PG&E Retaliation Lawyer

Employment Attorney Protecting Workers Against Unlawful Employer Actions

Pacific Gas and Electric Company, commonly known as PG&E, is the largest utility company in California, serving millions of customers across the state. With a workforce of around 23,000, PG&E faces complex workplace challenges. Some employees may experience retaliation for raising concerns or asserting their legal rights.

Facing retaliation at work can be deeply unsettling, especially when you have spoken up in good faith about safety risks, illegal practices or other workplace concerns. Retaliation is unlawful under California law, and employees who believe they have been targeted should understand their rights and options.

At a company as powerful as PG&E, workers may feel isolated or intimidated after taking a stand. California law offers strong protections for workers who speak out, and getting advice from an experienced Oakland employment lawyer can be the first step toward holding the company accountable.

What is Retaliation in the Workplace?

Retaliation happens when an employer punishes a worker for asserting their rights or reporting problems in the workplace. In 2022, California workers filed an average of 706 retaliation claims per month with the state Labor Commissioner’s Office.

At a large utility company like PG&E, where safety protocols and regulatory compliance are critical, employees play a key role in identifying problems. However, speaking up can sometimes come at a cost. Some examples of actions that may lead PG&E workers to face retaliation include:

• Reporting safety hazards to supervisors, the Occupational Safety and Health Administration (OSHA) or the California Public Utilities Commission
• Raising concerns about regulatory violations, such as pipeline safety or wildfire risk
• Complaining about wage theft, missed rest or meal breaks, or unpaid overtime
• Reporting workplace harassment or discrimination
• Requesting or taking legally protected medical, family or disability leave
• Participating in internal investigations or legal proceedings involving the company

In 2023, out of 4,072 employment cases, the California Civil Rights Department (CRD) received 1,832 complaints about reporting or resisting discrimination or harassment. The CRD recorded 410 complaints related to requesting family or medical leave.

Key California Laws Protecting PG&E Workers from Retaliation

California offers strong legal protections that allow PG&E employees to speak up about workplace issues without fear of punishment. Employers can’t legally intimidate, isolate or penalize someone for asserting their rights, and doing so can be grounds for a retaliation claim.

Under the Fair Employment and Housing Act (FEHA), it’s illegal for PG&E to retaliate against workers who report or oppose discrimination or harassment, or who assist in another employee’s complaint. This protection applies whether the issue is reported internally or to a state agency.

California also has several whistleblower laws that shield employees from retaliation when they report unsafe working conditions or misconduct, such as fraud or environmental concerns. Workers who cooperate with related investigations, refuse to participate in illegal activities or decline to perform dangerous tasks are also protected from retaliation.

• Labor Code Section 1102.5 prohibits retaliation against workers who report suspected violations of state or federal law to a supervisor or government agency. Even if a report turns out to be incorrect, the employee is still protected if they had a reasonable belief that wrongdoing occurred.
• Labor Code Section 6310 protects employees who raise concerns about occupational health and safety violations or who report these issues to OSHA. It also covers workers injured on the job or requesting access to workplace safety records.
• Labor Code Section 98.6 bars retaliation against employees who file complaints about unpaid wages, denied meal or rest breaks, or other labor violations. It also protects workers who exercise rights related to paid sick leave or participate in Labor Commissioner investigations.

Workers who take protected leave under the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA) are shielded from discipline or termination because of their absence. Federal laws such as Title VII of the Civil Rights Act and the Occupational Safety and Health Act offer additional protections for employees who report discrimination, harassment or dangerous working conditions. Together, these laws create a legal safety net that prevents employers like PG&E from punishing workers for standing up for their rights.

Examples of Retaliation Against PG&E Employees

Retaliation can show up in many ways at PG&E. Here are some real-world scenarios where retaliation might occur:

• Reporting Safety Concerns: PG&E operates in high-risk environments, and safety is critical. Employees may report unsafe working conditions, such as faulty equipment or failure to follow safety protocols. If the worker faces demotion, reduced hours or termination, this can be retaliation under the law.
• Whistleblowing on Environmental or Regulatory Violations: Employees who expose violations of environmental laws, falsified reports or regulatory noncompliance may be protected whistleblowers. If PG&E retaliates by firing or disciplining such employees, it violates California whistleblower protections.
• Complaining about Wage and Hour Violations: PG&E must follow California’s strict wage and hour laws. If an employee complains about unpaid overtime or misclassification and then faces adverse action, retaliation protections apply.
• Discrimination or Harassment Complaints: Workers who report sexual harassment or discrimination based on legally protected characteristics such as race, gender, age or disability can’t be punished for speaking up.
• Taking Family or Medical Leave: If a PG&E employee takes leave for their own serious health condition or to care for a family member, they have the right to return to work without retaliation. Wrongful termination or demotion after such leave may violate FMLA and CFRA.

How to Identify Retaliation at PG&E

Retaliation can occur in many ways. It isn’t always easy to spot, especially at a company like PG&E, where corporate bureaucracy can mask unfair treatment. Retaliation against a worker can take subtle forms that can feel like everyday workplace challenges, like being harshly criticized or passed over for promotions. In other cases, it’s more apparent and direct, such as getting suspended, demoted or fired soon after you report a safety violation. 

At PG&E, you may notice sudden changes in your job duties or work schedule that don’t make sense. For example, you could be moved to a less desirable location or be assigned inconvenient shifts without explanation. Negative performance reviews that conflict with your typically positive previous evaluations may also be a sign, especially if they come right after you’ve raised concerns or filed a complaint.

Exclusion is another common tactic. Being left out of meetings or vital communications can isolate you from the team, making it harder to do your job or advance your career. You may also find yourself denied promotions, training or other opportunities you were previously considered for.

In some cases, retaliation manifests as harassment or unfriendly treatment from supervisors or coworkers. This could be anything from unfair criticism to a hostile work environment that wasn’t there before. Watch out for sudden disciplinary actions that seem unwarranted and happen soon after you report wrongdoing, raise safety concerns or exercise other workplace rights; it could be retaliation.

What to Do if You Suspect Retaliation at PG&E

A survey found that nearly 2 in 5 California workers have experienced employment violations, but just 10 percent filed a complaint with a government agency. Of those, over 50 percent faced retaliation, according to nonprofit CalMatters.

If you think you’re being retaliated against at PG&E, taking the right steps quickly can help protect your rights and build a strong case. Here is what you should do:

1. Keep detailed records of everything related to the retaliation. Write down dates, times, locations, who was involved and what was said or done. This information can be invaluable later. Also, save copies of emails, memos, performance reviews or any documents that may support your claims.
2. Whenever possible, report the retaliation internally. This could mean filing a complaint with HR, a union representative or a compliance officer. Reporting gives the company a chance to address the issue and creates an official record of your concerns.
3. Avoid making public statements that could complicate your case and be used against you in legal proceedings. It’s wise to be cautious about what you post on social media or in work-related forums.
4. Most importantly, talk to an employment lawyer who understands California retaliation laws as soon as possible. Retaliation claims have strict deadlines, so waiting too long could hurt your chances of holding PG&E accountable and obtaining a positive outcome. 

How an Oakland Employment Lawyer Can Help with PG&E Retaliation Claims

Taking on an employer as large as PG&E can feel overwhelming. PG&E has skilled legal teams ready to defend the company’s interests, which means facing them alone puts you at a serious disadvantage. This is where a knowledgeable Oakland employment lawyer becomes essential.

Attorney Jason Erlich of Erlich Law Firm is dedicated to representing workers who have been mistreated. He has extensive experience handling retaliation claims against prominent employers like PG&E. In June 2025, he filed a retaliation lawsuit on behalf of a California resident and former Sub-Foreman who had dedicated nearly 30 years of his life to PG&E. Jason understands the pressures workers face when standing up to powerful corporations and is committed to fighting for justice using a tailored approach for each client.

A skilled employment lawyer knows how to leverage the complex web of California and federal laws that protect workers from retaliation. Gathering evidence is also crucial to any retaliation claim against PG&E. Your attorney will help you collect documents, emails, personnel records and witness statements that support your allegations. Erlich Law Firm knows what types of evidence matter most and how to present it convincingly.

Your lawyer will handle negotiations with PG&E’s legal representatives to seek a fair settlement. This may include financial compensation, reinstatement to your job, changes to your work conditions or other remedies. If your case proceeds to court or an administrative hearing, having Erlich Law Firm by your side ensures you have a strong advocate who can argue effectively on your behalf. We aim to obtain the best possible outcome and provide peace of mind during a stressful time.

Time Limits for Retaliation Claims

If you believe PG&E unlawfully retaliated against you, acting quickly is crucial. In California, you generally have up to three years from the date of the retaliatory act to file a complaint with the CRD. If you decide to file a lawsuit directly instead of going through the CRD, the deadline is usually two years. Because time limits can vary depending on your specific circumstances and the nature of the retaliation, consulting with an experienced employment lawyer as soon as possible is essential to protect your rights.

Contact Erlich Law Firm for Help with Retaliation at PG&E 

If you work at PG&E and believe you are facing retaliation, don’t wait to get help. The legal protections for California workers are strong, but time is limited to take action. At Erlich Law Firm, our Oakland employment lawyers have the experience and determination to fight against unlawful retaliation by large corporations like PG&E. Contact us today for a free initial consultation to discuss your situation confidentially.