RETALIATION
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It is illegal for an employer, a manager, or a supervisor to retaliate against an employee, if that employee complains about work-related matters such as wages, harassment, discrimination, safety and health issues, etc.
California law wants employees to be able to freely and openly communicate their concerns with their employers, without the fear of retaliation.
If your employer has fired you, demoted you, cut your pay, reduced your hours or responsibilities, or done anything else to retaliate against you, then you may have a valid retaliation case.
Call and discuss your case with one of our retaliation attorneys.
What Actions Are Protected Under the Law
Employees are legally protected when they engage in certain workplace activities, including:
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Reporting discrimination or harassment to HR or management
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Whistleblowing about illegal, unsafe, or unethical conduct
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Requesting protected leave or accommodations
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Filing wage, overtime, or workers’ compensation claims
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Participating in workplace investigations or legal proceedings
Employers may not punish employees for exercising these rights.
Examples of Retaliation Tactics
Retaliation is not always obvious and can include subtle or indirect actions such as:
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Termination, demotion, or reduced hours
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Sudden negative performance reviews
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Pay cuts or denial of promotions
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Increased scrutiny or unfair discipline
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Hostile treatment or isolation in the workplace
Frequently Asked Questions
Do I have to be fired to prove retaliation?
No. Any negative action linked to protected activity may qualify.
How soon must retaliation occur to be illegal?
Timing matters — retaliation shortly after protected activity can strongly support a claim.
Can retaliation be a separate claim?
Yes. Retaliation is often its own legal violation, even if the original complaint is unresolved.
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