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FEHA Remedies for Discrimination, Harassment, and Retaliation

The statute lists remedies a court or the department can award. None of them is a prediction of what a particular case will recover.

General education for California employees—not legal advice. Your facts and deadlines control. This is not a Workplace Rights Advocacy case result. It explains the Civil Rights Department workplace notice in plain English. It is not the poster and it is not a complete statement of every exception.

What the law allows

The workplace notice lists remedies for prohibited discrimination, harassment, and retaliation: hiring, front pay, back pay, promotion, reinstatement, cease-and-desist orders, expert witness fees, reasonable attorney’s fees and costs, punitive damages, and emotional distress damages. Government Code § 12965 is the fee provision most employees encounter after a successful court case. A longer discussion of categories is in damages available in employment cases.

Limits that matter

These remedies are available when liability is proved and the legal standard for that remedy is met. Emotional-distress damages require evidence of the harm. Punitive damages require the statutory showing of malice, oppression, or fraud. A public entity is generally not liable for punitive damages. Government Code § 818. Reinstatement is not ordered in every case; front pay is sometimes the substitute when going back is not workable.

Nothing on this page is a valuation of a case. Results depend on the evidence, the employer, mitigation, and the forum.

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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.