Inglewood Workplace Retaliation Attorney
Legal Support When Speaking Up Leads To Punishment
Taking a stand against mistreatment or illegal activity in the workplace requires tremendous courage. Whether you reported sexual harassment, blew the whistle on unsafe working conditions, or stood up against racial discrimination, you have a fundamental right under California and federal law to speak up without fear of punishment.
Unfortunately, many employers respond to protected actions with subtle or overt punishment. If your employer demoted you, slashed your hours, created a hostile working environment, or fired you after you exercised your legal rights, you do not have to suffer in silence.
At Holtz Matthews LLP, our team of aggressive litigators fights tirelessly for workers across Southern California. As high-profile employment and personal injury advocates, we understand the emotional and financial strain caused by workplace reprisal. Our experienced retaliation lawyer in Inglewood will stand beside you, protect your rights, and hold your employer fully accountable for their illegal conduct.
Call (818) 791-0555 to schedule a confidential consultation with our team.
We provide a trusted space to discuss your case openly, while also safeguarding your rights, maintaining your dignity and offering the legal expertise necessary to pursue justice.
What is Employer Retaliation?
Employer retaliation occurs when an employer takes an adverse employment action against an employee because the worker engaged in a protected activity.
Under state and federal labor standards, an adverse employment action is any action that materially and adversely affects the terms, conditions, or privileges of your employment. It goes beyond petty slights or mild coldness from management; it refers to tangible actions that hinder your career progression, earnings, or well-being.
To establish a legal claim for retaliation in California, three primary elements must be proven:
- You engaged in a legally protected activity (e.g., filing a workplace complaint, requesting medical leave, or reporting illegal acts).
- Your employer subjected you to an adverse employment action (e.g., termination, demotion, pay cut, or harassment).
- A causal connection exists between your protected activity and the employer's adverse action.
Employers rarely admit that they are punishing an employee for speaking out. Instead, they often attempt to manufacture performance issues, fabricate policy violations, or restructure departments to disguise their true motives. Demonstrating this link requires deep legal knowledge, meticulous evidence gathering, and strategic litigation.
Common Examples of Retaliation
Retaliation isn't always as obvious as immediate firing following a complaint. In many Inglewood workplaces, retaliation is covert and cumulative, designed to force the employee to resign or make their workday unbearable.
Common examples of illegal employer retaliation include:
- Termination or Layoffs: Abruptly firing or lay-off of an employee shortly after they report sexual harassment, discrimination, or safety hazards.
- Demotions & Pay Reduction: Stripping an employee of their title, duties, or leadership responsibilities, or cutting their hourly rate or salary.
- Undesirable Schedule or Location Shifts: Moving an employee to night shifts, cutting their billable hours, or transferring them to a distant job site to cause hardship.
- Unwarranted Negative Evaluations: Receiving sudden, poor performance reviews or formal write-ups after years of glowing feedback.
- Exclusion & Isolation: Intentionally leaving an employee out of essential team meetings, training programs, email threads, or career growth opportunities.
- Increased Scrutiny & Micromanagement: Setting impossible standards, hyper-analyzing every minute detail of work, or targeting the worker with unfair disciplinary write-ups.
- Creation of a Hostile Work Environment: Encouraging co-workers or supervisors to harass, bully, mock, or isolate the employee.
- Threats regarding Immigration Status: Threatening to report a worker or their family members to immigration authorities following a wage claim or workplace report.
At Holtz Matthews LLP, your satisfaction is our priority! See for yourself what our clients have to say about working with us.
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"Michael is an outstanding attorney."
I have the highest regard for his capabilities.
Former Client -
"Jordan is a skilled and enthusiastic lawyer that I have had the pleasure of working closely with."I recommend Jordan to anyone who is seeking legal advice in Entertainment.Fellow Attorney in Community
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"Michael is a true gem!"In the very first five minutes of our conversation about my case, it was evident that Michael is different. We hadn't even started, and Michael was on the case, so well prepared, and so familiar with every aspect of the situation. Michael's informed perspective and knowledge of the industry is clear in every assessment he makes, and his wealth of experience saved me from many potential disasters. I am truly grateful to Michael for his generosity, and for him patiently and clearly explaining the important strategic details that ensured the success of my case.Former Client
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"Jordan is Extremely Helpful."We must have spoken to 7 different lawyers and Jordan had the best information and most concise plan of action. You can tell he is very knowledgeable in his field.Former Client
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"Hard working, extremely diligent litigator"
Highest ethical and moral standards and someone who actually cares about his clients. In my experience, these are attributes often lacking from Los Angeles litigators.
Former Client
Why Choose Holtz Matthews LLP for Your Retaliation Claim?
Choosing the right employment attorney can make all the difference in the outcome of your case. Employers and large corporations hire experienced legal teams to protect their bottom lines—you deserve an equally formidable legal team in your corner.
- Fearless & Relentless Advocacy: Founded by trial attorneys Michael D. Holtz and Jordan Matthews, our firm is known for tackling complex, high-stakes workplace cases. We do not back down from aggressive corporate defense teams.
- Proven Track Record: Our attorneys have recovered millions of dollars for victims of employment injustice, including notable trial outcomes and multi-million dollar settlements ($65M, $6.8M, $2.5M, and more).
- No Upfront Costs (Contingency Basis): We believe access to justice should never depend on your financial situation. We operate on a contingency fee model—you pay zero legal fees unless we successfully win compensation for you.
- Uncompromising Discretion & Privacy: Retaliation cases often involve sensitive subjects like sexual harassment or internal whistleblowing. We safeguard your privacy, maintain strict confidentiality, and handle your matter with dignity and respect.
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$65M RESULT
Client was the primary witness for the Wall Street Journal expose, entitled, "Dozens of People Recount Pattern of Sexual Misconduct by Las Vegas Mogul Steve Wynn", resulting in $55 million in fines levied against the company, a $10 million fine against Steve Wynn, and his removal from the gaming industry. The Nevada Gaming Control Board also changed its rules governing gaming licensees.
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$6.8M Result
Client was harassed and manipulated by high-level casino executives and forced to facilitate trafficking of women. The matter was resolved for a high seven-figure sum.
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$2.5M Result
Client was groped and propositioned by a top-level executive of a large multi-national company. The matter was resolved for a multi seven-figure sum.
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$2.4M Result
Client who worked for highly successful celebrity was discriminated against and harassed by company. The matter was resolved for multi seven-figure sum.
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$2.1M Result
Client, a female executive for a major studio and production company, was harassed and sexually assaulted by her male superiors. The matter was resolved for a multi seven-figure sum.
Frequently Asked Questions
How long do I have to file a retaliation claim in California?
Under California law (FEHA), employees generally have three years from the date of the retaliatory act to file a complaint with the California Civil Rights Department (CRD). However, deadlines can vary depending on the specific legal theory (e.g., public entity claims have much shorter deadlines). It is critical to consult an attorney as soon as possible to avoid losing your right to take legal action.
What if I was fired for reporting sexual harassment in the workplace?
Firing an employee for reporting sexual harassment is a clear violation of California's FEHA and Labor Code provisions. You may be entitled to file a lawsuit for wrongful termination and illegal retaliation to recover lost past and future wages, emotional distress damages, attorney's fees, and potentially punitive damages.
Can my employer fire me if I am an "at-will" employee?
While California is an "at-will" employment state—meaning an employer can generally terminate employment at any time for any legal reason—at-will status does not give employers the right to break the law. Firing an employee in retaliation for engaging in protected activity is illegal wrongful termination, regardless of at-will status.
How much does it cost to hire an Inglewood retaliation lawyer at Holtz Matthews LLP?
We handle employment retaliation cases on a contingency fee basis. You do not pay any upfront legal charges or out-of-pocket costs. Our fee is a percentage of the financial recovery we secure on your behalf. If we do not obtain a settlement or verdict for you, you owe us nothing.
