Fired Illegally? Los Angeles Wrongful Termination Attorneys
What are the legal grounds for a wrongful termination claim in California?
California is at-will, but a firing becomes wrongful when it fits a recognized exception: it violates public policy, such as whistleblowing or filing a workers’ compensation claim, breaks an express or implied contract, or rests on a protected characteristic or retaliation under FEHA. Deadlines vary, often between 1 and 3 years.
If you were fired for an illegal reason in California, a wrongful termination lawyer can help you hold your employer accountable and recover lost pay. Protection Law Group represents employees across California, and our broader employment law practice covers the issues that come with a firing. We work on contingency: no upfront fees, and you pay only if we win.
Key Points
- California is at-will, but your employer still cannot fire you for an unlawful or protected reason.
- Deadlines are strict and depend on the type of claim, so have your situation reviewed early.
- Free claim review. No upfront fees. You pay only if we win.
Think you were fired illegally? Book your free consultation today.
What is wrongful termination in California?
Wrongful termination under California law occurs under a variety of circumstances. While employers have the right to terminate employees for any reason or no reason at all, they cannot do so for an unlawful or protected reason. The statute of limitations for filing a claim varies depending on the type of claim, often between 1 and 3 years.
Foremost, employers cannot terminate employees for whistleblowing activities. California law protects employees who report suspected violations of the law to government agencies or appropriate authorities within the company. California’s Fair Employment and Housing Act (FEHA) further protects employees from termination based on protected characteristics such as race, gender, age, disability, and sexual orientation. It also safeguards employees who report harassment or discrimination.
Moreover, employees are protected from termination for complaining about wage and hour law violations or for requesting to use legally protected leave. The WARN Act requires employers to provide at least 60 days’ notice before mass layoffs or facility closures. It’s also illegal to terminate an employee for exercising their right to file a worker’s compensation claim for work-related injuries. And employees cannot be terminated for refusing to participate in illegal activities at their employer’s request.
California is at-will under Labor Code section 2922: either side can generally end the job at any time. But that is not a license to break the law. A firing becomes wrongful when it fits a recognized exception: it violates public policy (such as firing you for whistleblowing, filing a workers’ compensation claim, or refusing to do something illegal), breaks an express or implied contract, or is based on a protected characteristic or retaliation under FEHA. Being treated unfairly or let go in a layoff is not, by itself, illegal. The question is whether an unlawful reason drove the decision. Our workplace retaliation and whistleblower pages explain two common exceptions.
Do I need a wrongful termination lawyer?
Talk to a lawyer if you were let go soon after reporting harassment, discrimination, safety problems, or unpaid wages; after filing a workers’ compensation claim; after requesting medical or family leave; or after refusing to do something illegal. A lawyer can preserve evidence, identify every claim you may have, and value your case correctly. If you are unsure whether the firing was illegal, a free consultation is a low-risk way to find out.
Fired right after speaking up? Talk with a PLG lawyer. No upfront fees.
How do I prove wrongful termination?
Most cases turn on showing that an unlawful reason, not the employer’s stated reason, drove the firing. Evidence that often matters:
- Timing: a firing that closely follows a complaint, leave request, or protected activity.
- Documents: emails, texts, reviews, and HR complaints that contradict the reason you were given.
- Inconsistency: shifting or false explanations for the firing.
- Comparators: others who did the same thing but were treated differently.
- Witnesses: coworkers who saw or heard what happened.
Save what you can and keep a dated log while it is fresh. Stronger documentation means a stronger claim.
What can a wrongful termination attorney recover for me?
Compensation depends on the facts and is never guaranteed. Recovery can include:
- Back pay: lost wages, bonuses, and benefits from the firing to the resolution of the case.
- Front pay: future lost earnings when returning to the job is not realistic.
- Emotional distress: compensation for anxiety, humiliation, and related harm.
- Punitive damages: only in limited cases of malice, oppression, or fraud, under a high standard of proof (Civil Code 3294).
- Attorney’s fees and costs: a prevailing employee may recover reasonable fees and costs (Government Code 12965).
Why hire Protection Law Group for your wrongful termination case?
Protection Law Group represents employees across California with more than 60 years of combined attorney experience. We investigate the real reason behind your firing, line up the evidence, handle the employer and their lawyers, and push for the full value of your claim. No upfront fees, and you pay only if we win. Contact Protection Law Group for your free, confidential consultation, or call (800) 754-3611. Advocates You Can Trust.
If you or someone you know was wrongfully terminated, contact us immediately.
We protect your rights!
Frequently Asked Questions
Usually yes. California is at-will, so an employer can fire you for any reason or no reason, but not for an illegal or protected reason such as discrimination, retaliation, or whistleblowing.
It depends on the reason and the evidence. A free consultation is the fastest way to learn whether you have a claim.
Nothing upfront. We work on contingency, so you pay only if we win, and the consultation is free.
Save your documents, write a dated summary of what happened, don’t sign anything you don’t understand, and talk to a lawyer before accepting severance.
California is at-will, but a firing becomes wrongful when it fits a recognized exception: it violates public policy, such as whistleblowing or filing a workers’ compensation claim, breaks an express or implied contract, or rests on a protected characteristic or retaliation under FEHA. Deadlines vary, often between 1 and 3 years.
Sources
- California Legislative Information, Labor Code § 2922, https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=2922&lawCode=LAB
- California Legislative Information, Code of Civil Procedure § 335.1, https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=335.1&lawCode=CCP
- California Legislative Information, Labor Code § 1102.5, https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=1102.5&lawCode=LAB
- California Civil Rights Department, Employment Discrimination, https://calcivilrights.ca.gov/employment/
- U.S. Equal Employment Opportunity Commission, Filing a Charge of Discrimination, https://www.eeoc.gov/filing-charge-discrimination
Disclaimer: This is for informational purposes only and does not constitute legal advice. It does not create an attorney-client relationship. Prior results do not guarantee a similar outcome.
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