Wrongful Termination Attorneys

If Your Employer Has Violated
Your Workplace Rights,
We're Here to Help.

California is an at-will employment state — but that doesn't mean employers can fire anyone for any reason. Terminating an employee because of their race, disability, pregnancy, or because they reported misconduct is illegal, regardless of at-will status.

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California law

What You Need to Know Before You Settle

CA Law

At-will doesn't mean anything goes

California employers can terminate at-will employees, but not for an illegal reason. Firing someone because of a protected characteristic — race, gender, age, disability, pregnancy, religion — violates the Fair Employment and Housing Act (FEHA).

CA Law

Retaliation firings are a major category

If you were fired after reporting harassment, filing a wage complaint, taking protected medical leave, or whistleblowing on illegal activity, your termination may be unlawful regardless of what reason your employer gave.

CA Law

File with CRD before you can sue

FEHA discrimination and retaliation claims require filing a complaint with the California Civil Rights Department within 3 years before you can bring a civil lawsuit.

CA Law

FEHA covers employers with 5+ employees

California's Fair Employment and Housing Act applies to far more employers than federal law — covering workplaces with as few as 5 employees and protecting a broader range of characteristics.

Many terminations that seem legal are not

Wrongful Termination Situations We Handle

California's at-will rule has significant exceptions. If your firing was motivated by any of the factors below, you may have a strong legal claim.

Discrimination-Based Termination

Fired because of race, gender, age, disability, pregnancy, religion, sexual orientation, or another protected characteristic under FEHA.

Retaliation Firings

Terminated after reporting workplace harassment, filing a wage complaint, taking CFRA/FMLA leave, or reporting illegal activity.

Whistleblower Retaliation

Fired for reporting safety violations, fraud, or other illegal conduct to a government agency or internally.

Constructive Discharge

When an employer creates intolerable working conditions designed to force a resignation — California treats this as an involuntary termination.

Implied Contract Violations

An employer's policies, handbook, or verbal promises may create enforceable obligations even without a written employment contract.

The first days after termination matter

What to Do After a Wrongful Termination

Evidence of wrongful termination — emails, performance reviews, HR records — can disappear quickly after you are let go. Here's how to protect your claim.

Document everything about your termination

Write down exactly what was said, when, and who was present. Note any reasons given — or the absence of any explanation.

Save all relevant communications

Emails, texts, performance reviews, and HR documentation. Export what you can before you lose access to your work accounts.

Record the timeline carefully

Note dates of any complaints you made, leaves you took, or reports you filed — and the dates of any negative treatment that followed.

Do not sign a severance agreement without counsel

Severance packages often include releases of employment claims. Once signed, you typically cannot pursue a wrongful termination case.

File with CRD promptly if applicable

FEHA-based claims require filing with the California Civil Rights Department before you can sue. Deadlines are strict.

Contact L&F Brown

We evaluate your termination, identify applicable legal theories, and pursue the strongest available claims on your behalf.

Client Stories

Hear From the People We've Helped

“I had a very good experience with these lawyers. I’d recommend them to anyone looking for quality legal advice and fantastic service. Curt is an Ace.”

Jack Hoskinson

“Overall experience was great. Arya was extremely knowledgeable and guided me through a stressful time in my life. Response times were quick and reassuring. Very happy with the outcome of my case.”

David Chau

“Helped now on three different occasions. Have referred Curt to at least three other people.”

Scott MacDonell

What you can recover

Compensation Available in a Wrongful Termination Case

California law provides robust remedies for employees who are unlawfully terminated — including damages that go well beyond lost wages.

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Back Pay
Wages and benefits you would have earned from the date of termination to the resolution of your case.
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Front Pay
Future lost earnings if reinstatement is not feasible or appropriate.
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Emotional Distress
Compensation for anxiety, humiliation, and psychological harm caused by the unlawful termination.
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Punitive Damages
Available in cases involving malice, oppression, or fraud by the employer.
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Reinstatement
In appropriate cases, a court can order your employer to rehire you to your previous position.
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Attorney's Fees
California FEHA allows successful plaintiffs to recover attorney's fees from the defendant employer.

Track record

Recent Verdicts & Settlements

Past outcomes don't guarantee future results, but they show what's possible when evidence is preserved and all defendants are pursued.

$6M Auto versus government entity settlement.

$4M Slip and fall at major retailer.

$2.5M Slip and fall at major retailer.

$1.5M Complex auto vs auto case.

$900K Complicated auto vs auto accident.

$700K Resolved following an auto accident injury.

Know your rights

Frequently Asked Questions

What makes a termination “wrongful” in California?

California is an at-will employment state, meaning an employer can generally terminate an employee for any reason or no reason. However, termination becomes wrongful when it violates a law, public policy, or an employment contract. Common examples include firing an employee for reporting harassment, taking protected medical leave, filing a workers’ compensation claim, or whistleblowing on illegal activity.

I was an at-will employee. Can I still sue for wrongful termination?

Yes. At-will status does not give an employer the right to fire someone for an illegal reason. California’s Fair Employment and Housing Act (FEHA) and numerous other statutes protect employees from terminations based on race, gender, age, disability, religion, pregnancy, sexual orientation, and other protected characteristics. If your firing was motivated even in part by a protected characteristic or protected activity, you may have a strong claim.

How long do I have to file a wrongful termination claim in California?

It depends on the legal theory. FEHA discrimination and harassment claims require filing a complaint with the California Civil Rights Department (CRD) within three years of the discriminatory act before you can sue. Other claims, such as those based on public policy violations, have a two-year statute of limitations. Given the varying deadlines, contact us as soon as possible after your termination.

What damages can I recover for wrongful termination?

Depending on the facts of your case, you may be entitled to back pay and lost benefits, front pay for future lost earnings, emotional distress damages, punitive damages in cases involving malice or oppression, and attorney’s fees. In cases where reinstatement is appropriate, a court can also order your employer to rehire you.

How much does it cost to hire L&F Brown?

Nothing upfront. Wrongful termination cases are handled on a contingency fee basis. California law also allows successful plaintiffs to recover attorney’s fees in many employment discrimination cases. Your initial consultation is free.

If Your Employer Has Violated
Your Workplace Rights,
We're Here to Help.