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Damages Available in Employment Cases

What California employees may recover when an employment claim succeeds—by category, not as a promise.

Economic losses

Successful plaintiffs often seek back pay (wages and benefits already lost), sometimes front pay or reinstatement, unpaid overtime or premiums, expense reimbursement, and interest. Wage cases may also include waiting-time penalties and other Labor Code penalties when the statute allows.

Non-economic and punitive damages

FEHA and related tort theories can support emotional-distress damages. Punitive damages may be available for malicious, oppressive, or fraudulent employer conduct proven to the required standard. Caps that apply in some federal statutes do not automatically limit every California claim.

Fees and costs

Many employment statutes authorize prevailing-party attorney’s fees and costs, which can change settlement leverage. Fee rules differ for FEHA, wage statutes, and PAGA—your retainer should explain how fees interact with any recovery.

What drives value

Liability strength, length of unemployment, mitigation efforts, documentary proof, and the employer’s conduct all affect value. See case results for illustrations—not guarantees—and talk through a damages model in consultation.

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Common questions

Answers we give on every page before you call. More detail is on our full FAQ page.

Do I have a case?

If you faced discrimination, harassment, retaliation, unpaid wages, wrongful termination, leave denial, or a refused disability accommodation, you may have claims. Whether your facts support a case depends on the evidence, deadlines, and applicable law—we evaluate that in consultation.

How much does it cost?

Initial consultations are typically free. If we take the matter, fees are usually explained in a written agreement before you hire us. Many employment cases are handled on contingency (see below).

Do you work on contingency?

In many employment matters, yes—attorney fees may be collected only if there is a recovery, subject to a signed fee agreement. Costs and fee arrangements can vary by case type; we confirm the terms up front.

How long will my case take?

Some matters resolve in months; contested lawsuits can take a year or longer through discovery, mediation, arbitration, or trial. Timing depends on the claims, court or arbitrator calendars, and whether the other side fights. See how long employment lawsuits take.

What should I bring?

Bring or upload what you have: a short timeline, pay stubs or time records, emails and texts, write-ups or reviews, medical or leave paperwork, and the names of witnesses or managers. See our documentation guide.

Free consultation?

Yes—initial consultations are typically free and confidential. Contacting us does not create an attorney–client relationship until there is a signed written agreement.

What happens after I contact you?

Our intake team reviews what you send, follows up if we need more detail, and screens deadlines and claim types. If the matter may be a fit, we schedule a consultation to discuss options, risks, and next steps—or we let you know promptly if we cannot help.