Employment Retaliation Attorneys in Long Beach, California

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 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.

If you believe you were retaliated against, call (310) 728-6588 or contact us to request a free, confidential consultation. Some deadlines are short, so it is best to act promptly.

Rise Law Firm represents employees who live or work in Long Beach. Long Beach employers range from the Port of Long Beach and the logistics companies that serve it to hospitals, schools, aerospace companies and the City of Long Beach itself, and the same California protections apply to all of them. If your employer is a public agency, such as the City or the school district, a government claim may be due within six months, so it is especially important to act quickly.

What is workplace retaliation?

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:

1. Protected activity. You did something the law protects, such as making a complaint or refusing to break the law.
2. Adverse action. Your employer took action that harmed your employment.
3. 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.

What activities are protected from retaliation in California?

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.

What counts as retaliation besides being fired?

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.

How do you prove retaliation?

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.

What should I do if I think I am being retaliated against?

1. Write down what happened, including the date of your complaint, who you complained to, and each action taken against you afterward.
2. 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.
3. Request your personnel file and payroll records. California law gives you the right to request both (Labor Code sections 1198.5 and 226).
4. 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.
5. Speak with an employment lawyer promptly, because some deadlines are as short as six months.

How long do I have to file a retaliation claim?

The deadline depends on the law involved. The most common deadlines are below.

Claim	Deadline
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.

What compensation can I recover for retaliation?

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

How much does it cost to hire Rise Law Firm?

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.

Why employees choose Rise Law Firm

• We represent employees only. We never represent employers.
• Harvard educated lawyers trained at national law firms. Managing Partner Eliot J. Rushovich, a graduate of Harvard College and Harvard Law School, began his career at O’Melveny & Myers LLP. Partner Lisa M. Watanabe-Peagler practiced in the Labor and Employment group at Epstein Becker & Green, P.C., where she represented employers, which gives our clients direct insight into how companies defend these cases.
• Recognized by our peers. 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.
• A record of results. We are particularly well known for handling high-profile cases and have secured recoveries against major companies, government entities, and celebrities. See our case results. Past results do not guarantee a similar outcome in any future case.

Contact our Long Beach retaliation lawyers

Call (310) 728-6588 or contact us online to request a free, confidential consultation. We represent employees who live or work in Long Beach from our office at 8383 Wilshire Boulevard, Suite 800, Beverly Hills, CA 90211. Consultations are by appointment.