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Los Angeles · Representing California employees
Retaliation
Employers cannot punish employees for exercising workplace rights, reporting illegal conduct, requesting accommodations, filing complaints, or opposing discrimination or harassment.
Request a free initial consultationUnderstanding the issue
Retaliation claims concern adverse treatment because an employee exercised a protected workplace right. The Labor Commissioner enforces a range of anti-retaliation protections, while other complaints may belong with a different agency or in court.
A timeline is especially useful: what you reported or requested, who knew, and what changed afterward. Timing can be relevant, but timing alone does not resolve whether an action was unlawful.
What we review
- The complaint or request and who received it
- Changes to hours, duties, discipline, or employment status
- The employer’s explanation and earlier performance history
What to prepare
- Complaint emails and acknowledgments
- Schedules and pay records before and after the complaint
- Warnings, reviews, and relevant messages
Frequently asked questions
Does retaliation require being fired?
No. Other adverse actions may be relevant. Describe the actual change, its impact, and any explanation you received.
Which agency should receive my complaint?
That depends on the right involved and the claim. Bring any existing filings so overlapping processes and deadlines can be reviewed.
Consultation and timing
Filing deadlines depend on the claim and procedure. Tell us about an approaching deadline, agency notice, or signature request when contacting us. Requesting a consultation does not extend a deadline or establish an attorney-client relationship.
This page provides general information, not advice for a specific case or a guarantee of an outcome.
Official resources
Related practice areas
Tell us what happened.
Discuss the facts and possible next steps in a free initial consultation.