Workplace retaliation is one of the most common—and misunderstood—employment law issues facing workers in Los Angeles. Retaliation occurs when an employer punishes an employee for exercising a legally protected right. While California and federal laws strongly protect employees, many workers are unaware that what they are experiencing may be unlawful.
In simple terms, retaliation happens when an employer takes negative action against you because you spoke up. This can include being fired, demoted, suspended, written up unfairly, denied a promotion, or subjected to reduced hours or pay. Retaliation can also be subtle, such as being excluded from meetings, reassigned to undesirable duties, or suddenly receiving poor performance reviews after raising a concern.
What Counts as Protected Activity?
Los Angeles employees are protected when they engage in certain activities, even if the underlying complaint is later found to be unproven. Common protected activities include reporting workplace discrimination or harassment, complaining about unpaid wages or overtime, requesting medical or family leave, reporting unsafe working conditions, or acting as a whistleblower. Simply put, the law protects your right to speak up without fear of punishment.
Many retaliation cases arise after an employee files a complaint with Human Resources or a government agency, such as the California Civil Rights Department. Others occur after an employee requests reasonable accommodations, including pregnancy or disability accommodations. Employers are not allowed to retaliate just because an employee asserted their legal rights.
How Retaliation Often Happens
Retaliation is rarely obvious. Employers often try to justify their actions by claiming poor performance, restructuring, or policy violations. However, timing matters. If negative treatment begins shortly after you engage in protected activity, that timing can be powerful evidence. In Los Angeles, courts often look at patterns of behavior, changes in treatment, and inconsistencies in employer explanations.
Documentation is critical. Saving emails, text messages, performance reviews, schedules, and written warnings can make a significant difference in proving a retaliation claim. Even notes documenting conversations can help establish a timeline.
What Employees Can Do
If you believe you are experiencing retaliation, do not ignore it. Continue performing your job duties professionally while documenting everything. You may also consider filing an internal complaint or speaking with an employment attorney who understands California’s strong worker protections.
In 2026, Los Angeles employees continue to benefit from some of the most employee-friendly laws in the country. Consulting a qualified Los Angeles Retaliation Attorney can help you understand your options, protect your rights, and determine whether legal action is appropriate.
Final Thoughts
Workplace retaliation is illegal, even when employers try to disguise it as standard discipline. Knowing your rights is the first step toward protecting your livelihood and career. If something feels wrong after you speak up at work, it may not be a coincidence—and you may have legal protections on your side.