Do I Have an Employment Law Case? How to Know Your Rights in California

December 3, 2025

Not every workplace dispute becomes a legal claim, but many valid claims go unreported because workers aren’t sure whether what happened to them may have violated the law. In California, employee protections are among the strongest in the nation, and state and federal laws are designed to shield workers from unfair, unsafe, and discriminatory treatment.

If you’re wondering whether you may have an employment law claim, this guide walks through the key signs to watch for and the steps you can take to understand your rights.

1. Were Your Rights Violated? Understanding California’s Worker Protection

California employment law covers a wide range of workplace issues. You may have a potential claim if you experienced any of the following:

Wrongful Termination

A termination may be unlawful if it occurred because of a protected characteristic or activity, such as:

• Discrimination (race, color, national origin, gender, pregnancy, religion, age 40+, disability, etc.) 
• Retaliation for reporting misconduct or asserting your rights 
• Refusing to participate in illegal activity 
• Whistleblowing 

You may have a potential case if you were treated differently due to a protected characteristic or were subjected to a hostile environment where offensive conduct was persistent or severe. 

Retaliation 

If your employer punished you for doing something protected, like reporting harassment, requesting medical leave, or discussing wages, that may constitute retaliation under California law.

Wage and Hour Violations 

Common violations include:

• Unpaid wages, overtime, or double time 
• Off-the-clock work 
• Missed meal or rest breaks 
• Illegal deductions 
• Being misclassified as an independent contractor 

Leave Violations 

Under the FMLA, CFRA, and other laws, employees may be entitled to protected time off. An employer’s denial, interference, or retaliation may be unlawful.

2. What Evidence Do You Have? Document Everything 

You don’t need to build a case on your own, but gathering basic information can help determine whether a violation may have occurred. 

Helpful evidence includes: 

• Emails, texts, HR reports, or written warnings 
• Pay stubs, timecards, or schedules 
• Witness names or statements 
• Notes about incidents (dates, locations, what was said or done) 
• Performance reviews 
• Company policies or handbooks 

Even without documents, your testimony may still support a claim. 

3. Did the Problem Affect Your Pay, Safety, or Career? 

A potential claim may be strengthened when a violation leads to specific, identifiable consequences, such as: 

• Loss of income 
• Demotion or reduced hours 
• Hostile or unsafe work environment 
• Emotional distress 
• Damage to your professional reputation 
• Being forced to quit because conditions were intolerable (constructive discharge) 

4. Is Your Employer Covered by California Law? 

Most employers in California must comply with state and federal workplace protections. For example: 

• Discrimination laws apply to employers with 5 or more employees. 
• Harassment laws apply to all employers, even with 1 employee. 
• Wage and hour laws apply broadly 

If you’re unsure, a free intake assessment can help clarify eligibility. 

5. Don’t Wait, Deadlines (Statutes of Limitations) Apply 

California has strict deadlines for filing employment claims. Missing a deadline can prevent you from pursuing a potential claim, which is why speaking with a lawyer early is important, even if you’re not ready to take action.

6. The Simplest Way to Know: Talk to an Employment Lawyer 

Evaluating an employment claim can be complex. What feels unfair may be unlawful, and what seems minor may still carry legal significance.

A free assessment can help you: 

• Understand whether your rights may have been violated 
• Learn more about potential next steps 
• Gain clarity about your options 

Too often, employees underestimate the strength of their own case. 

Don’t stay in the dark about your workplace rights. If you believe your firing or treatment may have been unlawful, getting informed is an important first step. 

*Reach out to Abramson Labor Group today for a no-cost, confidential review.

You’ve worked hard for your rights. Let’s make sure they’re protected. 

*This assessment is for informational purposes only and does not create an attorney-client relationship.