Both federal and state law protect employees and applicants from employer retaliation for engaging in activity that is protected by anti-discrimination laws.

You cannot retaliate against employees for participating in activities to further the enforcement of employment discrimination laws.1 The retaliation prohibition is quite broad and includes retaliation against a person who objected to a practice that is legal but that the person reasonably believed to be illegal. Protection from retaliation is not limited to applicants and employees; it covers all individuals, including former employees.2

There are also retaliation protections for whistleblowers.​

  • California Law Defines Retaliation Protections

    California Law Defines Retaliation ProtectionsCalifornia defines "retaliation" as the following.  More »

  • Federal Laws Define Retaliation Protections

    Federal Laws Define Retaliation ProtectionsFederal laws contain prohibitions on retaliation.   More »

  • Whistleblower Protections

    Whistleblower ProtectionsVarious federal and state laws protect individuals who “blow the whistle.” and report company violations of the law, such as violations of workplace safety, financial reform and securities laws.   More »

    Read about 2016 legislation and a 2015 court case.
  • Proving Retaliation

    Proving RetaliationTo establish a retaliation case, an individual must show the following.  More »

    ​​Read about a new 2015 court case.
  • Preventing Retaliation

    Preventing RetaliationAn employee who thinks he/she was discriminated against has the right to bring up the matter with a supervisor, other persons in management or a government agency.​  More »