619-342-8000Los Angeles
Workplace Retaliation
Lawyer
Were You Punished for Reporting
Discrimination or Harassment at Work?
It takes immense courage to speak up about something wrong at your job. You saw harassment, discrimination, or another illegal activity and chose to do the right thing by reporting it. You trusted the system to protect you. But instead of being praised for your integrity, you were punished. Suddenly, your hours were cut, you were passed over for a promotion, or you were fired altogether. This is not just unfair—it’s illegal.
In California, employers who take retaliatory action against employees who have reported misconduct are breaking the law. These protections are in place for all workers, whether you are a full-time employee or a contract worker. You have rights, and you don’t have to accept this mistreatment.
At Haeggquist & Eck, we understand the fear and uncertainty that comes with facing retaliation from your employer. They may want you to believe you have no power, but that isn’t true. A dedicated Los Angeles workplace retaliation lawyer from our firm can stand with you, fight for you, and help you hold your employer accountable. Contact us today for a free, confidential consultation to learn how we can help.
Key Takeaways: Los Angeles Workplace Retaliation
- Workplace retaliation occurs when an employer takes an “adverse action,” such as termination or demotion, against an employee for engaging in a legally “protected activity.”
- Protected activities include reporting harassment or discrimination, participating in an investigation, or requesting reasonable accommodations.
- Both federal laws, like Title VII of the Civil Rights Act, and powerful California state laws, such as the Fair Employment and Housing Act (FEHA), prohibit employer retaliation.
- Employees who have experienced illegal retaliation may be able to recover compensation for lost wages, emotional distress, and other damages.
- California’s whistleblower laws provide strong protections for employees who report suspected violations of laws or regulations.
- Proving a retaliation claim often involves showing a causal link between the protected activity and the employer’s adverse action.
Reach out to a retaliation attorney in San Diego who can help by contacting Haeggquist & Eck, LLP online or calling (619) 342-8000 to schedule a free case evaluation.
How a Los Angeles Workplace Retaliation Lawyer from Haeggquist & Eck Stands by Your Side
When you’re going against a company that has wronged you, you need a team that is not only skilled but also deeply committed to your well-being. At Haeggquist & Eck, we are a rare women-owned law firm, and we bring a unique perspective of compassion and tenacity to every case. We know what it’s like to be underestimated, and we will never let your employer underestimate you again.
Our approach is built on providing unwavering support and personalized attention. We are a trauma-informed team, meaning we handle every aspect of your case with the sensitivity it deserves. We understand that recounting these experiences can be difficult, and our process, which includes the support of a survivor advocate, is designed to empower you, not re-traumatize you. Our attorneys intentionally limit their caseloads to ensure they can dedicate the time and energy your case requires.
Here’s how we stand with you:
- We Listen to Your Story: We provide a safe, confidential space for you to share your experience without judgment.
- We Handle the Hard Work: From gathering evidence to dealing with your employer’s lawyers, we manage every detail so you can focus on healing.
- We Fight for Justice: With a 99% success rate, we have a proven record of securing settlements and winning judgments for our clients against even the largest corporations.
You will never pay us a penny out of your pocket. We work on a contingency fee basis, which means our payment comes from the financial recovery we win for you. The risk is entirely on us, allowing you to seek justice without financial worry.
What Constitutes Workplace Retaliation?
Workplace retaliation happens when your employer punishes you for asserting your legal rights. To build a successful claim, your lawyer must demonstrate two key elements: that you engaged in a “protected activity” and that your employer subjected you to an “adverse employment action” as a result.
An adverse employment action is any action taken by your employer that negatively and materially affects the terms, conditions, or privileges of your employment. This goes far beyond just being fired.
Common examples of adverse actions include:
- Termination or being laid off
- Demotion to a lower-paying or less prestigious role
- Unjustified negative performance reviews
- Reduction in salary, hours, or benefits
- Reassignment to a less desirable position, shift, or location—such as a sudden transfer that creates a difficult commute across Los Angeles freeways
- Being excluded from important meetings, projects, or opportunities for advancement
- Increased or targeted scrutiny from supervisors
A protected activity is any action you take that is legally shielded from employer punishment. You cannot be penalized for standing up for your rights or the rights of others under state and federal employment laws.
Legally protected activities include:
- Filing a formal or informal complaint of harassment or discrimination with HR or a supervisor
- Participating as a witness in a workplace investigation
- Reporting illegal wage and hour practices
- Requesting a reasonable accommodation for a disability or a religious belief
- Taking legally protected medical or family leave
It is crucial to establish a link between your protected activity and the negative action your employer took. This connection is often the most challenging part of a case, as employers rarely admit their illegal motives. Our attorneys are skilled at uncovering evidence to prove the true reason for your employer’s actions.
Laws that Protect Workers from Retaliation
Fortunately, workers in Los Angeles are protected by a strong network of federal and state laws that make retaliation illegal. These laws ensure you can report wrongdoing without fear of losing your job.
Federal Anti-Retaliation Laws
Several key federal statutes provide a baseline of protection for employees across the country.
- Title VII of the Civil Rights Act of 1964: This landmark law makes it illegal for employers to retaliate against employees for opposing discrimination based on race, color, religion, sex, or national origin. This includes filing a charge of discrimination or participating in an investigation.
- The Americans with Disabilities Act (ADA):The ADA protects employees from retaliation for requesting a reasonable accommodation for a disability or for filing a complaint about disability discrimination.
- The Age Discrimination in Employment Act (ADEA): This law provides similar protections for workers over the age of 40 who report or oppose age-based discrimination.
These federal laws are enforced by the U.S. Equal Employment Opportunity Commission (EEOC), which sets guidelines for what constitutes illegal retaliation.
California’s Robust Anti-Retaliation Laws
California law often provides even broader protections for workers than federal statutes. If you work in Los Angeles, you are shielded by some of the strongest pro-employee laws in the nation.
- The Fair Employment and Housing Act (FEHA): This is California’s primary anti-discrimination and anti-retaliation law. FEHA makes it illegal for an employer to fire, demote, or otherwise take adverse action against any employee for opposing practices forbidden by the act or for filing a complaint, testifying, or assisting in any proceeding under FEHA.
- California Labor Code: Various sections of the labor code protect employees who engage in specific protected activities. This includes protections for reporting wage theft, discussing salary with coworkers, or reporting unsafe working conditions.
A skilled workplace retaliation attorney will understand the nuances of both federal and California law to build the strongest possible case on your behalf.
Compensation Available in a Workplace Retaliation Case
If your employer retaliated against you after you reported misconduct or participated in an investigation, the law allows you to seek compensation, often referred to as “damages,” for the harm you have suffered. The goal of these damages is to make you “whole” again and, in some cases, to punish the employer for their illegal conduct.
Depending on the specifics of your situation, you may be able to recover several types of compensation:
- Economic Damages: This is compensation for the direct financial losses you incurred due to the retaliation. It can include:
- Back Pay: All the wages, salaries, bonuses, and benefits you lost from the time of the adverse action until a settlement or judgment.
- Front Pay: An estimate of the future wages and benefits you will lose while you search for a new job.
- Non-Economic Damages: Retaliation doesn’t just cause financial harm; it takes a significant emotional toll. This compensation is for intangible losses, such as:
- Emotional distress
- Mental anguish
- Humiliation
- Damage to your professional reputation
- Punitive Damages: In cases where the employer’s conduct was particularly malicious or reckless, a court may award punitive damages. These are not meant to compensate you for a loss but to punish the employer and deter similar conduct in the future.
- Attorneys’ Fees and Costs: Many California anti-retaliation laws include provisions that require the employer to pay your legal fees and court costs if you win your case. This allows you to pursue justice without worrying about the cost.
At Haeggquist & Eck, our contingency fee model means you owe us nothing unless we successfully recover compensation for you. This commitment ensures that our goals are always aligned with yours: to achieve the best possible outcome for your case.
harassment, firing, demotion or failure to receive an appropriate promotion,
denial of benefits, or in any other way, contact Haeggquist & Eck, LLP online
today for a free case evaluation and exceptional representation.
Whistleblower Protections in California
“Whistleblowing” is a specific and highly protected form of reporting misconduct. It generally refers to an employee reporting an employer’s violations of law to an outside government agency or, in some cases, internally to someone with authority. California has some of the most extensive whistleblower protection laws in the country, designed to encourage employees to expose illegal activity.
The cornerstone of this protection is California’s Labor Code section 1102.5, often called the state’s general whistleblower law. This powerful statute prohibits employers from retaliating against an employee for disclosing information that the employee has reasonable cause to believe is a violation of a local, state, or federal law or regulation.
Key aspects of California’s whistleblower protections include:
- Broad Coverage: The law protects employees who report suspected violations to a government agency, a law enforcement agency, or even internally to a supervisor or another employee who has the authority to investigate or correct the violation.
- “Reasonable Belief” Standard: You do not have to be 100% correct that your employer broke the law. You are protected as long as you had a reasonable belief that a violation occurred.
- Employee-Friendly Burden of Proof: The law makes it easier for employees to prove their case compared to many other statutes.
Attorney Aaron M. Olsen and others at Haeggquist & Eck, LLP have dedicated years to representing employees in whistleblower cases. If you believe you were punished for blowing the whistle on illegal activity, we can help you understand your rights and explore your legal options.
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Contact Our Trusted Los Angeles Workplace Retaliation Lawyers Today
You did the right thing. You should not have to pay the price for your courage and integrity. Your employer counted on you to be silent, but you do not have to be. With the team at Haeggquist & Eck on your side, your voice will be heard. We will fight to hold your employer accountable and secure the justice you deserve.
- Ready to be cared for?
- Ready to be heard?
- Ready to be believed?
- Ready to win?
Let us stand with you. We have a 99% success rate and have recovered millions of dollars for employees who were wronged. Contact our Los Angeles office today at (310) 651-8001 or through our online form to schedule a free, completely confidential case evaluation with an experienced Los Angeles workplace retaliation attorney.
FAQs: Los Angeles Workplace Retaliation
Here are answers to some common questions we receive about workplace retaliation.
In California, you generally must file a complaint with the Civil Rights Department (CRD) within three years of the retaliatory act. After receiving a "right-to-sue" letter from the CRD, you typically have one year to file a lawsuit in court. These deadlines are strict, so it is vital to contact an attorney as soon as possible to protect your rights.
No, most retaliation cases are proven with circumstantial evidence. A "smoking gun"—like a text message from your boss saying, "You're fired for reporting me"—is extremely rare. We build strong cases by establishing a timeline of events, showing a sudden change in your treatment after your protected activity, identifying inconsistencies in the employer’s stated reasons for their actions, and presenting evidence of similar treatment of other employees.
Yes, being punished for taking legally protected leave is a form of retaliation. Laws like the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) give eligible employees the right to take time off for specific family and medical reasons. If you were demoted, fired, or otherwise penalized after returning from protected leave, you may have a valid retaliation claim.
Retaliation can occur even after your employment has ended. A common example is post-employment retaliation, where a former employer gives an undeservedly negative job reference to a potential new employer specifically because you engaged in a protected activity. This is also illegal and can be grounds for a lawsuit.
Absolutely. California law protects all workers from illegal retaliation, regardless of their immigration status. Your employer cannot use your status as a threat or a reason to punish you for reporting unsafe conditions, harassment, or other illegal conduct. You have the same rights to a safe and fair workplace.
