Los Angeles Workplace Retaliation Lawyer
Fighting For Employees Facing Retaliation in California
Did your employer fire, demote, or punish you after you spoke up about something at work? You may be a victim of workplace retaliation, and you may have grounds for a lawsuit.
Many people assume that retaliation only happens after reporting harassment, discrimination, or other workplace violations. In reality, the law protects you from punishment for a much wider range of activities, such as taking medical leave, filing a workers' compensation claim, raising concerns about unpaid wages, refusing to participate in illegal conduct, and more.
At Nosrati Law, we have represented employees in retaliation cases across Los Angeles and California since 2001. We represent employees exclusively, and we handle every case on a contingency fee basis, meaning there are no fees unless we win.
Our Results in Employer Retaliation Cases
Why Los Angeles Employees Trust Nosrati Law
- We have handled retaliation cases in Los Angeles for decades
- We have recovered millions for victims of workplace retaliation
- We only represent workers and employees, not employers and corporations
- Our diverse legal team can offer services in English, Spanish, and Farsi
- We have over 100 five-star reviews from the people we've helped
- You won't pay for our services unless we win your case
If your employer has punished you for exercising your rights, Nosrati Law is on your side. Call (323) 784-0643 to schedule a free consultation with our workplace retaliation attorneys in Los Angeles.
Our Cases In the News
What Is Workplace Retaliation?
Retaliation occurs when an employer takes adverse action against an employee for engaging in a legally protected activity. It is not limited to being fired. Any negative change to your employment, such as a demotion, a pay cut, a reduction in hours, exclusion from opportunities, or a hostile work environment, can be retaliation if it follows a protected activity.
California law is broad in what it protects. Employees who report discrimination, harassment, safety violations, fraud, or other illegal conduct — whether internally or to a government agency — have the right to do so without fear of punishment.
Examples of Legally Protected Activities
California law protects a wide range of employee activities.
Your employer cannot legally retaliate against you for any of the following:
- Reporting harassment or discrimination
- Reporting fraud, financial misconduct, or other illegal activity
- Taking protected medical leave
- Taking protected leave under FMLA
- Raising concerns about unpaid wages, overtime violations, or other wage and hour issues
- Complaining about unsafe working conditions
- Filing a workers' compensation claim
- Refusing to participate in illegal or unethical conduct at work
- Discussing your salary or wages with coworkers
- Refusing to lie to a government agency or investigator
- Cooperating with a workplace investigation
- Requesting reasonable accommodations for a disability or medical condition
- Supporting a coworker's complaint or participating in an investigation
This list is not exhaustive. If you exercised a lawful right or engaged in a protected activity, and your employer responded by treating you less favorably, it is time to speak with our retaliation lawyers in Los Angeles.
How to Prove Retaliation in the Workplace
In order to prove workplace retaliation in California, you generally need to show that:
Employers rarely admit to engaging in retaliation. They will almost always point to a performance issue, a restructuring, or a policy violation as the reason for their decision. But if that explanation does not hold up under scrutiny, or if the timing between your complaint and the adverse action tells a different story, you may still have a strong case.
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What Evidence Can Support a Retaliation Claim?
The stronger your documentation, the stronger your case. Important evidence in a retaliation case may include:
- Performance reviews — A sudden drop in ratings after a complaint can be powerful circumstantial evidence
- Emails, texts, and messages — Communications referencing your complaint, or that preceded or followed the adverse action
- Witness testimony — Coworkers who observed how your treatment changed
- Documentation of adverse actions — Termination letters, demotion notices, pay records, PIPs
- A clear timeline — Proximity in time between your protected activity and the employer's response
Our Los Angeles retaliation attorneys at Nosrati Law can help you identify and gather important evidence.
Common Forms of Retaliation in the Workplace
Terminating or Firing an Employee
One of the most obvious forms of retaliation is termination. California's at-will employment law gives employers broad discretion to fire workers, but it does not permit firing someone as punishment for engaging in a protected activity. Retaliatory termination frequently follows complaints to OSHA, the EEOC, or internal HR departments. If your job ended after you raised a workplace concern, such as perceived discrimination or sexual harassment, the timing and circumstances are worth examining.
Docking an Employee's Pay
Adverse actions related to pay or hours are another common form of retaliation. This includes wage reductions, demotions to lower-paying roles, or cuts to scheduled hours. Under California law, it does not matter whether your original complaint turned out to have merit; if your employer reduced your compensation because you raised a concern, that is retaliation.
Limiting an Employee's Opportunities
Not all retaliation is obvious. Sometimes it is more subtle, like being excluded from meetings, passed over for promotions, left out of projects you would normally be part of, or quietly sidelined. If opportunities started disappearing after you filed a complaint, raised a concern, or exercised a legal right, that pattern may be evidence of retaliation.
Other Examples of Workplace Retaliation
Any of the following, when connected to a protected activity, can constitute illegal retaliation.
Direct Actions:
- Termination or forced resignation
- Demotion or reduction in title
- Pay cuts or reduced hours
- Loss of benefits
Workplace Changes:
- Negative performance reviews that weren't happening before
- Increased scrutiny or unwarranted monitoring
- Excessive or sudden disciplinary write-ups
- Being placed on a performance improvement plan (PIP) without justification
Opportunity and Access:
- Being excluded from meetings, projects, or communications
- Denied promotions or training opportunities
- Reassigned to less desirable duties or locations
- Passed over for opportunities given to others
Reputation and References:
- Negative or damaging job references
- Spreading false information about your performance
- Damaging statements to colleagues or clients
If your work life got noticeably worse after you spoke up or exercised a legal right, that pattern matters.
Contact Our Los Angeles Retaliation Lawyers
If you believe that you are a victim of workplace retaliation, do not wait to contact our retaliation lawyers in Los Angeles for a free consultation. Evidence disappears, memories fade, and filing deadlines are unforgiving. The sooner you speak with an attorney, the better positioned you will be to protect your rights and pursue the outcome you deserve.
Nosrati Law offers free consultations with no obligation. We represent employees throughout Los Angeles and Southern California, and we never charge a fee unless we win your case. Services are available in English, Spanish, and Farsi.
If your employer punished you for speaking up or exercising your rights, contact our team at Nosrati Law for a free consultation: (323) 784-0643. We can help you determine if you have a case.
Common Questions
About Workplace Retaliation in California
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How do I know if I have a retaliation case?You need to show three things: (1) you engaged in a protected activity, such as reporting illegal conduct, filing a complaint, or taking protected leave; (2) your employer took an adverse action against you; and (3) there is a causal connection between the two. Timing is often the most important factor in establishing that connection.
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What makes a strong retaliation case?Direct evidence, such as an email from a supervisor referencing your complaint or a termination letter that closely follows protected activity, makes the strongest case. But indirect evidence, including performance reviews, witness testimony, and patterns of behavior, can also be highly effective. Our retaliation attorneys at Nosrati Law can help you evaluate the evidence in your case.
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Can I be retaliated against for reporting something internally?Yes. California law protects employees who report concerns internally to HR, a supervisor, or company management, not just those who file complaints with outside agencies. If your employer punished you for raising a concern internally, that can still be illegal retaliation.
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Does it matter if my underlying complaint turned out to be wrong?No. California law protects good-faith complaints, meaning you do not need to be right about the underlying issue for your retaliation claim to be valid. What matters is that you reasonably believed there was a violation when you made the complaint.
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How long do I have to file a retaliation claim in California?It depends on the type of claim. Most retaliation claims under FEHA require filing a complaint with the California Civil Rights Department within three years of the adverse action. Other claims may have shorter deadlines. Because missing a filing deadline can bar your claim entirely, it is important to speak with an attorney promptly.
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What compensation can I recover in a retaliation case?
If you prevail on a retaliation claim, you may be entitled to recover lost wages and benefits, compensation for emotional distress, damage to your professional reputation, and, in some cases, punitive damages. Attorney's fees may also be recoverable.
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I can't afford an attorney. What are my options?Nosrati Law handles all retaliation cases on a contingency fee basis. You pay nothing unless we recover compensation for you — no upfront costs, no hourly fees. A sudden loss of income should not prevent you from pursuing a legitimate legal claim.
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My employer says I was fired for a different reason. Can I still have a case?Yes. Employers rarely admit to retaliation. If the stated reason does not hold up, or if the timing, documentation, or circumstances suggest a retaliatory motive, you may still have a strong claim. A retaliation lawyer at Nosrati Law can help you evaluate what the evidence shows.
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