Employment Law

Los Angeles Wrongful Termination Lawyer

You May Be Entitled to Justice, Compensation, and Your Future Back

Losing your job can be overwhelming, especially if you believe your employer fired you for an unlawful reason. While California is generally an at-will employment state, employers cannot terminate employees in violation of state or federal law. If you were wrongfully terminated because of discrimination, retaliation, whistleblowing, protected leave, or another unlawful reason, you may be entitled to significant compensation.

Schedule a Free Consultation

(213) 725-2919

Los Wages & Benefits

Recover compensation for lost wages, bonuses, commissions, retirement contributions, and employment benefits.

Emotional Distress Damages

Many employees may recover damages for emotional distress, anxiety, humiliation, and other emotional harm caused by an unlawful termination.

Attorney's Fees

Many California employment laws allow successful employees to recover reasonable attorney's fees and litigation costs.

No Retaliation

California law prohibits employers from retaliating against employees who exercise their legal rights or report unlawful conduct.

Punitive Damages

In certain cases involving fraud, malice, or oppression, punitive damages may be available to punish particularly wrongful conduct.

What Is Wrongful Termination in California?

California is generally an at-will employment state, meaning employers can usually terminate an employee at any time, with or without cause.

However, there are important exceptions. Employers cannot fire an employee for an unlawful reason. A termination may be considered wrongful when it violates California or federal law, breaches an employment contract, or violates an important public policy. Wrongful termination claims often arise when employees are fired after reporting illegal conduct, requesting medical leave, complaining about discrimination or harassment, filing workers’ compensation claims, or exercising other legally protected rights. Not every unfair termination is illegal, but when an employer crosses the line, California law provides meaningful protections.

If you believe you were fired unlawfully, an experienced employment attorney can evaluate your case and explain your legal options.

Common Unlawful Reasons for Termination

  • Discrimination based on race, religion, sex, pregnancy, disability, age, national origin, sexual orientation, gender identity, or another protected characteristic.
  • Retaliation for reporting harassment, discrimination, wage violations, safety concerns, or other unlawful conduct.
  • Exercising rights under the California Family Rights Act (CFRA), Family and Medical Leave Act (FMLA), or pregnancy disability leave laws.
  • Filing or intending to file a workers' compensation claim.
  • Reporting illegal conduct or acting as a whistleblower.
  • Refusing to participate in unlawful activity.
  • Taking protected medical leave or requesting a reasonable accommodation.

Signs You May Have a Wrongful Termination Claim

A wrongful termination claim may exist when the timing, explanation, or circumstances surrounding your firing suggest that the employer acted for an unlawful reason.

  • You were fired shortly after reporting misconduct or filing a complaint.
  • Your employer gave inconsistent or changing reasons for your termination. Employees outside your protected group were treated more favorably.
  • You were terminated after requesting medical leave or a workplace accommodation.
  • You were fired after reporting unpaid wages, discrimination, harassment, or safety violations.
  • Your termination violated your employment agreement or company policies.

Damages You May Recover

  • Back pay and front pay
  • Lost bonuses and commissions
  • Lost health insurance and retirement benefits
  • Emotional distress damages
  • Attorney's fees and costs
  • Punitive damages (when available)
  • Interest on unpaid compensation
  • Reinstatement (if appropriate)

Why Wrongful Termination Happens

Wrongful termination occurs for many different reasons. Some employers retaliate against employees who report misconduct or exercise their legal rights. Others make employment decisions based on unlawful bias or stereotypes. In some cases, employers simply misunderstand California employment laws or fail to follow their own policies.

Regardless of the reason, employers may be held accountable when they terminate employees in violation of California law.

Common Situations We Handle

  • Retaliation after reporting discrimination or harassment
  • Termination following a wage and hour complaint
  • Termination after requesting medical or family leave
  • Pregnancy-related termination
  • Disability discrimination and failure to accommodate
  • Whistleblower retaliation
  • Workers' compensation retaliation
  • Public policy violations

Frequently Asked Questions

Can I be fired for reporting illegal activity?

Generally, no. California law protects employees who report illegal conduct, unsafe working conditions, wage violations, discrimination, harassment, or other unlawful activities. Employers who retaliate against whistleblowers may be liable for significant damages.

If you believe you were fired after reporting misconduct, our office can help determine whether your termination violated California’s whistleblower protection laws.

Employers often cite performance issues as the reason for termination. However, that explanation is not always the true reason. Courts may consider the timing of your termination, your performance history, employer communications, and other evidence when determining whether an unlawful motive existed.

GS LAW, APC can carefully review the facts surrounding your termination to determine whether the employer’s stated reason is supported by the evidence.

The deadline depends on the legal basis for your claim. Some wrongful termination claims require employees to file administrative complaints before filing a lawsuit, while others are governed by different statutes of limitation. Because important deadlines can pass quickly, it is important to seek legal advice as soon as possible.

Our office can evaluate your case, explain the applicable deadlines, and help preserve your legal rights.

Possibly. Obtaining new employment does not necessarily prevent you from recovering damages. Depending on the facts of your case, you may still be entitled to recover lost wages, emotional distress damages, attorney’s fees, and other compensation.

GS LAW, APC can evaluate the financial impact of your termination and explain what damages may still be available.

You should preserve emails, text messages, performance reviews, employee handbooks, termination documents, and any other evidence related to your employment. Avoid deleting communications that may support your claim.

If you believe your termination was unlawful, contact GS LAW, APC for a confidential consultation to discuss your rights and potential legal options.

Yes. You do not need to quit your job before asserting your workplace rights. California law generally prohibits employers from retaliating against employees who report unlawful conduct, complain about discrimination or harassment, request protected leave or a reasonable accommodation, report wage violations, or otherwise engage in legally protected activity. Retaliation may include reduced hours, demotion, discipline, exclusion from opportunities, or termination.

If you are still employed and concerned about retaliation, GS LAW, APC can help you understand your rights, preserve important evidence, and evaluate the safest way to address the situation.

Resources & Articles

Employment Law Guides

Think You May Have Been Misclassified?

Don’t let your employer keep the overtime pay you’ve earned. Contact GS LAW, APC today for a free, confidential consultation. We’ll review your case and fight for the compensation you deserve.
Schedule Your Free Consultation

(213) 725-2919