Torrance Retaliation Lawyer
| Feher Law
- Top Rated Trial Firm
- Over $150 Million Recovered For Clients
- No Fees Unless We Win
FEATURED ON
From Tom Feher, Esq.
“We represent Torrance employees who were punished for doing the right thing, and these retaliation cases are filed at the Torrance Courthouse. Whether you reported harassment, requested a disability accommodation, or flagged unsafe or illegal conduct at one of the South Bay's industrial and refinery employers, California law protects you. Government Code 12940(h) and Labor Code 1102.5 make it unlawful to demote or fire you for protected activity. We build the timeline that connects your complaint to the discipline that followed.”
Thomas Feher, Esq. · Founding Attorney, Feher Law APC · 50+ jury trials to verdict · $150M+ recovered · Super Lawyers 2022-2026
Recent California Recovery
$14.6M jury verdict
Simone v. Estate of Bruce Jameson · California personal injury wrongful death verdict tried by Thomas Feher, Esq.
Founding Attorney, Feher Law APC
50+ jury trials to verdict · $150M+ recovered
Super Lawyers 2022-2026 · Best Law Firms 2025
In California, workplace retaliation remains a significant concern, with numerous complaints filed by workers alleging retaliatory actions. This highlights the importance of having knowledgeable legal support when facing such challenges.
At Feher Law, we are proud to stand up for the rights of individuals who have been unfairly targeted or retaliated against in the workplace.
Key Takeaways
- California Labor Code Section 1102.5 prohibits employers from retaliating against employees who report violations of law to a government agency or internally within the company.
- Retaliation can take many forms beyond termination, including demotion, reduced hours, hostile treatment, unwarranted write-ups, or reassignment to less desirable duties.
- You must file a complaint with the California Civil Rights Department (CRD) within 3 years of the retaliatory act before pursuing a civil lawsuit.
- Feher Law handles retaliation cases on contingency. You pay nothing unless we win.
- If successful, you may recover back pay, reinstatement, emotional distress damages, and attorney’s fees.
Table of Contents
Why Choose Feher Law
When you entrust your case to Feher Law, you’re not just getting legal representation; you’re gaining a dedicated partner in navigating the intricacies of employment law. Our personalized approach ensures that we tailor our strategy to address the unique challenges and needs of your case.
- Compassionate Support: We understand the emotional toll that legal matters can take, especially in cases involving employer retaliation. Our empathetic approach aims to provide support during vulnerable times.
- No Upfront Costs: With our contingency fee structure, you won’t face any initial charges. Fees are only incurred upon the successful resolution of your case, ensuring that we are aligned with securing the best possible outcomes.
- Extensive Litigation Experience: Our team possesses comprehensive expertise across all stages of the legal process, from initial claims to complex litigation and courtroom representation. With a deep understanding of procedural intricacies and strategic prowess, we are dedicated to advocating for your case and securing the justice you deserve.
Recent Case Results
Why Acting Fast Protects Your Case
California’s statute of limitations for California retaliation claims is 1 to 3 years depending on the underlying right asserted. Once this deadline passes, your right to recover compensation is permanently lost, no matter how strong your case is.
Beyond the legal deadline, every week you wait can hurt your case:
- Surveillance and dashcam footage gets overwritten, often within 30 days
- Witnesses become harder to locate and their memories fade
- Medical records become harder to tie directly to the incident
- Insurance adjusters use any delay as evidence your injuries were not serious
Free consultations. No fee unless we win.
What Our Clients Say
Why California Clients Choose Feher Law
Super Lawyers 2022-2026 | Avvo 10.0 Superb | Gerry Spence Trial Lawyers College Graduate
Meet Our Team
Thomas Feher, Esq.
Founding Attorney
Stephen Wiard, Esq.
Senior Trial Attorney
Sandy Luu, Esq.
Associate Attorney
Alex Ballard, Esq.
Associate Attorney
Karen Parra, Esq.
Associate Attorney
Chase Nielsen, Esq.
Associate Attorney
Betsy Gomez
Managing Paralegal
Erica Feher
Chief of Operations
Navigating Retaliation Laws in California
In California, retaliation laws serve to protect employees from adverse actions taken by their employers. These activities encompass reporting discrimination or harassment, participating in investigations, filing complaints, taking medical or family leave, and whistleblowing.
Retaliation laws in California have been established through court decisions, legislative actions, advocacy efforts, federal influence, and public awareness. These laws protect employees from reprisals for exercising their rights in the workplace, such as reporting discrimination or harassment. The California Fair Employment and Housing Act (FEHA) is a key statute providing protections against retaliation. The California Civil Rights Department (CRD) shows updated court cases on these topics.
To prove a retaliation claim, employees need to show they engaged in a protected activity, faced adverse employment action, and can connect the two events. Employers are forbidden from retaliating against employees who exercise their rights under these laws, and those who retaliate may face legal consequences.
Additional reading: Torrance workplace discrimination lawyer
Examples of Illegal Retaliation in the Workplace
Retaliation can manifest in several ways, including:
- Unjustified negative performance reviews
- Unreasonable increase in workload
- Denial of promotions or raises
- Withholding training opportunities
- Spreading false information about the employee
- Physical or verbal abuse
- Termination
Employer Responsibilities For Workplace Retaliation
Employers are legally obligated to prevent and address any retaliation occurring in the workplace. This duty involves establishing clear anti-retaliation policies and ensuring that employees engaged in protected activities are not retaliated against.
Employers must promptly investigate retaliation complaints and take appropriate disciplinary actions if the claims are substantiated. Employees and management should be educated about anti-retaliation laws and company policies to promote compliance and foster an environment of safety, respect, and open communication.
Meeting these obligations helps uphold employee rights and fosters a workplace culture that prioritizes transparency and protection against unjust retaliation.
Starting a Retaliation Case in California
Putting together a retaliation case requires thorough preparation and an understanding of your legal entitlements. If you’re confronting retaliation at work, it’s essential to proactively develop a robust case to safeguard your rights.
Here’s some guidance on navigating this challenging scenario:
- Document Everything: Maintain records of any instances of retaliation, including dates, times, involved parties, and descriptions of the retaliatory actions. Preserve relevant emails, memos, or performance reviews supporting your case.
- Gather Evidence: Accumulate additional evidence to reinforce your retaliation claim, such as witness statements, pertinent company policies, or records of your protected activities. This evidence can substantiate your allegations and strengthen your case.
- Know Your Rights: Familiarize yourself with behaviors that constitute retaliation and assert your rights by reporting retaliatory conduct to HR, management, or regulatory bodies.
- Seek Legal Counsel: With our expertise in employment law, particularly in handling retaliation cases, we can offer vital guidance, evaluate the feasibility of your case, and adeptly navigate the legal intricacies.
Following these proactive measures can aid in constructing a compelling retaliation case and safeguarding your workplace rights. Remember, you’re not alone in confronting this situation – enlist the support of our seasoned California retaliation attorneys, who can advocate for you every step of the way.
Filing Deadlines for Retaliation Claims in California
In California, it’s essential to act swiftly when pursuing a retaliation claim. The state requires that complaints related to harassment, discrimination, or retaliatory actions be filed with the Civil Rights Department (CRD) within one year of the incidents occurring.
This stringent deadline underscores the significance of documenting your experiences and seeking legal counsel promptly to ensure your rights are fully upheld under the law.
What to Expect When You Work With Feher Law
- Free Case Evaluation: Contact Feher Law at no cost. We review the timeline of events and assess whether your employer’s actions constitute unlawful retaliation under California law.
- Filing a CRD Complaint: For most retaliation claims, we file a formal complaint with the California Civil Rights Department before pursuing civil litigation.
- Investigation: We gather employment records, communications, performance reviews, and documentation of the protected activity that triggered the retaliation.
- Negotiation: We present your case to your employer’s legal team and negotiate for compensation including back pay, emotional distress damages, and reinstatement if desired.
- Litigation if Necessary: If your employer refuses to settle fairly, we file suit in Los Angeles County Superior Court and take your case to trial.
Areas of Employment Law We Specialize In
Wrongful Termination
Fired after reporting misconduct, filing a complaint, or exercising a protected right? We pursue wrongful termination claims when retaliation is the driving force behind your dismissal.
Workplace Discrimination
Retaliation often follows an employee’s discrimination complaint. We handle cases involving race, gender, age, disability, religion, and other protected characteristics under FEHA.
Sexual Harassment
Employees who report sexual harassment are frequently targeted for retaliation. We represent workers who faced adverse action after coming forward about harassment in the workplace.
Whistleblower Claims
California’s whistleblower protections cover employees who report wage theft, unsafe conditions, fraud, or other illegal activity. We pursue claims under Labor Code Section 1102.5 and related statutes.
FMLA / CFRA Retaliation
Punished for taking or requesting protected medical or family leave? We fight for employees whose employers violated the Family and Medical Leave Act or California Family Rights Act.
Workers’ Compensation Retaliation
It is illegal to discipline or terminate an employee for filing a workers’ compensation claim. We handle retaliation cases tied to workplace injuries across the South Bay.
Torrance Retaliation: California vs Federal Law Comparison
California offers multiple retaliation protections beyond federal law:
| Statute | Protected Activity | Damages | Filing Deadline |
|---|---|---|---|
| FEHA | Reporting discrimination, harassment, requesting accommodation | Back pay, emotional distress, punitive, attorney fees | 3 years to CRD |
| Labor Code §1102.5 | Whistleblowing on legal violations | Back pay, emotional distress, fees, $10K civil penalty | 3 years |
| Cal. Labor Code §6310 | OSHA/safety complaints | Back pay, lost benefits, fees | 6 months to Labor Commissioner |
| Federal Title VII | Discrimination/harassment reporting | Back pay, capped compensatory + punitive | 180-300 days to EEOC |
| Federal SOX (publicly traded) | Securities fraud reporting | Back pay, special damages, reinstatement | 180 days to OSHA |
Torrance Retaliation Settlement Amounts
Torrance retaliation settlements depend on protected activity, adverse action, and damages:
| Case Type | Typical Settlement | Severe / Punitive |
|---|---|---|
| Demotion / Reduced Hours | $25,000 – $150,000 | $300,000 – $750,000 |
| Hostile Treatment | $50,000 – $300,000 | $500,000 – $1,500,000 |
| Constructive Discharge | $100,000 – $500,000 | $1,000,000 – $3,000,000 |
| Termination After Complaint | $100,000 – $500,000 | $1,000,000 – $3,000,000 |
| Whistleblower Retaliation | $200,000 – $1,000,000 | $2,000,000 – $10,000,000+ |
Frequently Asked Questions
What counts as illegal retaliation in Torrance?
Government Code 12940(h) prohibits punishing an employee for opposing discrimination or harassment, and Labor Code 1102.5 protects employees who report suspected legal violations. Demotion, firing, schedule cuts, or discipline that follows your protected complaint can all be retaliation. Torrance retaliation suits are filed at the Torrance Courthouse.
How do I prove my firing was retaliation and not performance?
We show the close timing between your protected activity and the adverse action, sudden negative reviews after years of good ones, shifting reasons from the employer, and better treatment of employees who did not complain. Under California law you need only show your protected activity was a contributing factor.
What is the deadline to file a retaliation claim in California?
For FEHA retaliation under Government Code 12940(h), you have three years to file with the Civil Rights Department under Government Code 12960, then one year from the right-to-sue notice. Labor Code 1102.5 whistleblower claims generally carry a three-year limit. We calendar the earliest applicable deadline.
What is a workplace retaliation case worth in the South Bay?
California retaliation cases commonly resolve between $50,000 and $400,000 depending on lost wages, emotional distress, and the strength of the timeline. Where the employer acted with malice, Civil Code 3294 allows punitive damages, and Government Code 12965 lets you recover attorney fees.
Am I protected if I reported a safety violation at a refinery or plant?
Yes. Labor Code 1102.5 protects employees who report a reasonable belief of a legal or safety violation to a government agency or a supervisor. Given Torrance's refinery and industrial employers, safety-report retaliation is common, and the law does not require that you be proven right, only that your belief was reasonable.
Can I recover my attorney fees in a retaliation case?
Yes. Government Code 12965 provides fee-shifting for prevailing FEHA plaintiffs, and Labor Code 1102.5 claims also allow fee recovery. This is why we take strong retaliation cases on contingency. You pay nothing unless we win.
Do I Pay Out-of-Pocket For My Employment Law Attorney?
At Feher Law, we provide legal services for employment law claims on a contingency fee basis. This eliminates any upfront costs or out-of-pocket expenses for you. Under this arrangement, our fees are contingent upon the successful resolution of your case.
We only receive payment if we secure compensation for you, ensuring our objectives align with yours and showcasing our dedication to pursuing the justice and settlement you rightfully deserve.
Other Locations We Serve
As Torrance employment attorneys, our dedication extends to serving a wide network across Los Angeles County, including but not limited to:
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Need an Employment Lawyer for Your Case?
Don’t let unfair treatment or retaliation chew away at your peace of mind. Let us tackle your employment issues head-on together! At Feher Law, we don’t just understand employment law; we live and breathe it. Our team is ready to craft a personalized legal strategy that fits your unique situation.
Whether you’re facing off against workplace bullies, tangled in contract confusion, or need someone to champion your cause, our experienced attorneys are your allies when you get in touch with us.
Contact us today at (310) 340-1112 to schedule a consultation or discuss your case with our California discrimination or retaliation law attorneys.
Notable Recent Settlements
Examples of California cases Feher Law has resolved on behalf of clients in this practice area:
- $1.4M – Wrongful Termination
- $933K – Wrongful Termination
- $750K – Wrongful Termination – Disability Discrimination
- $450K – Wrongful Termination
Past results do not guarantee future outcomes. Every case is evaluated on its specific facts under California law.
Estimate your case value: Use our free Wrongful Termination Settlement Calculator for a quick estimate of what your case could be worth, or speak directly with a Huntington Beach employment lawyer for a personalized review.
Last reviewed by Thomas Feher, Esq. – May 2026
Services We Offer
When it comes to your recovery and peace of mind, it’s vital to have an expert by your side that really understands the bigger picture of employment law. Explore the full range of services we offer below.
FAQs
What is the average settlement for a retaliation lawsuit in California?
The average settlement for a retaliation lawsuit in California varies widely depending on factors like the severity of the retaliation and damages incurred, making it difficult to provide a specific figure. However, settlements can range from thousands to millions of dollars, with some high-profile cases resulting in substantial payouts.
How long does a retaliation lawsuit take in California?
The duration of a retaliation lawsuit in California can vary significantly depending on various factors, including the complexity of the case, the court's caseload, and whether the case goes to trial or settles outside of court. On average, a retaliation lawsuit in California can take anywhere from several months to several years to reach a resolution
What makes a strong retaliation case in California?
A strong retaliation case in California hinges on several crucial factors, including clear evidence of protected activity, such as reporting discrimination or participating in an investigation, and subsequent adverse employment actions like termination or demotion.
Establishing a causal link between the protected activity and adverse action is essential, supported by comprehensive documentation such as emails, memos, and witness statements.
What counts as a protected activity in California?
Protected activities include reporting workplace discrimination or harassment, filing a workers' compensation claim, taking FMLA or CFRA leave, reporting wage theft or unsafe conditions, participating in a workplace investigation, or refusing to participate in illegal activity. If your employer took adverse action after you engaged in any of these, you may have a retaliation claim.
Does retaliation have to include termination?
No. Retaliation includes any adverse employment action taken in response to a protected activity. Examples include demotion, pay cuts, schedule changes, unwarranted write-ups, exclusion from projects, or a hostile work environment. Even subtle changes in how you are treated can qualify if they are connected to your protected activity.
How do I prove my employer retaliated against me?
You generally need to show that you engaged in a protected activity, your employer knew about it, and an adverse action followed within a timeframe that suggests a connection. Emails, performance reviews from before and after the protected activity, and witness statements are all valuable. An attorney can help you build a timeline and gather documentation before evidence is lost.
GET A FREE CONSULTATION
Our team is standing by and ready to assist you. Consultations are completely free and confidential. We will help you determine if you have a case.
- Over $150 Million Recovered For Clients
- No Fees Unless We Win
- We Fight for Maximum Compensation
- Get The Justice You Deserve
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