Recovering from the LA Wildfires: California Labor Rights and Protections

What Should California Employees Affected by the Wildfires Take Into Consideration Regarding Their Jobs?

California employees affected by the recent LA wildfires should immediately be aware of how their jobs and employment rights may be impacted. Job disruptions, workplace closures, and temporary layoffs are common during natural disasters, but California labor laws offer protections to help workers navigate these challenges. Knowing your rights and the resources available can help you safeguard your income, health, and long-term employment opportunities.

From unemployment benefits and temporary disability assistance to workplace safety regulations, California has legal safeguards in place to support employees during and after natural disasters. It’s also important to understand your employer’s responsibilities, including obligations to provide safe working conditions and timely communication about job status. In this blog, we’ll break down the essential steps California employees should take, outline their legal protections, and highlight resources to help you recover and plan your next steps

Protections: 

Protection from Retaliation 

All workers, regardless of their citizenship or immigration status, have the right to seek emergency or disaster relief without fear of retaliation. California labor rights strictly prohibit employers from taking adverse actions—such as firing, reducing hours, demoting, or disciplining—against employees who request assistance, report hazardous working conditions, or refuse to work in unsafe environments, including evacuation zones. In Los Angeles County, additional protections reinforce these rights, ensuring that workers who raise safety concerns with government agencies are shielded from employer retaliation. 

California Paid Sick Leave for Fire-Affected Workers 

Employees impacted by the wildfires may utilize their accrued California paid sick leave to address health conditions resulting from smoke inhalation, injuries, or stress-related illnesses. Additionally, this leave can be used to care for a family member affected by the disaster, ensuring that workers do not have to choose between their health or their families health and their paycheck during recovery. Employers must comply with California labor rights by allowing employees to use their earned leave for the previously mentioned reasons without penalty. 

Right to Refuse Work in Evacuation Zones 

Workers are legally entitled to decline work assignments in officially designated evacuation zones. Employers cannot force employees to return to a workplace that has been deemed unsafe due to ongoing fires, structural damage, or hazardous air quality. If a worker is pressured to return to such conditions, they have the right to report the issue without fear of retaliation. 

Employment Rights and Support for Fire-Affected Workers 

California Unemployment Benefits for Displaced Workers 

Employees who have lost their jobs, experienced a reduction in work hours, or are unable to work due to the impact of the wildfires may be eligible for California unemployment benefits through the California Employment Development Department (EDD). These benefits provide temporary financial assistance to help workers stay afloat while they seek new employment or wait for their workplaces to reopen. In some cases, workers who do not qualify for regular UI may be eligible for Disaster Unemployment Assistance (DUA), a federal program that provides support during major disasters. 

California Paid Sick Leave and Other Leave Protections 

Workers affected by the wildfires may use their accrued California paid sick leave to recover from disaster-related health issues, including respiratory conditions from smoke exposure, injuries, or mental health stress. This leave can also be used to care for an ill or injured family member. Additionally, workers should check if they qualify for other forms of leave, such as: 

• Family and Medical Leave Act (FMLA) & California Family Rights Act (CFRA): Provides job-protected leave for serious health conditions. 
• Paid Family Leave (PFL): Offers partial wage replacement for workers caring for a seriously ill family member. 

Employers are required to comply with these protections under California labor rights, ensuring that workers can take necessary leave without the risk of job loss. 

Filing Retaliation or Workplace Safety Complaints 

If an employer takes negative action—such as firing, cutting hours, or disciplining a worker—for reporting unsafe conditions, refusing to work in hazardous areas, or seeking disaster assistance, this may be considered retaliation, which is illegal under California labor laws. Employees who experience workplace retaliation or unsafe working conditions can file a complaint. Reporting violations helps ensure that workplaces remain safe and that employees’ rights are upheld during and after the disaster recovery process.

Take Action to Protect Your Rights 

Recovering from the LA wildfires can be challenging, but knowing your rights under California labor laws can help you navigate this difficult time with confidence. If you’ve lost your job, faced workplace retaliation, or been pressured to work in hazardous conditions, there are legal safeguards in place to support you. 

You don’t have to face this alone. Contact LFECR today for a free consultation to learn about your rights, file a complaint, or get help with California unemployment benefits, California paid sick leave, or workplace retaliation claims. Visit our website or call our office to take the first step toward financial stability and workplace safety. Your well-being and job security matter, and the law is on your side. 

Reach out to LFECR for expert legal guidance. 

Frequently Asked Questions

1. What rights do California employees have if wildfires disrupt their workplace?
California employees are protected from retaliation, can use accrued paid sick leave, and may qualify for unemployment benefits if they lose hours or are temporarily displaced due to wildfires. Knowing these rights helps workers stay financially secure and safe during recovery.

2. Can I refuse to work in an evacuation zone?
Yes. Workers in California have the legal right to decline assignments in officially designated evacuation zones. Employers cannot force employees to return to unsafe locations and cannot retaliate for exercising this right.

3. How does California protect employees from retaliation during disaster recovery?
California labor laws prohibit employers from firing, demoting, reducing hours, or disciplining employees who report unsafe conditions, request disaster assistance, or refuse unsafe work. These protections extend to all workers, regardless of immigration status.

4. Can I use my California paid sick leave if I’m affected by wildfire smoke or stress?
Absolutely. Employees can use accrued paid sick leave to address health issues caused by smoke inhalation, injuries, or mental health impacts. Paid sick leave can also be used to care for family members affected by the disaster.

5. What unemployment or financial assistance is available to fire-affected workers?
California displaced workers may be eligible for standard unemployment benefits through the EDD, or Disaster Unemployment Assistance (DUA) if they don’t qualify for regular UI. These programs provide temporary financial relief while workers recover or search for new employment.

6. Are there other forms of job-protected leave for wildfire-affected employees in California?
Yes. Workers may qualify for FMLA or CFRA leave for serious health conditions, as well as Paid Family Leave (PFL) for caring for a seriously ill family member. Employers must comply with these laws to ensure employees can take necessary time off without fear of job loss.



7. What steps should I take if my employer violates my rights during wildfire recovery?
Document any unsafe conditions, retaliation, or labor violations and consider filing a complaint with the appropriate California agency or consulting an employment attorney. Taking action helps protect your rights and ensures workplace safety for all employees during disaster recovery.