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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.
Attorney of the Year — California Lawyers Association No fee until we winCalifornia 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).
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.
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.
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.
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.
Fired because of race, gender, age, disability, pregnancy, religion, sexual orientation, or another protected characteristic under FEHA.
Terminated after reporting workplace harassment, filing a wage complaint, taking CFRA/FMLA leave, or reporting illegal activity.
Fired for reporting safety violations, fraud, or other illegal conduct to a government agency or internally.
When an employer creates intolerable working conditions designed to force a resignation. California treats this as an involuntary termination.
An employer's policies, handbook, or verbal promises may create enforceable obligations even without a written employment contract.
Evidence of wrongful termination, emails, performance reviews, HR records, can disappear quickly after you are let go. Here's how to protect your claim.
Write down exactly what was said, when, and who was present. Note any reasons given, or the absence of any explanation.
Emails, texts, performance reviews, and HR documentation. Export what you can before you lose access to your work accounts.
Note dates of any complaints you made, leaves you took, or reports you filed, and the dates of any negative treatment that followed.
Severance packages often include releases of employment claims. Once signed, you typically cannot pursue a wrongful termination case.
FEHA-based claims require filing with the California Civil Rights Department before you can sue. Deadlines are strict.
We evaluate your termination, identify applicable legal theories, and pursue the strongest available claims on your behalf.
Not only was Arya easy to communicate with, incredibly intelligent with how he planned to achieve the goals, but he was also very warm and caring. I really enjoyed working with Arya. Warm, ethical, and intelligent is a great combo!
I cannot recommend L&F Brown highly enough. From the start of my case they were professional, talked me through the process and genuinely cared about my situation and concerns. My case went far longer than any of us expected, and I was ready to just accept the first settlement, but Arya and Curt fought to get me what I was entitled to. All in all, they went above and beyond at every step and I felt supported throughout my experience with them.
My husband was involved in a car accident back in February, and now that everything has been resolved, I just wanted to say how grateful we are for this amazing team. Everyone was incredibly kind, organized, and easy to communicate with. They always kept us updated, answered every question we had, and made sure we understood what was happening every step of the way. Having someone we could trust took so much stress off our shoulders during an already difficult time.
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California law provides robust remedies for employees who are unlawfully terminated, including damages that go well beyond lost wages.
Wages and benefits you would have earned from the date of termination to the resolution of your case.
Future lost earnings if reinstatement is not feasible or appropriate.
Compensation for anxiety, humiliation, and psychological harm caused by the unlawful termination.
Available in cases involving malice, oppression, or fraud by the employer.
In appropriate cases, a court can order your employer to rehire you to your previous position.
California FEHA allows successful plaintiffs to recover attorney's fees from the defendant employer.
Wrongful Termination Lawyers in California
Free consultation. No fees unless we win your case.
