{"id":2179,"date":"2020-05-20T13:16:26","date_gmt":"2020-05-20T21:16:26","guid":{"rendered":"https:\/\/www.riselawfirm.com\/?page_id=2179"},"modified":"2026-11-03T14:35:41","modified_gmt":"2026-11-03T21:35:41","slug":"represalias-abogado-de-los-angeles","status":"publish","type":"page","link":"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/","title":{"rendered":"Abogado de represalias en Los \u00c1ngeles y Beverly Hills, CA"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#What_is_workplace_retaliation\" >What is workplace retaliation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#What_activities_are_protected_from_retaliation_in_California\" >What activities are protected from retaliation in California?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#What_counts_as_retaliation_besides_being_fired\" >What counts as retaliation besides being fired?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#How_do_you_prove_retaliation\" >How do you prove retaliation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#What_should_I_do_if_I_think_I_am_being_retaliated_against\" >What should I do if I think I am being retaliated against?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#How_long_do_I_have_to_file_a_retaliation_claim\" >How long do I have to file a retaliation claim?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#What_compensation_can_I_recover_for_retaliation\" >What compensation can I recover for retaliation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#How_much_does_it_cost_to_hire_Rise_Law_Firm\" >How much does it cost to hire Rise Law Firm?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#Why_employees_choose_Rise_Law_Firm\" >Why employees choose Rise Law Firm<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/#Contact_our_Los_Angeles_retaliation_lawyers\" >Contact our Los Angeles retaliation lawyers<\/a><\/li><\/ul><\/nav><\/div>\n\n<div class=\"rlfp\">\n<p><em>Reviewed by <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, Managing Partner, Rise Law Firm, PC. Last updated October 2026.<\/em><\/p>\n<p>California law prohibits an employer from firing, demoting or otherwise punishing an employee for reporting discrimination or harassment, raising a wage or safety complaint, reporting a violation of law, taking protected leave, or taking part in an investigation. If your employer took action against you after you spoke up, you may have a retaliation claim. Rise Law Firm represents employees only, never employers, and handles retaliation cases on a contingency basis, so you pay no fees or costs unless we recover compensation for you.<\/p>\n<p>If you believe you were retaliated against, call <a href=\"tel:+13107286588\">(310) 728-6588<\/a> or <a href=\"\/contact\/\">contact us<\/a> to request a free, confidential consultation. Some deadlines are short, so it is best to act promptly.<\/p>\n<img loading=\"lazy\" decoding=\"async\" class=\" wp-image-7482 aligncenter\" src=\"https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Retaliation-Lawyer-300x174.jpg\" alt=\"Retaliation Attorneys\" width=\"803\" height=\"466\" srcset=\"https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Retaliation-Lawyer-300x174.jpg 300w, https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Retaliation-Lawyer-768x445.jpg 768w, https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Retaliation-Lawyer.jpg 777w\" sizes=\"auto, (max-width: 803px) 85vw, 803px\" \/>\n<div class=\"rlfp-band rlfp-light\"><div class=\"rlfp-intro\"><div class=\"rlfp-intro-text\"><h2><span class=\"ez-toc-section\" id=\"What_is_workplace_retaliation\"><\/span>What is workplace retaliation?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Retaliation occurs when an employer takes an adverse action against an employee because the employee engaged in legally protected activity. A retaliation claim generally has three parts:<\/p><\/div><div class=\"rlfp-intro-art\"><svg role=\"img\" aria-label=\"Line drawing of a speech bubble and a shield\" viewBox=\"0 0 360 300\"><path class=\"d\" pathLength=\"1\" d=\"M20 260 H340\" stroke=\"#9AA4B1\" stroke-width=\"2\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M40 70 H220 a10 10 0 0 1 10 10 V170 a10 10 0 0 1 -10 10 H110 L70 215 V180 H40 a10 10 0 0 1 -10 -10 V80 a10 10 0 0 1 10 -10 Z\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M130 95 V140 M130 158 V162\" stroke=\"#D82C18\" stroke-width=\"6\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M280 120 L330 138 V178 C330 210 308 232 280 242 C252 232 230 210 230 178 V138 Z\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M258 180 l15 15 l28 -32\" stroke=\"#D82C18\" stroke-width=\"4\"><\/path><\/svg><\/div><\/div><\/div>\n<div class=\"rlfp-sec\"><ol class=\"rlfp-ol\">\n<li><strong>Protected activity.<\/strong> You did something the law protects, such as making a complaint or refusing to break the law.<\/li>\n<li><strong>Adverse action.<\/strong> Your employer took action that harmed your employment.<\/li>\n<li><strong>A causal link.<\/strong> The protected activity was a reason for the adverse action.<\/li>\n<\/ol>\n<p>A retaliation claim does not depend on whether your underlying complaint was proven. An employee who reports harassment in good faith is protected even if the employer&#8217;s investigation does not confirm it.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_activities_are_protected_from_retaliation_in_California\"><\/span>What activities are protected from retaliation in California?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>California law protects employees who:<\/p>\n<ul class=\"rlfp-list\">\n<li>Complain about or oppose discrimination or harassment, or participate in an investigation or lawsuit about it (Fair Employment and Housing Act, Government Code section 12940(h)).<\/li>\n<li>Report a violation of a state or federal law or regulation to a government agency, a supervisor, or someone with authority to investigate it, or refuse to take part in an activity that would violate the law (Labor Code section 1102.5). <a href=\"\/los-angeles-whistleblowing-attorney\/\">Learn more about whistleblower protections.<\/a><\/li>\n<li>Complain about unpaid wages, overtime, meal and rest breaks, or other Labor Code violations (Labor Code section 98.6).<\/li>\n<li>Report unsafe working conditions (Labor Code section 6310).<\/li>\n<li>Request or take family, medical or pregnancy disability leave, or request a reasonable accommodation for a disability or religious practice. See our pages on <a href=\"\/los-angeles-family-medical-leave-act-attorney\/\">family and medical leave<\/a> and <a href=\"\/los-angeles-ada-disability-discrimination-lawyer\/\">disability discrimination<\/a>.<\/li>\n<li>Use paid sick leave or file a workers&#8217; compensation claim.<\/li>\n<\/ul><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_counts_as_retaliation_besides_being_fired\"><\/span>What counts as retaliation besides being fired?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Termination is the most common form of retaliation, but it is not the only one. California courts look at whether the employer&#8217;s actions, taken together, materially affected the terms and conditions of employment. Retaliation can include:<\/p>\n<ul class=\"rlfp-list\">\n<li>Demotion, a pay cut, or a reduction in hours<\/li>\n<li>Denial of a raise, promotion or bonus<\/li>\n<li>Sudden negative performance reviews or write-ups<\/li>\n<li>Undesirable transfers, schedule changes or job assignments<\/li>\n<li>Exclusion from meetings, training or opportunities<\/li>\n<li>Threats, increased scrutiny, or a campaign to push you out<\/li>\n<\/ul>\n<p>If you were pressured into resigning because conditions became intolerable, the law may treat it as a termination (constructive discharge). Learn more about <a href=\"\/los-angeles-wrongful-termination-attorney\/\">wrongful termination in California<\/a>.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"How_do_you_prove_retaliation\"><\/span>How do you prove retaliation?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Employers rarely admit a retaliatory motive, so most cases are proven with circumstantial evidence. The most important evidence is often timing. An adverse action that follows soon after a complaint is strong evidence of retaliation. Other evidence includes a change in how you were treated after the complaint, shifting or inconsistent explanations for the employer&#8217;s decision, how other employees were treated, and emails, texts and performance reviews before and after the complaint.<\/p>\n<p>Two California rules make these claims easier to prove:<\/p>\n<div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">The 90-day presumption.<\/p><p>Since January 1, 2024, if an employer takes adverse action within 90 days after an employee makes a complaint protected by certain Labor Code sections, including wage complaints and reports of legal violations, the law presumes the action was retaliatory. The employer must then rebut that presumption.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 V56 M18 56 H46 M12 18 H52\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M12 18 L4 36 H20 Z M52 18 L44 36 H60 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-ct\">A lower burden for whistleblowers.<\/p><p>Under Labor Code section 1102.6, an employee only needs to show that the protected report was a contributing factor in the decision. The employer must then prove by clear and convincing evidence that it would have taken the same action for legitimate, independent reasons.<\/p><\/div><\/div><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_should_I_do_if_I_think_I_am_being_retaliated_against\"><\/span>What should I do if I think I am being retaliated against?<span class=\"ez-toc-section-end\"><\/span><\/h2><ol class=\"rlfp-ol\">\n<li>Keep track of what happened, including the date of your complaint, who you complained to, and each action taken against you afterward.<\/li>\n<li>Keep copies of documents you are lawfully entitled to have, such as your complaint, performance reviews and pay records. Do not take confidential company materials.<\/li>\n<li>Request your personnel file and payroll records. California law gives you the right to request both (Labor Code sections 1198.5 and 226).<\/li>\n<li>If you believe you were fired or punished for an illegal reason, do not sign a severance agreement or release before speaking with an employment lawyer.<\/li>\n<li>Speak with an employment lawyer promptly, because some deadlines are as short as six months.<\/li>\n<\/ol><\/div>\n<div class=\"rlfp-cta\"><p>Recognize your situation? Tell us what happened.<\/p><a class=\"rlfp-btn rlfp-btn-navy\" href=\"\/contact\/\">Request a free consultation<\/a><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"How_long_do_I_have_to_file_a_retaliation_claim\"><\/span>How long do I have to file a retaliation claim?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>The deadline depends on the law involved. The most common deadlines are below.<\/p>\n<div class=\"rlfp-table\"><table>\n<thead><tr><th>Claim<\/th><th>Deadline<\/th><\/tr><\/thead>\n<tbody>\n<tr><td>Retaliation under FEHA (complaints of discrimination or harassment, leave, accommodation)<\/td><td>3 years to file with the California Civil Rights Department, then 1 year after a right-to-sue notice to file a lawsuit<\/td><\/tr>\n<tr><td>Whistleblower retaliation under Labor Code section 1102.5<\/td><td>3 years to file a lawsuit<\/td><\/tr>\n<tr><td>Complaint to the Labor Commissioner for retaliation under the Labor Code<\/td><td>1 year<\/td><\/tr>\n<tr><td>Wrongful termination in violation of public policy<\/td><td>2 years<\/td><\/tr>\n<tr><td>Federal retaliation claims (Title VII, ADA, ADEA)<\/td><td>300 days to file a charge with the <a href=\"https:\/\/www.eeoc.gov\/\" target=\"_blank\" rel=\"noopener\">EEOC<\/a> (the deadline for California employees), then 90 days after a right-to-sue notice to file a lawsuit<\/td><\/tr>\n<tr><td>Claims against a public employer<\/td><td>A government claim generally must be presented within 6 months<\/td><\/tr>\n<\/tbody>\n<\/table><\/div>\n<p>These are general rules, and the facts of your case can change them. Contact us as early as possible so that no deadline is missed.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_compensation_can_I_recover_for_retaliation\"><\/span>What compensation can I recover for retaliation?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Depending on the claim, an employee who was retaliated against may recover:<\/p>\n<ul class=\"rlfp-list\">\n<li>Lost wages and benefits (back pay)<\/li>\n<li>Future lost earnings (front pay)<\/li>\n<li>Damages for emotional distress<\/li>\n<li>Punitive damages when the employer acted with malice, oppression or fraud<\/li>\n<li>Civil penalties of up to $10,000 per violation under Labor Code sections 98.6 and 1102.5<\/li>\n<li>Attorney&#8217;s fees and costs under FEHA and Labor Code section 1102.5<\/li>\n<li>In some cases, reinstatement<\/li>\n<\/ul><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"How_much_does_it_cost_to_hire_Rise_Law_Firm\"><\/span>How much does it cost to hire Rise Law Firm?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Nothing up front. We handle retaliation cases on a contingency basis, which means there are no fees or costs unless we recover compensation for you. You can <a href=\"\/contact\/\">contact us<\/a> to request a free, confidential consultation.<\/p><\/div>\n<div class=\"rlfp-band rlfp-dark\"><h2><span class=\"ez-toc-section\" id=\"Why_employees_choose_Rise_Law_Firm\"><\/span>Why employees choose Rise Law Firm<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M16 12 H48 V56 H16 Z M26 8 H38 V16 H26 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M24 30 H40 M24 39 H40 M24 48 H33\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">We represent employees only.<\/p><p>We never represent employers.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M10 16 H54 V54 H10 Z M10 26 H54 M22 10 V20 M42 10 V20\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M20 36 H28 M36 36 H44 M20 45 H28\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Harvard educated lawyers trained at national law firms.<\/p><p>Managing Partner <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, a graduate of Harvard College and Harvard Law School, began his career at O&#8217;Melveny &amp; Myers LLP. Partner <a href=\"\/lisa-watanabe-peagler\/\">Lisa M. Watanabe-Peagler<\/a> practiced in the Labor and Employment group at Epstein Becker &amp; Green, P.C., where she represented employers, which gives our clients direct insight into how companies defend these cases.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M8 24 L32 10 L56 24 Z M14 28 V50 M26 28 V50 M38 28 V50 M50 28 V50\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M6 54 H58\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Recognized by our peers.<\/p><p>Eliot J. Rushovich and Lisa M. Watanabe-Peagler have each been selected to Southern California Super Lawyers for 2022 through 2027. Mr. Rushovich holds an AV Preeminent Peer Review Rating from Martindale-Hubbell.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 a24 24 0 1 0 0.01 0 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M32 18 V32 L42 38\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">A record of results.<\/p><p>We are particularly well known for handling high-profile cases and have secured recoveries against major companies, government entities, and celebrities. See our <a href=\"\/results\/\">case results<\/a>. Past results do not guarantee a similar outcome in any future case.<\/p><\/div><\/div>\n<p>If you were fired after reporting harassment or discrimination, read our article on <a href=\"\/fired-for-reporting-harassment-california\/\">being fired for reporting harassment in California<\/a>. If you live or work in Long Beach, see our <a href=\"\/long-beach-employment-retaliation-attorney\/\">Long Beach retaliation page<\/a>. For an overview of the cases we handle, see our <a href=\"\/los-angeles-employment-lawyer\/\">Los Angeles employment lawyer page<\/a>.<\/p>\n<p>If you were punished for reporting sexual harassment, the harassment claim itself is explained on our <a href=\"\/los-angeles-sexual-harassment-attorney\/\">Los Angeles sexual harassment<\/a> page.<\/p><\/div>\n<div class=\"rlfp-band rlfp-light\"><h2><span class=\"ez-toc-section\" id=\"Contact_our_Los_Angeles_retaliation_lawyers\"><\/span>Contact our Los Angeles retaliation lawyers<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Call <a href=\"tel:+13107286588\">(310) 728-6588<\/a> or <a href=\"\/contact\/\">contact us online<\/a> to request a free, confidential consultation. Our office is at 8383 Wilshire Boulevard, Suite 800, Beverly Hills, CA 90211. Consultations are by appointment, and we represent employees throughout Los Angeles County and Southern California.<\/p><\/div>\n<\/div>\n<script type=\"application\/ld+json\">\n{\n \"@context\": \"https:\/\/schema.org\",\n \"@type\": \"FAQPage\",\n \"mainEntity\": [\n  {\n   \"@type\": \"Question\",\n   \"name\": \"Can I sue my employer for retaliation in California?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"California law prohibits an employer from firing, demoting or otherwise punishing an employee for reporting discrimination or harassment, raising a wage or safety complaint, reporting a violation of law, taking protected leave, or taking part in an investigation. If your employer took action against you after you spoke up, you may have a retaliation claim. Rise Law Firm represents employees only, never employers, and handles retaliation cases on a contingency basis, so you pay no fees or costs unless we recover compensation for you.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What is workplace retaliation?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Retaliation occurs when an employer takes an adverse action against an employee because the employee engaged in legally protected activity. A retaliation claim generally has three parts: Protected activity. You did something the law protects, such as making a complaint or refusing to break the law. Adverse action. Your employer took action that harmed your employment. A causal link. The protected activity was a reason for the adverse action. A retaliation claim does not depend on whether your underlying complaint was proven. An employee who reports harassment in good faith is protected even if the employer's investigation does not confirm it.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What activities are protected from retaliation in California?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"California law protects employees who: Complain about or oppose discrimination or harassment, or participate in an investigation or lawsuit about it (Fair Employment and Housing Act, Government Code section 12940(h)). Report a violation of a state or federal law or regulation to a government agency, a supervisor, or someone with authority to investigate it, or refuse to take part in an activity that would violate the law (Labor Code section 1102.5). Learn more about whistleblower protections. Complain about unpaid wages, overtime, meal and rest breaks, or other Labor Code violations (Labor Code section 98.6). Report unsafe working conditions (Labor Code section 6310). Request or take family, medical or pregnancy disability leave, or request a reasonable accommodation for a disability or religious practice. See our pages on family and medical leave and disability discrimination. Use paid sick leave or file a workers' compensation claim.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What counts as retaliation besides being fired?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Termination is the most common form of retaliation, but it is not the only one. California courts look at whether the employer's actions, taken together, materially affected the terms and conditions of employment. Retaliation can include: Demotion, a pay cut, or a reduction in hours Denial of a raise, promotion or bonus Sudden negative performance reviews or write-ups Undesirable transfers, schedule changes or job assignments Exclusion from meetings, training or opportunities Threats, increased scrutiny, or a campaign to push you out If you were pressured into resigning because conditions became intolerable, the law may treat it as a termination (constructive discharge). Learn more about wrongful termination in California.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"How do you prove retaliation?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Employers rarely admit a retaliatory motive, so most cases are proven with circumstantial evidence. The most important evidence is often timing. An adverse action that follows soon after a complaint is strong evidence of retaliation. Other evidence includes a change in how you were treated after the complaint, shifting or inconsistent explanations for the employer's decision, how other employees were treated, and emails, texts and performance reviews before and after the complaint. Two California rules make these claims easier to prove: The 90-day presumption. Since January 1, 2024, if an employer takes adverse action within 90 days after an employee makes a complaint protected by certain Labor Code sections, including wage complaints and reports of legal violations, the law presumes the action was retaliatory. The employer must then rebut that presumption. A lower burden for whistleblowers. Under Labor Code section 1102.6, an employee only needs to show that the protected report was a contributing factor in the decision. The employer must then prove by clear and convincing evidence that it would have taken the same action for legitimate, independent reasons.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What should I do if I think I am being retaliated against?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Keep track of what happened, including the date of your complaint, who you complained to, and each action taken against you afterward. Keep copies of documents you are lawfully entitled to have, such as your complaint, performance reviews and pay records. Do not take confidential company materials. Request your personnel file and payroll records. California law gives you the right to request both (Labor Code sections 1198.5 and 226). If you believe you were fired or punished for an illegal reason, do not sign a severance agreement or release before speaking with an employment lawyer. Speak with an employment lawyer promptly, because some deadlines are as short as six months.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"How long do I have to file a retaliation claim?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"The deadline depends on the law involved. The most common deadlines are below. Retaliation under FEHA (complaints of discrimination or harassment, leave, accommodation): 3 years to file with the California Civil Rights Department, then 1 year after a right-to-sue notice to file a lawsuit. Whistleblower retaliation under Labor Code section 1102.5: 3 years to file a lawsuit. Complaint to the Labor Commissioner for retaliation under the Labor Code: 1 year. Wrongful termination in violation of public policy: 2 years. Federal retaliation claims (Title VII, ADA, ADEA): 300 days to file a charge with the EEOC (the deadline for California employees), then 90 days after a right-to-sue notice to file a lawsuit. Claims against a public employer: A government claim generally must be presented within 6 months. These are general rules, and the facts of your case can change them. Contact us as early as possible so that no deadline is missed.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What compensation can I recover for retaliation?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Depending on the claim, an employee who was retaliated against may recover: Lost wages and benefits (back pay) Future lost earnings (front pay) Damages for emotional distress Punitive damages when the employer acted with malice, oppression or fraud Civil penalties of up to $10,000 per violation under Labor Code sections 98.6 and 1102.5 Attorney's fees and costs under FEHA and Labor Code section 1102.5 In some cases, reinstatement\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"How much does it cost to hire Rise Law Firm?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Nothing up front. We handle retaliation cases on a contingency basis, which means there are no fees or costs unless we recover compensation for you. You can contact us to request a free, confidential consultation.\"\n   }\n  }\n ]\n}\n<\/script>\n","protected":false},"excerpt":{"rendered":"<p>Reviewed by Eliot J. Rushovich, Managing Partner, Rise Law Firm, PC. Last updated October 2026. California law prohibits an employer from firing, demoting or otherwise punishing an employee for reporting discrimination or harassment, raising a wage or safety complaint, reporting a violation of law, taking protected leave, or taking part in an investigation. If your&#8230; <a href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-retaliation-attorney\/\">read more<\/a><\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-2179","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Los Angeles Retaliation Lawyer | Rise Law Firm<\/title>\n<meta name=\"description\" content=\"At Rise Law Firm, PC Our Beverly Hills &amp; Los Angeles retaliation attorney helps employees who have been subjected to unlawful retaliation. 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