As an employment attorney in California with 29 years of experience, I've witnessed countless workplace violations. In this guide I am going to outline things your boss cannot legally do at work in California.

It is important to know and understand your rights when it comes to what your boss can or can't legally do. There are steps you can take if your employer breaks these laws, which are in place to help ensure that employees' rights are protected. This guide is designed to help you recognize your rights and understand the protections provided to employees.

Below are 15 things your employer cannot legally do at work.

• 1. Discriminate Against You
• 2. Punish You for Talking About Salary
• 3. Make You Work Unpaid Overtime
• 4. Ask Illegal Questions During Hiring
• 5. Pay Less Than Minimum Wage
• 6. Ask for "Off the Clock" Work
• 7. Fire You for Reporting Law-Breaking
• 8. Ignore Toxic Workplace Behavior
• 9. Retaliate Against You
• 10. Pay You Less for an Illegal Reason
• 11. Wrongfully Terminate You
• 12. Treat Contractors as Employees
• 13. Deny Reasonable Accommodations
• 14. Conduct Unauthorized Background Checks
• 15. Ignore Workplace Safety Regulations

1. Discriminate Against You

Discrimination occurs when you are treated differently at work because you belong to a protected class. Workplace discrimination is a common form of discrimination that people face on the job. According to a 2021 report by Glassdoor, 61% of U.S. employees say they have experienced discrimination in the workplace based on age, race, gender or sexual orientation. A study by the Williams Institute found that 45.5% of LGBTQ workers faced discrimination at work. Victims who have faced discrimination at work can learn how much you get from a discrimination lawsuit here.

Gallup found that 24% of Black employees and 24% of Latino employees in the U.S. have experienced discrimination at work. Remote work isn't stopping the issue either. Discrimination continues with a surprising 80% of employees surveyed claiming they experienced discrimination over remote channels such as video conferencing, chat apps or over the phone.

Some common examples of discrimination in the workplace include:

• Pay discrimination between genders, for example, when women get paid less than men for doing the same or comparable job
• Disability discrimination, such as when those with a disability cannot access certain parts of the facility making it impossible for them to work at the business
• Discrimination based on someone's sexuality, for example, refusing to employ someone because they are bisexual or gay.

What You Can Do: Under laws that are enforced by the Equal Employment Opportunity Commission (EEOC), it is illegal to discriminate against someone because of their race, color, religion, sex, national origin, age, disability, or genetic information. If you believe that you are being discriminated at work because of who you are, it is important that you contact the human resources department to file a complaint. If you are not being heard, or if no action is being taken,  contact an experienced Los Angeles discrimination attorney to better understand how to protect your legal rights.

2. Punish You for Talking About Salary

Your boss cannot punish you for talking about salary in the workplace. Your right to communicate with other employees at your workplace about your wages is protected under the National Labor Relations Act (NLRA). Wages are a crucial term and condition of employment. You may need to discuss wages before, for example, organizing a union. As an employee in California, your boss is also not allowed to question you about any conversation you may have had, threaten you for having it, or put you under surveillance for such conversations. And that's not all. Your employer can't legally enact a policy or ask you to sign a hiring agreement that bars you from discussing your wages or require you to get the employer's permission in order to have such discussions.

If you are an employee who is covered by NLRA, you also have the right to discuss wages in face-to-face conversations as well as written messages. While using online communications such as social media, your employer may have specific policies against using their equipment. Regardless, creating workplace policies that specifically bar you from discussing wages are unlawful. Employees can also talk about salaries when not at work, when on a break and even during work if employees are permitted to have other non-work conversations. Your right to do so is protected, whether or not you are represented by a union.

Protected conversations about wages may include:

• Having conversations about how much you and your colleagues and managers make.
• Presenting joint requests concerning pay to your employer.
• Organizing a union to negotiate pay increases.
• Approaching an outside union seeking help bargaining with your employer for better pay.
• Approaching the National Labor Relations Board to obtain more information about your rights under NLRA.
• Discussing and engaging in outside activity with other employees regarding public issues that might affect your pay such as minimum wage.
• Having the right to not engage in conversations about pay.

What You Can Do: If your employer has committed any of these violations, you can file a complaint with the NLRB.

3. Make You Work Unpaid Overtime

Some employers might try to get employees to clock out while performing job duties. This is illegal under California Labor Code §510. A California employer is prohibited from requiring employees to work overtime without compensation. If any off-the-clock work is performed that puts you over the maximum number of work hours, you are eligible for overtime pay.

According to California overtime laws, if you qualify for overtime pay, your boss cannot legally make you work over 40 hours in a workweek without paying time and a half. You are entitled to 1.5 times your usual pay rate for any overtime hours that you work (Labor Code §510(a)). If your boss forces you to work overtime hours, but refused to pay you for doing that work, you may have a wage and hour lawsuit against your employer. The total amount of damages available in a lawsuit for unpaid wages will depend on the specific situation. You may be able to collect the full amount of the unpaid wages, any interest on those wages, reasonable attorney's fees as well as court costs.

Some examples include:

• Requiring employees to finish work tasks after clocking out. For example, a retail worker who is asked to clean or restock the store once their shift has officially ended.
• Having employees respond to work emails or messages after hours, even if done remotely, this time will count as work and must be paid.
• Expecting workers to attend mandatory meetings or training sessions outside scheduled work hours. If the meeting is required, that time must be compensated, including overtime pay if it exceeds 40 hours in a week (or 8 hours in a day in California).

What You Can Do: If your employer violated federal labor laws, you may also be able to collect liquidate damages, which is equal to the amount of unpaid wages - or double damages. Under California's labor laws, if your employer deliberately refused to pay overtime, you may be eligible to receive double damages. Liquidated damages include an amount equal to the unpaid wages plus interest on that amount.

4. Ask Illegal Questions During Hiring

Many job applicants don't know that federal and California state employment laws protect our rights even before we become employees. Your boss cannot discriminate against you even when you are applying or interviewing for a job. There are a number of things your boss cannot do during the hiring process, which includes asking you illegal questions during your job interviews.

Here are examples of questions that are illegal in a job interview:

• Where do you live?
• Do you use drugs, or have you used them in the past?
• How old are you?
• Are you a native English speaker?
• Do you have or do you plan to have children?

Here are examples of questions that are legal:

• Are you comfortable taking a drug test?
• Do you have authorization to work in the United States?
• Will you be able to work overtime if required?
• Can you relocate for this job?
• Were you ever disciplined for violating a company policy in a prior job?

Employers can't legally ask certain questions such as age because they could lead to age discrimination during the hiring process. During the interview process, questions should pertain to the job such as those about your work skills and experience. During a job interview, you are under no obligation to answer any of the employer's questions. If a prospective employer asks you an illegal question, you may wish to point it out right then and there. The interviewer may simply have not known that it was an unlawful question. Point it out in a professional and neutral tone or let them know you are not comfortable providing an answer to that question.

What You Can Do: If an interviewer asks illegal questions during hiring, stay calm and avoid answering anything unrelated to the job, such as questions about age, religion, or family plans. You can report the incident to HR or file a complaint with the EEOC or California Civil Rights Department if you believe the question led to discrimination.

5. Pay Less Than Minimum Wage

The law prohibits employers from paying less than minimum wage. Yet, there continues to be instances of people in California, especially those who perform low-wage jobs, who earn less than the minimum wage because their employer breaks the law. In California, the minimum wage as of 2025, is $16.50 an hour regardless of the size of the employer. There are certain cities that may require a higher minimum wage than the state minimum wage. Fast Food Restaurant employers, effective April 1, 2024, and Healthcare Facility employers, effective October 16, 2024, have a higher minimum wage.

Most employers in California are subject to both federal and state minimum wage laws. Local entities (cities and counties) are allowed to enact minimum wage rates. Several cities and counties in California, such as Los Angeles and San Francisco, have adopted ordinances that require a higher minimum wage rate for employees working within their city. In such situations, the employer must follow the stricter standard, which means that they must pay the minimum wage that is most beneficial to the employee.

As an example, if you work in an unincorporated area of Los Angeles as of July 1, 2025, your employer must pay a minimum wage of $17.81 per hour, which is higher than the statewide minimum wage. Since California's current law requires a higher minimum wage compared to federal law, all California employers subject to both laws must pay the higher state minimum wage, unless their employees are exempt under California law.

What You Can Do:  It is important to remember that the minimum wage is an obligation of the employer and cannot be waived by any agreement. This includes collective bargaining agreements. Any remedial legislation written for the protection of employees may not be violated by agreement between the employer and employee. If your employer pays you less than the legal minimum wage, keep records of your hours worked and payments received. Then, file a wage claim with the California Labor Commissioner or the U.S. Department of Labor, and consider speaking with an employment lawyer to recover unpaid wages and penalties.

6. Ask for "Off the Clock" Work

It is against the law for your boss to ask you to do work off the clock. If your employer asks you to work before or after your regular shift without pay, that falls under wage theft. In many cases, doing so could put your wages under minimum wage, which is a separate violation. Off-the-clock work may include pre-shift duties, post-shift work, administrative duties,  clocking out an employee while they are working, and performing work during a meal or rest break. Your boss may require you to respond to emails or take phone calls outside of work hours. If you do work off the clock, it must be compensated at your regular hourly wage. However, your boss cannot legally make you work without pay.

When you are a non-exempt employee, working off the clock means you perform job duties during the time when you are not clocked in for work. Non-exempt workers are typically paid hourly and are protected by federal and state labor laws that guarantee rights to overtime pay, meal and rest breaks and a minimum wage. Exempt workers are salaried employees who fall into a particular exemption to these legal protections under California and federal wage and hour laws.

Working off the clock is a violation of California and federal laws. Employers who ask their employees to work off the clock may be liable for back wages. This is true whether or not the employer knew or merely allowed the extra work. Both federal and state laws require that non-exempt employees be paid for all the hours they work.

Here are a few red flags that indicate that you may be working off the clock:

• You started preparing for work or performing other pre-shift work such as prepping your workstation without clocking in.
• Performing revisions of work made during your workday
• Performing administrative work such as finishing up paperwork
• Doing job training
• Traveling between different worksites
• Taking off or putting on safety gear that is required for work
• Performing work-related tasks during a lunch break

7. Fire You for Reporting Law-Breaking

Your employer cannot fire you or lay you off because you reported illegal activity at work. In such cases, you may have a claim for whistleblower retaliation. Whistleblowers who protect public health and safety are protected under the law. You are protected from retaliation if you report or file a complaint against your boss or company for violating the law. Despite these legal protections, it is sadly common for employers to fire whistleblowers. If you are reporting illegal activity, document your company's response and contact an experienced Los Angeles whistleblower lawyer, who can help you with your retaliation claim.

Some laws that bar certain types of illegal corporate behavior specifically protect employees who blow the whistle. For example, the Sarbanes-Oxley Act, passed in 2002 to protect investors from corporate financial wrongdoing, includes protections for whistleblowers who report financial irregularities and shareholder fraud.

If your employer fires you for refusing in engage in illicit activities, you may also have a wrongful termination lawsuit. For example, if a nursing home fires a staff member for refusing to falsify hours to get more reimbursement from Medicare or Medicaid, that is unlawful and the employee may be able to file a wrongful termination lawsuit.  Retaliation and whistleblowing claims can be quite complex. The rules for bringing these types of claims may vary depending on the specifics of your case.

What You Can Do: An experienced Los Angeles employment lawyer can help you determine whether you have a claim based on a specific statute or a public policy violation. If you are successful with your claim, you may be able to seek compensation for the wages and benefits you lost as a result being wrongfully terminated, get your job back or receive an award for the wages you will lose until you find a new job, and attorney's fees and court costs.

8. Ignore Toxic Workplace Behavior

Your employer has a responsibility to stop hostile behavior at work. Everyone has the right to work in a professional environment that is free of harassment and discrimination. When your boss turns a blind eye to toxic behavior at work, employees' rights are violated. If the hostile behavior includes harassment based on protected characteristics such as sex, race or age, you might have a hostile work environment claim.

There are a number of negative behaviors that can make a workplace toxic including yelling, bullying, intimidation and manipulation. These are situations in which workers normally feel unsafe. They may find themselves in fear of being targeted or may even be afraid of speaking up for themselves. Many companies that have a toxic work environment tend to have lower productivity and higher turnover. These workplaces might allow harassing behavior or discriminatory practices that can cause higher stress levels for workers. Some might even have trouble continuing to do their job duties.

According to the Title VII of the Civil Rights of 1964, employers are not allowed to discriminate against protected classes such as race, religion and age. If you suspect that you have become a target for workplace discrimination or harassment, your lawyer can make a case under Title VII. When your work environment is stressful or hostile, it could be extremely unpleasant. However, there is a difference between a bad workplace and an abusive one. If your situation has worsened, you may be entitled to damages. You can read more about hostile work environment average settlements here.

9. Retaliate Against You

It is also illegal for your boss to retaliate against you. Retaliation in the workplace means punishing an employee who reports workplace violations or who engages in other protected activities. For example, an employer may retaliate against an employee for reporting their boss to the human resources department. Retaliation can also include any type of adverse employment action such as demotion, reduced pay or even job termination. Employers are barred from punishing employees for engaging in legally protected activities.

If you report discrimination, harassment, or violations of labor laws, your employer cannot take retaliatory action against you under both state and federal law, including protections enforced by the EEOC. Employees have a right under the law to participate in certain protected activities including filing complaints about discrimination or harassment in the workplace, acting as a witness in an investigation or reporting violations of minimum wage or overtime laws. Signs of retaliation include job termination, denying raises, giving poor performance reviews to employees.

Retaliation can be proved by documenting your actions and any retaliation by a supervisor. This can include being fired, being passed up for a promotion or losing pay or benefits. If you believe you have been retaliated against, make sure you keep detailed records of your interactions with supervisors and human resources. Under California Labor Code Section 1198.5, you also have the right to inspect or obtain a copy of your personnel file upon request. If the retaliatory action came after protected activity, you may be able to prove that your employer violated the law. You can learn more by visiting our article on what is your retaliation claim worth.

What You Can Do: If you suspect that your employer has retaliated against you, you can file a lawsuit for lost wages and emotional distress. In this type of lawsuit, you will need to show evidence that your employer violated a workplace retaliation law. A knowledgable Los Angeles retaliation attorney can help you determine whether you have a workplace retaliation case and explain your option.

10. Pay You Less for an Illegal Reason

It is lawful for employers to pay workers different wages. However, your boss cannot pay you less for a reason that is illegal. Such a pay discrepancy qualifies as wage discrimination. It is illegal for employers to pay someone less because of their gender, race, disability or some other protected category.

Some example include:

• Employers cannot pay women less than men for the same work.
• It is also illegal for employers to pay someone with a disability less because of their disability.
• Wage discrimination can also include differences in benefits or other parts of the compensation package. For example, not providing health insurance benefits to female employees while offering it to male employees is a form of wage discrimination.
• Providing different retirement benefits, bonuses, or other compensation package elements to employees based on their gender, race, disability, or other protected characteristics.

The best way to find out if your employer is engaged in wage discrimination is by speaking with your coworkers to see how much they make. When it comes to proving wage discrimination, it is important to remember that your job duties matter much more than your job title. If you are facing wage discrimination, you can sue your employer. There may be legal reasons why you are being paid less than your co-worker and your employer may try to offer justification. An employer might try to offer justification by pointing out seniority, merit or some other reason.

What You Can Do: If you believe you have suffered wage discrimination, such as a violation of the Equal Pay Act, you may go directly to court and are not required to file an EEOC complaint beforehand. The time limit for filing a complaint with the EEOC and the time limit for going to court are the same, within two years of the alleged violation. In the case of a willful violation, within three years.

11. Wrongfully Terminate You

Your boss cannot legally fire you for an illegal reason, which is known as wrongful termination. This includes being let go due to discrimination based on race, gender, age, religion, disability, or other protected characteristics. Under California's Family and Medical Leave Act laws, many employees are entitled to take up to 12 weeks of unpaid medical leave with the right to return to their job afterward.

What You Can Do: Terminating someone for taking protected medical leave is unlawful. Even in at-will employment states, where employers can generally terminate workers without cause, they still cannot violate state or federal labor laws in the process. If you suspect you've been wrongfully terminated, it's important to speak with an employment law attorney to understand your rights. Termination in retaliation for reporting harassment, unsafe working conditions, or other workplace violations is also against the law, and could result in your Los Angeles wrongful termination attorney filing a claim on your behalf.

12. Treat Contractors as Employees

Your boss can't legally treat independent contractors as if they're regular employees. If you're being told when and where to work, required to use company equipment, or closely supervised like an employee, but classified as a contractor, you may be misclassified. This kind of arrangement allows employers to dodge taxes, benefits, and labor protections, which is against the law. Misclassification can cost workers overtime pay, health benefits, and job protections they're legally entitled to. If this sounds familiar, it's worth having an employment lawyer review your situation.

What You Can Do: If you believe you've been misclassified as an independent contractor, gather evidence showing your employer controls your schedule, work methods, or tools. You can file a complaint with the California Labor Commissioner or the IRS to have your employment status reviewed and recover any unpaid wages or benefits. You might also consider speaking with an employment lawyer.

13. Deny Reasonable Accommodations

Your boss cannot legally deny reasonable accommodations for employees with disabilities under the Americans with Disabilities Act (ADA). If you have a medical condition that affects your ability to perform certain tasks, your employer is required to provide adjustments or accommodations, as long as it doesn't cause undue hardship to the business. This might include things like adjusting work hours, providing additional breaks, or modifying tasks to suit your needs. If you are experiencing this situation, you're likely wondering what happens if my employer cannot accommodate work restrictions? Failure to provide reasonable accommodations could lead to a discrimination claim, so it's important to know your rights.

What You Can Do: If you believe you've been denied reasonable accommodations, consulting with an employment law attorney can help clarify your options.

Conduct Unauthorized Background Checks

Your employer cannot legally run a background check on you without your knowledge and permission. The Fair Credit Reporting Act (FCRA) requires employers to get your written consent before conducting any background check, whether it's for a job application or during your employment. This federal law protects job seekers and employees from unauthorized investigations into their credit history, criminal records, or employment history.

Under the FCRA, employers must follow specific steps when conducting background checks:

• Provide clear disclosure: Your employer must give you a separate document that clearly states they plan to run a background check. This can't be buried in an employment application or employee handbook.
• Obtain written consent: Before ordering the background check, your employer must get your written authorization. You have the right to refuse, though this may affect your job prospects.
• Give you a copy of the report: If an employer plans to take adverse action based on the background check (such as not hiring you or firing you), they must first provide you with a copy of the report and a summary of your rights under FCRA.
• Allow you to dispute inaccuracies: You have the right to review the report and dispute any errors before the employer makes a final decision. Employers must give you reasonable time to respond.

Background checks may include credit reports, criminal records, driving records, employment verification, and education verification. Under California law there are restrictions on how employers can use credit reports and criminal history information in employment decisions. Employers generally cannot ask about arrests that did not result in conviction or consider convictions that have been sealed, expunged, or dismissed.

Common violations of FCRA include:

• Running background checks without obtaining written consent from the applicant or employee.
• Failing to provide a copy of the background check report when taking adverse action based on its findings.
• Using background check information in discriminatory ways, such as treating applicants differently based on protected characteristics.
• Not giving candidates adequate opportunity to dispute inaccurate information before making a hiring decision.
• Obtaining background reports from companies that are not legitimate consumer reporting agencies.

What You Can Do: If your employer conducted a background check without your consent or failed to follow FCRA procedures, you may have a claim. Document what happened and when you became aware of the unauthorized check. You can file a complaint with the Federal Trade Commission (FTC) or the Consumer Financial Protection Bureau (CFPB). You may also have grounds to sue your employer for damages, including lost wages if you were denied employment or terminated based on an improperly obtained report.

15. Ignore Workplace Safety Regulations

Your employer has a legal duty to provide you with a safe workplace. Under federal law, the Occupational Safety and Health Administration (OSHA) sets and enforces standards designed to prevent workplace injuries, illnesses, and deaths. Your boss cannot ignore these safety requirements or turn a blind eye to hazards that put you at risk. OSHA standards cover a wide range of workplace safety issues, from proper use of machinery and handling of hazardous materials to adequate ventilation and emergency exits. When employers cut corners on safety to save money or speed up production, they're not just being negligent, they're breaking the law. Whether you work in construction, healthcare, retail, or an office, your employer must follow applicable safety regulations for your industry.

Your employer's safety obligations include:

• Providing necessary safety equipment at no cost to you, such as hard hats, safety goggles, gloves, or respirators depending on your job duties.
• Training you on how to safely perform your work and use any equipment or protective gear required for the job.
• Maintaining machinery, tools, and facilities in safe working condition and addressing known hazards promptly.
• Posting OSHA citations and injury/illness records where employees can see them.
• Allowing OSHA inspections and not retaliating against workers who report safety concerns.

In California, workers have additional protections under Cal/OSHA, which enforces state workplace safety standards that are often stricter than federal requirements. California law gives you the right to refuse work that you reasonably believe poses an imminent danger to your health or safety. Your employer cannot punish you for exercising this right.

Examples of safety violations include:

• Failing to provide fall protection equipment on construction sites or elevated work areas.
• Exposing workers to hazardous chemicals without proper training, labeling, or protective equipment.
• Blocking emergency exits or failing to maintain clearly marked evacuation routes.
• Requiring employees to operate dangerous machinery without adequate guards or safety devices.
• Ignoring reports of unsafe conditions, such as exposed electrical wiring, slippery floors, or unstable structures.
• Not providing adequate breaks in extreme heat conditions, which is particularly important in California where heat illness prevention is required.

Employers who have deliberately ignored known safety hazards, or who fail to correct dangerous conditions after being warned may face significant penalties. What You Can Do: If you observe unsafe working conditions, report them to your supervisor or HR department immediately. Keep a record of your complaint and your employer's response. If your employer fails to address the safety issue, you have the right to file a confidential complaint with OSHA or Cal/OSHA. You can file online, by phone, or in person, and OSHA will conduct an investigation without revealing your identity to your employer if you request anonymity.

What You Can Do: If you observe unsafe working conditions, report them to your supervisor or HR department immediately. Keep a record of your complaint and your employer's response. If your employer fails to address the safety issue, you have the right to file a confidential complaint with OSHA or Cal/OSHA. You can file online, by phone, or in person, and OSHA will conduct an investigation without revealing your identity to your employer if you request anonymity.

Understanding and Protecting Your Rights

If you believe your boss or employer is acting unlawfully, it is important that you first clearly understand the law and your rights. When you are well aware of what your boss cannot legally do, you have the power to take action. It is also important that you make a plan for what to do next. Preserve all evidence and reach out to an experienced Los Angeles employment lawyer. At Kingsley Szamet Employment Lawyers, our knowledgeable lawyers offer free consultations. We will help you come up with a plan to protect your rights and hold employers accountable for violating laws.

Frequently Asked Questions

Can I sue my boss for talking behind my back?

Generally, workplace gossip isn't illegal unless it involves protected characteristics (race, gender, etc.), constitutes defamation, or violates privacy laws by disclosing confidential information like medical records or salary details. You may have legal recourse if the discussions are discriminatory, create a hostile work environment, or involve false statements that damage your reputation.  We have a full article you can read about what to do when your boss talks about you to employees.

What is it called when your boss threatens to fire you?

This might be referred to as intimidation, coercion, or creating a hostile work environment, and if threats are used to make you comply with illegal requests or discrimination, it may constitute wrongful termination threats or retaliation.

How to get your boss fired for bullying?

Document all incidents with dates, times, and witnesses, then report the behavior through your company's HR department with specific examples of how the bullying violates company policy or creates a hostile work environment. Follow your company's formal complaint procedures and consider consulting an employment attorney if the behavior is severe or involves illegal discrimination.

How to prove your boss is targeting you?

Keep detailed records of incidents including emails, performance reviews, witness statements, and any patterns showing you're treated differently than colleagues in similar situations, particularly if the targeting relates to a protected characteristic like age, race, or gender. Compare your treatment to coworkers' experiences and document any changes that occurred after you engaged in protected activity like reporting misconduct.

Can your boss threaten to fire you?

Yes, in at-will employment states your boss can generally threaten termination for any non-discriminatory reason, but threats become illegal if they're based on protected characteristics, retaliation for whistleblowing, or used to coerce you into illegal activities. Such threats may also violate company policy even if not illegal.

Signs your boss is picking on you

Common signs might include receiving disproportionate criticism compared to coworkers, being excluded from meetings or opportunities, having your work scrutinized more heavily, facing unrealistic deadlines or expectations, or experiencing public humiliation. Other red flags include sudden negative performance reviews that contradict previous feedback, being assigned undesirable tasks, or noticing your boss takes credit for your work while blaming you for problems.

What to do when your manager turns against you

Document everything, maintain professionalism, request clear expectations in writing, and consider having a direct conversation to address concerns if safe to do so. If the situation doesn't improve, escalate to HR, seek guidance from a mentor or union representative, or consult an employment attorney, especially if you suspect discrimination or retaliation.

Can an employer cut your hours as punishment?

While employers can generally reduce hours in at-will employment, it becomes illegal if done as retaliation for protected activities (like filing a complaint or taking FMLA leave), as discrimination based on protected characteristics, or in violation of an employment contract or union agreement. Such reductions may also qualify as constructive dismissal if severe enough to force your resignation.