California Retaliation & Whistleblower Attorneys
Reporting illegal conduct, requesting medical leave, or filing a workers' comp claim should never cost you your job. Our Pasadena employment attorneys protect employees who are retaliated against for standing up — and we make employers pay for it.
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Confidential. No attorney-client relationship is formed by submitting this request.
When Retaliation Crosses the Line
California law protects employees who speak up. If you experienced negative treatment after engaging in protected activity, you may have a strong claim.
Fired shortly after reporting illegal activity, fraud, or safety violations
Demoted or had pay cut after requesting medical leave or reasonable accommodation
Harassed or excluded after filing a workers' compensation claim
Passed over for promotion after reporting discrimination or harassment internally
Given negative performance reviews that don't match your actual work after whistleblowing
Threatened with termination for refusing to participate in illegal conduct
Subjected to increased scrutiny or micromanagement after protected activity
Forced to quit after retaliation made working conditions intolerable
Compensation
Back pay, front pay, lost bonuses, health insurance, retirement contributions, and other economic losses.
Compensation for anxiety, depression, and reputational harm caused by unlawful retaliation.
When an employer retaliates with malice or reckless disregard for the law, punitive damages may be available.
Under FEHA, Labor Code 1102.5, and related statutes, prevailing employees can recover attorney's fees.
How We Work
01
Tell us what happened. We listen, ask the right questions, and tell you where you stand — at no cost.
02
We gather evidence, evaluate damages, and build a clear legal theory tailored to your goals.
03
Many cases resolve through firm negotiation. When they don't, we're ready for court.
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We pursue maximum compensation: lost wages, benefits, emotional distress, and attorney's fees.
Client Stories
Frequently Asked
Retaliation occurs when an employer punishes you for engaging in legally protected activity — such as reporting discrimination or harassment, filing a workers' compensation claim, requesting medical leave, complaining about wage violations, or whistleblowing on illegal conduct. Punishment can include firing, demotion, pay cuts, harassment, or any adverse action.
California Labor Code Section 1102.5 protects employees who report suspected illegal activity to a government or law enforcement agency, supervisor, or internal compliance officer. You are protected even if the underlying conduct is not ultimately proven illegal, as long as you had a reasonable belief that a law was being violated.
Damages typically include lost past and future wages, lost benefits, emotional distress, and in appropriate cases punitive damages. Whistleblower cases under Labor Code 1102.5 can also include civil penalties. Under FEHA and related statutes, prevailing employees can recover attorney's fees.
FEHA retaliation claims must be filed with the California Civil Rights Department within 3 years. Labor Code whistleblower claims generally have a 3-year statute of limitations. Sarbanes-Oxley whistleblower claims have a 180-day deadline. Other statutes may have different deadlines. Consult an attorney immediately to protect your rights.
No. We handle retaliation and whistleblower cases on a contingency basis — you pay nothing unless we recover compensation for you. The initial consultation is free and completely confidential.
No. Requesting a reasonable accommodation for a disability or medical condition is protected activity under FEHA. If you were demoted, had your hours cut, were reassigned to less favorable duties, or were terminated after making such a request, you likely have a retaliation claim in addition to any discrimination claim.
A free, confidential conversation with one of our attorneys is the fastest way to find out what your case is worth and what to do next.
