You have a right to work and earn a respectable income in California. But, what happens when this right is stepped on?
Many employees believe they have an airtight employment law case, only to discover that what seemed like strong evidence carries little weight in a courtroom. Employers often engage in actions that feel unfair, misleading, or downright wrong, but not every workplace slight is illegal. There’s a difference between actions that are morally wrong and actions that are legally wrong.
California employment laws provide strong protections for workers, but a valid legal claim must be based on specific violations of these laws. Understanding what is actually relevant can help you assess the strength of your case.
Is It Relevant When Your Employer Lies or Misleads You?
It’s easy to think your rights have been violated when your employer tells you one thing but turns around and does the opposite. For example, it’s frustrating to hear that a layoff is due to downsizing, only to see job listings for what appears to be the same position weeks later. Many assume this is clear evidence of wrongful termination, but in reality, California employers have broad discretion when making staffing decisions. A company can generally restructure, shift responsibilities, or eliminate positions for nearly any reason in an at-will employment state—except when those decisions violate state or federal employment laws.
Provable Violations of Your Rights as an Employee in California
A valid employment law case must be based on a provable violation of your rights under California or federal law. Some of the most common claims include:
- Employment Discrimination – Employers cannot make employment decisions based on protected classes such as race, gender, disability, pregnancy, sexual orientation, age (over 40), and more.
- Retaliation – Employees who report workplace misconduct or illegal activity—such as discrimination, harassment, or wage violations—are generally protected from retaliation.
- Wrongful Termination – Firing an employee for an illegal reason, such as discrimination or retaliation, could lead to a valid legal claim.
- Wage and Hour Violations – Employers must follow California’s strict wage and hour laws, including paying overtime correctly and providing required meal and rest breaks.
To build a strong case, you need more than a general sense of unfair treatment. There must be clear evidence that your employer violated a legal protection, whether through documentation, witness testimony, or patterns of behavior. You can learn more about documents that help support California employment law cases in our free resource.
What About the Language of My Employment Contract?
Many employees assume that whatever is written in their employment contract must be enforceable, but that’s not always the case. California has strong protections against unfair or unlawful contract terms, and some provisions—such as non-compete clauses—are unenforceable under state law.
Even if you signed an agreement with restrictive covenants, that doesn’t mean your employer can legally hold you to them. Some companies include non-compete clauses in contracts, hoping that employees will comply despite their unenforceability. Similarly, employers may include other provisions that violate California law, such as waiving the right to meal and rest breaks. If you suspect part of your contract is unlawful, it’s worth reviewing with an employment attorney.
Building Your California Employment Law Case on Relevant Facts
If you believe you have an employment law claim, focus on facts that directly support a legal violation. Unfair treatment alone may not be enough, but discrimination, retaliation, wrongful termination, or wage violations could be. Understanding what is relevant helps strengthen your case and avoid wasted time on legally insignificant details. To discuss your situation and evaluate your options, contact Brandon Banks Law or complete our California employment law intake form.
The information contained in this blog and on this website is only intended for educational purposes and should not be considered legal advice. You should consult with an attorney before acting on information you read online.
