement
2024
#1 Multi-Vehicle Accident Settlement
2024
#1 Equipment Malfunction Settlement
2024
#1 Car v. Stationary Object Collision Settlement
2024
#1 Bus v. Passenger Accident Settlement
2024
#1 Whistleblower Retaliation Settlement
2023
#1 Underinsured Motorist Settlement
2023
#1 Slip & Fall Accident Settlement
2023
#1 Negligent Security Settlement
2023
#1 Ladder Accident Settlement
2023
#1 Hotel Premises Liability Settlement
2023
#1 Car v. Car Collision Settlement
2023
#1 Bicycle Accident Settlement
2023
#1 Pregnancy Discrimination Settlement
2022
#1 Age/Disability Discrimination Settlement
2022
#1 Wrongful Termination Settlement
2022
#1 Meal & Rest Breaks Settlement
2022
*#1 settlements in California have been awarded by TopVerdict.com. Past results do not guarantee similar outcomes.
Workplace Retaliation FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
Retaliation happens when an employer takes an adverse action against a worker for engaging in a legally protected activity. Protected activities include reporting harassment or discrimination, filing a wage claim, requesting an accommodation or leave, or reporting suspected legal violations. Adverse actions can range from firing and demotion to a sudden cut in hours or duties.
Yes. California's whistleblower law protects employees who report a reasonable belief of legal violations to a government agency or to someone at work with authority to address the problem. Your employer cannot lawfully punish you for that report. This protection applies even if the report turns out to be mistaken, as long as it was made in good faith.
In most cases you do not need direct proof of intent. Retaliation is often shown through circumstantial evidence, such as the close timing between your protected activity and the adverse action, or a sudden shift in how you were treated. Inconsistent reasons given by the employer can also support a claim.
It depends on which law applies. For FEHA-based retaliation, workers generally have three years to file with the California Civil Rights Department and a limited period to sue after a right-to-sue notice, while Labor Code whistleblower claims can follow different timelines. Because deadlines have exceptions, confirm yours promptly.
Retaliation is any adverse action taken because you engaged in a protected activity, and it does not require losing your job. Wrongful termination is a firing for an unlawful reason, which can include retaliation. A retaliation claim may exist even if you were demoted or disciplined rather than fired.