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Irvine Retaliation Lawyer

In most cases, an employee can fire you without having to give any reason. This is because California generally considers employment “at-will,” meaning either the employer or employee can end the relationship at any time. But one key exception to the at-will rule involves situations where an employer terminates an employee in retaliation for engaging in some legally protected act.

If this applies to you, then you may have a case for wrongful termination under California law. A qualified Irvine retaliation lawyer can review your case and advise you of your options. At The Garza Firm, our attorneys have nearly 60 years of combined experience in California employment law. We can recognize the signs of an illegal retaliatory firing and help you obtain just compensation from your current or former employer.

Federal and California Laws Protect Employees from Retaliation

Workplace retaliation is not limited to simply firing an employee. It can refer to any “adverse employment action” that an employer takes against you in retaliation. For example, if you are threatened with a demotion or reduction in hours or pay, that can also qualify as retaliation.

But retaliation only applies to what the law considers “protected activities.” What are these activities? The most common ones that we assist clients with include:

  • Whistleblowers – California law provides specific protections for employees who report suspected criminal activity by their employer to law enforcement or any other government agency. This also applies to reporting such activity to your own supervisor or an executive at your company, or providing information or testimony to any government body conducting an investigation into your employer.
  • False Claims Act – Federal and state laws allow employees to sue an employer on behalf of the government if the employee has reason to believe the employer is embezzling or misusing government funds. As with any other form of whistleblowing, an employer cannot retaliate against an employee who files such a lawsuit.
  • Employment discrimination – Federal and state laws protect employees from adverse employment actions based on several protected traits, such as sex, gender, race, religion, and age. An employer may not engage in retaliation if an employee opposes or reports such acts of discrimination.
  • Requesting accommodations – Employees have the right to request their employer make certain accommodations for their disability or religious beliefs. While an employer is not always required to grant such accommodations, they cannot punish or otherwise retaliate against an employee who makes the request.

Contact The Garza Firm Today

There are different rules governing different types of workplace retaliation claims in California. In some cases you can directly sue your employer, while in others you may need to first file an administrative complaint with a federal or state agency. That is why it is always best to first consult with an experienced Irvine retaliation lawyer who can help steer you onto the correct path. If you have been fired or otherwise mistreated by your employer in retaliation for some legally protected activity, contact The Garza Firm today to schedule a free initial consultation.

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