Retaliation for Reporting Harassment: What California Workers Need to Know
You spoke up about harassment at work—now you’re being ignored, micromanaged, or even threatened with termination. Unfortunately, retaliation is all too common when employees assert their rights.
But here’s the good news: California law provides strong protections for workers who report illegal behavior.
What Counts as Retaliation?
Retaliation happens when your employer punishes you for:
- Reporting workplace harassment or discrimination
- Filing a complaint with HR or a government agency
- Participating in an investigation or lawsuit
- Even just raising concerns about unlawful conduct
Punishment doesn’t have to be obvious. Retaliation can include:
- Reduced hours or pay
- Unfair discipline
- Exclusion from meetings or projects
- Hostile treatment or bad performance reviews
If these changes happened after you reported a problem, it could be illegal retaliation.
Your Rights Under California Law
Under the Fair Employment and Housing Act (FEHA) and Labor Code Section 1102.5, California employees are protected from retaliation for:
- Reporting harassment or discrimination
- Refusing to engage in illegal conduct
- Whistleblowing on violations of law or public policy
It doesn’t matter if the harassment claim is ultimately proven—you’re protected as long as your report was made in good faith.
What You Can Do if You’re Retaliated Against
- Document everything—emails, texts, meetings, and changes in treatment
- File a complaint with the California Civil Rights Department (formerly DFEH)
- Talk to a labor attorney who can help you assert your rights and seek damages
You may be entitled to:
- Reinstatement
- Lost wages
- Emotional distress compensation
- Civil penalties against your employer
You Deserve a Safe, Respectful Workplace
Speaking up takes courage—and the law is on your side. Don’t let your employer intimidate you into silence. Retaliation is not just unfair—it’s illegal.
