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- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Mercer Legal Group represents Los Angeles and California employees retaliated against after reporting discrimination or harassment, requesting an accommodation, taking protected leave, or reporting illegal conduct. In California, the timing alone can support a claim.
Mercer Legal Group reviews employment law claims carefully, explains available options, and pursues appropriate remedies when the facts and law support them. Every case is different, and no attorney can guarantee a specific result.
Where the facts support a retaliation claim, available remedies may include:
Every case is different, and no attorney can guarantee a specific outcome.
Our California retaliation attorneys read the facts, build the timeline, identify the statute that fits, and pursue available remedies when the facts support them. From the first call you talk to a senior attorney. Cases are handled on a contingency-fee basis with no upfront cost to bring a claim.
Retaliation cases run on timing and pattern. Below are the questions clients ask us most when trying to figure out whether what happened crosses the legal line.
Performance reasons can be pretext when the documented record does not support them. California courts under FEHA, §1102.5, and §98.6 examine whether reviews were strong before the protected activity, whether the alleged misconduct was inconsistently disciplined, and whether comparator coworkers committed the same conduct without consequence. Los Angeles juries respond strongly when the employer’s reason appears manufactured after the complaint.
Likely yes. Under California Labor Code §1102.5, firing an employee for making a safety complaint or for reporting illegal conduct is wrongful termination. §1102.5 claims can be filed directly in court with no administrative exhaustion required, and the timing between the complaint and the firing is often dispositive evidence. Los Angeles §1102.5 cases routinely succeed when the temporal proximity is close.
Yes — California Labor Code §132a specifically protects employees from retaliation for filing a workers’ compensation claim. Schedule cuts, demotions, transfers, and termination tied to a workers’ comp claim violate California law. §132a claims are filed with the Workers’ Compensation Appeals Board, not the regular court system.
Strong protection under California Labor Code §98.6 and §1102.5. Both statutes prohibit retaliation against employees who report wage and hour violations — including increased harassment, schedule changes, and constructive discharge. Document each escalation in writing and talk to an attorney before quitting.
For FEHA-based retaliation, three years from the act to file with the California Civil Rights Department (CRD). For §1102.5 whistleblower retaliation, three years to file directly in court. For §132a workers’ compensation retaliation, one year to file with the WCAB. The right deadline depends on which statute applies — and many cases trigger more than one.
If you were demoted, disciplined, transferred, or fired after raising a complaint, requesting an accommodation, taking protected leave, or reporting illegal conduct, contact Mercer Legal Group for a free, confidential case review with a Los Angeles retaliation lawyer. Contacting us does not create an attorney-client relationship.
