Workplace Retaliation Lawyer

California law protects employees from retaliation when they assert their workplace rights. Retaliation occurs when an employer takes negative action against an employee for reporting discrimination, harassment, wage violations, safety issues, or other unlawful conduct. These actions can include termination, demotion, pay cuts, poor evaluations, or exclusion from workplace opportunities. At Miracle Mile Law Group, our attorneys focus exclusively on representing employees and understand how to identify, document, and prove retaliation under the Fair Employment and Housing Act (FEHA) and federal law.

Understanding workplace retaliation in California

Workplace retaliation occurs when an employer punishes an employee for engaging in a legally protected activity. California and federal laws strictly prohibit retaliation because it undermines employee rights and discourages workers from reporting unlawful behavior. Retaliation is one of the most common claims filed with the Equal Employment Opportunity Commission (EEOC) and California Civil Rights Department (CRD), making it critical for employees to understand their protections.

What counts as a protected activity?

Employees are protected from retaliation when they engage in specific activities, including:

• Reporting discrimination or harassment: Complaints about race, sex, age, disability, religion, pregnancy, or other protected categories.
• Filing or supporting claims: Participation in EEOC or CRD proceedings, testifying as a witness, or assisting a co-worker with a complaint.
• Whistleblowing: Reporting unsafe conditions, wage violations, or illegal conduct to management, government agencies, or law enforcement.
• Refusing illegal instructions: Declining to commit acts that would violate state or federal law.
• Exercising workplace rights: Taking family or medical leave, requesting disability or religious accommodations, or discussing wages under California law.

What is an adverse employment action?

To prove retaliation, an employee must show that the employer took an adverse action connected to the protected activity. Adverse actions include:

• Termination or demotion: Being fired, reassigned, or stripped of responsibilities.
• Pay and benefits changes: Reduced wages, loss of benefits, or withheld bonuses.
• Negative evaluations: Unwarranted poor performance reviews or disciplinary write-ups.
• Harsh scheduling or transfers: Punitive changes to shifts, work location, or hours.
• Exclusion or hostility: Removal from meetings, isolation from co-workers, or verbal/physical abuse.

Industries where retaliation is common

Retaliation can happen in any workplace, but certain industries see it more frequently. These include construction, hospitality, food service, healthcare, retail, and domestic work, where employees may have limited bargaining power or depend on customer satisfaction. In male-dominated fields, retaliation often arises after reports of harassment or discrimination. In service industries, retaliation may occur when employees push back against wage theft or unsafe working conditions.

How to respond if you suspect retaliation

If you believe you are experiencing retaliation, act quickly to preserve your rights. Steps include:

• Document everything: Save emails, texts, and written communications related to your complaint and the employer’s response.
• Keep a journal: Record dates, times, and details of retaliatory actions and who was involved.
• Submit complaints in writing: File internal reports with HR or management to create a record.
• Seek legal advice early: An employment attorney can evaluate your case, secure evidence, and file claims with the CRD or EEOC.

Why hire Miracle Mile Law Group

Our firm represents employees throughout California in retaliation cases. We handle the entire process: investigating the facts, filing administrative complaints, negotiating settlements, and litigating in court when necessary. Because retaliation cases often depend on circumstantial evidence, strategic presentation is key to proving the link between your protected activity and the employer’s adverse action.

Proven results in retaliation matters

• $1,900,000 – Whistleblower Retaliation: Client terminated after reporting fraudulent practices; substantial settlement secured after litigation.
• $683,000 – Retaliation: Employee punished after reporting sexual harassment and Labor Code violations.
• $500,000 – Retaliation: State employee terminated after filing protected complaints; recovery before trial.
• $415,000 – Whistleblower Retaliation: Employee fired after raising workplace safety violations; settlement achieved on the eve of trial.
• $300,000 – Whistleblower Retaliation: HR manager terminated after raising Equal Pay Act concerns; favorable settlement obtained.

If you believe you have been retaliated against at work, contact Miracle Mile Law Group for a free consultation. Our attorneys focus exclusively on employment law and will work to secure the maximum relief available under California and federal law.