Most workers call a lawyer months later than they should - after the retaliation already happened, after the key texts were deleted, after they signed something. The consultation is free and privileged, so the real question is not whether you can afford to call; it is whether you can afford the waiting. Here are the five signs it is time, and what actually happens when you do.
Sign One: It Happened More Than Once, or Once Was Serious
A pattern of comments, touching, or pressure is a case. So is a single serious incident - California law (SB 1300) recognizes that one act can be enough. If you are keeping a mental list of incidents, that list belongs on paper and in front of a lawyer.
Sign Two: You Reported, and Nothing Real Happened
An employer who knows and does not act promptly and effectively is violating FEHA on its own. If your complaint disappeared into HR silence, or the "investigation" was one conversation and no change, the failure itself strengthens your case - and a lawyer can force motion your complaint could not. (More on that in when HR does nothing.)
Sign Three: Anything About Your Job Changed After You Spoke Up
Schedule worsened, hours cut, warnings appeared, meetings stopped including you. Retaliation is a second, separately valuable claim - and adverse actions within 90 days of a protected complaint are presumed retaliatory. This is the single most urgent sign on this page: retaliation cases are built from timelines, and timelines are strongest when a lawyer starts preserving them early.
Sign Four: You're Considering Quitting
Talk to a lawyer BEFORE you resign, not after. Quitting the wrong way can shrink a strong case; quitting the right way - documented intolerable conditions, a written complaint that gave the employer its chance - can preserve a constructive discharge claim that keeps full termination damages alive. Ten minutes of advice before a resignation letter has saved more than one case. (See constructive discharge, explained.)
Sign Five: You've Been Handed Papers
A severance agreement, an arbitration acknowledgment, a "summary of investigation findings," anything with a signature line and a deadline. You are allowed to have it reviewed. Severance releases waive claims - know what yours are worth before selling them - and since the Silenced No More Act, clauses demanding silence about harassment are unenforceable anyway.
What the First Call Actually Involves
Twenty to thirty minutes, privileged whether or not you hire anyone. You describe what happened; the lawyer tells you honestly whether there is a case, what it might be worth, and what to preserve. No fee to talk, and firms like ours work on contingency - no fee unless you win. What you should bring: dates, any documents you legally have, and the names of people who saw or heard things.
The Clock Running Behind All of This
Three years to file with the CRD. 300 days for the federal EEOC. One year to sue after a right-to-sue notice. Six months for government-employer claim notices. Evidence has its own shorter clock - chat systems purge, cameras overwrite, witnesses move on. Whichever sign brought you to this page, the free call answers it faster than another month of wondering: 1-800-371-3088. And if you want to vet lawyers properly first, here is how to choose one.
Legal Disclaimer: This page is provided for general informational purposes only and does not constitute legal advice. Employment law is complex and fact-specific. The information on this page reflects California law as of 2026 and may change. If you believe your rights have been violated, please consult a licensed California employment attorney to evaluate your specific situation.