California law prohibits employers from punishing employees who report illegal conduct. This protection exists because employers cannot reverse what employees expose, creating incentives for employers to respond by silencing the whistleblower. Yet retaliation accounts for nearly half of all workplace discrimination charges filed with federal regulators—42,301 complaints in 2024 alone, more than any other violation type.
Enforcing these protections requires understanding your legal rights under California and federal law. These statutes exist to prevent employers from ending careers because employees reported discrimination, wage theft, or unsafe conditions. At King & Siegel LLP, our Los Angeles retaliation attorneys help workers hold that line when employers cross it, using California and federal law to restore balance and sometimes, justice. If you think your employer has crossed the line, reach out to us today for a confidential, free consultation.
What Is Retaliation?
Retaliation occurs when an employer punishes an employee for exercising legal rights. Under California law, employers can’t demote, reassign, or terminate workers for exercising rights like:
- Reporting discrimination, harassment, or wage violations;
- Participating in an investigation by the Civil Rights Department (CRD) or EEOC;
- Refusing to follow an unlawful directive; and
- Requesting accommodations under the Americans with Disabilities Act (ADA) or FEHA.
Federal protections mirror these rules through laws like Title VII of the Civil Rights Act of 1964 and the Occupational Safety and Health Act (OSHA). Together, they form an overlapping shield that makes retaliation illegal even when disguised as “policy changes” or “restructuring.”
What Are My Workplace Retaliation Rights?
Your workplace retaliation rights protect your ability to report wrongdoing without fear of retribution and to continue your career on fair terms. In plain terms, having workplace retaliation rights means you have the legal right to:
- Speak up about illegal or unfair treatment without losing your job, including discrimination, harassment, unpaid wages, or safety issues;
- File a complaint or cooperate in an investigation without being punished, demoted, or isolated afterward;
- Request reasonable changes or accommodations without backlash, including for medical needs, pregnancy, or disability;
- Refuse to follow an illegal order or participate in dishonest practices without risking retaliation;
- Keep your position, pay, and benefits without reduction or punishment for asserting your rights;
- Ask questions about your pay, schedule, or treatment without fear of reprisal or discipline; and
- Seek legal advice or representation without interference if you suspect retaliation.
If your employer cuts your hours, changes your title, or treats you differently after raising a concern, those shifts may violate these rights.
What Are the Signs My Employer is Retaliating Against Me?
Retaliation often manifests through seemingly legitimate business decisions rather than obvious punitive measures. Documenting these actions early preserves evidence and legal options. Common indicators include:
- Sudden negative reviews after years of stability,
- Pay or hour reductions without explanation,
- Loss of key projects or client contact,
- Public humiliation or exclusion from meetings, and
- Termination soon after filing a complaint or supporting a coworker’s report.
Document changes in treatment, collect emails, and maintain a contemporaneous log. Patterns of adverse actions establish retaliation claims more effectively than subjective accounts.
How Can Working with Legal Counsel Change the Outcome?
Employers rarely admit retaliatory intent. They hide behind “business justifications,” reshuffle titles, or fabricate performance problems that look legitimate on paper. Our employment attorneys see those tactics daily and know exactly how to dismantle them. Our attorneys focus on turning evidence into leverage and making sure your story holds up under scrutiny.
When you hire King & Siegel, you gain a team that can:
- Compare your treatment before and after the protected action to expose timing, inconsistencies, and motive;
- Review internal emails and company records to reveal shifts tied to your complaint;
- Question supervisors and HR staff to uncover contradictions that show retaliation;
- Calculate lost pay, missed bonuses, and emotional distress to show the full impact of mistreatment;
- Negotiate directly with the employer for reinstatement, severance, or settlement that meets your goals;
- Protect you from further retaliation while the case proceeds, documenting new incidents; and
- Present your evidence effectively in mediation, arbitration, or trial to promote accountability.
Our attorneys use their training from Harvard, Columbia, and NYU, as well as years of strategic litigation experience, to confront employers head-on. Our goal is to secure fair outcomes and restore both your financial stability and professional dignity.
King & Siegel LLP Will Fight for Your Workplace Retaliation Rights
At King & Siegel, we represent employees exclusively. Our lawyers have recovered over $100 million in a few short years by combining strategic litigation with genuine client care. Our compassionate team includes fluent Spanish-speaking staff and attorneys who are deeply committed to minimizing your stress throughout litigation. If you suspect retaliation, don’t wait for confirmation from HR. Call us for a free 30-minute consultation. We’ll evaluate your evidence, calculate your legal options, and decide together how to reclaim the ground your employer tried to take.
