It’s one of the first questions people ask, and the honest answer is: it depends. No lawyer can promise a number. But a case’s value comes from a handful of understandable pieces, so here’s what actually goes into it.
Lost pay. The wages and benefits you lost because of what happened, both in the past (back pay) and, in some cases, going forward (front pay).
Emotional distress. California law recognizes the real toll of being fired unfairly, harassed, or discriminated against. These damages vary widely from case to case.
Penalties. Certain violations, like wage-and-hour or late-final-paycheck claims, carry statutory penalties on top of what you’re owed.
Attorney’s fees. In many California employment cases, such as discrimination and retaliation claims under FEHA, a prevailing employee can recover attorney’s fees from the employer. That changes the math and makes it possible to pursue cases that might otherwise be too small to litigate.
Punitive damages. When an employer’s conduct is especially bad, involving malice, oppression, or fraud, a jury may award punitive damages. The bar is high, but the possibility can matter.
What moves the number: how strong the evidence is, whether you looked for new work (the law expects you to try to limit your losses), the size of the employer, and how clear-cut the violation is.
Most cases resolve somewhere between the best and worst outcome. The only real way to understand yours is to have someone look at the specifics. At Grochow Law, we evaluate California employees’ cases and give a straight assessment of where things stand.
