Wrongful Termination Lawyer in Los Angeles

Why Our Clients Like Working With Us

• Customized strategy: Outcomes tailored to your goals.
• Proven results: Multi-million dollar outcomes, negotiated severance packages, and in some cases solutions that neutralized hostility so clients could keep the jobs they loved.
• Direct communication: Frequent updates and clear guidance.
• Pre-termination help: If you believe a firing is coming, we can help you navigate a hostile environment before it happens.
• Unique perspective: Years of defense experience. We understand how corporate counsel evaluates and litigates these cases.

What Does Employment-At-Will Mean in California

California is an at-will state, which means an employer can end employment for any reason that is not illegal. At-will is not a blank check. It does not allow an employer to fire you for discriminatory or retaliatory reasons, or in violation of contract or public policy.

When Can I Sue For Wrongful Termination in California

There are many exceptions to at-will employment. Employers often try to hide illegal motives behind a neutral explanation. Just because an employer claims the termination was at-will does not mean you do not have a case. In some matters the cover-up becomes evidence of pretext.

Speak with a wrongful termination lawyer as soon as possible to evaluate your rights and any deadlines.

Wrongful Termination In Violation Of Public Policy

It is illegal to terminate an employee for reasons that violate fundamental public policy. Common categories include:

• Discriminatory termination: Firing based on protected characteristics such as race, gender, age, disability, national origin, pregnancy, religion, sexual orientation, or a serious health condition.
• Retaliation for opposing illegal conduct: Firing after you report or refuse to engage in what you reasonably believe is unlawful, including unsafe practices, fraud, theft, wage violations, or discrimination.
• Retaliation for wage and hour complaints: Firing after you seek earned wages, overtime, commissions, or meal and rest breaks, or after you challenge misclassification.
• Retaliation for exercising leave or accommodation rights: Firing after you request medical leave or accommodations for yourself or to care for a spouse or child under CFRA or FMLA.
• Retaliation against witnesses and whistleblowers: Firing or punishing someone who supports an investigation or reports misconduct.

These are not the only examples. A single set of facts can support multiple claims, such as discrimination and retaliation. There are strict deadlines and in some cases administrative steps you must take first. Contact an attorney early.

Wrongful Termination In Breach Of Contract

Employees with contracts may have added protections. Some agreements require good cause for termination, define specific violations as grounds, guarantee employment for a set term, or include stock, bonus, and vesting provisions.

If you are terminated without good cause or on the eve of vesting to avoid paying benefits, you may have claims for breach of contract and wrongful termination in violation of public policy.

Examples Of Wrongful Termination And Unfair Practices

• Refusing to reinstate you after CFRA or FMLA leave when holding the job open posed no undue hardship.
• Using an unreasonable performance improvement plan to set you up for failure after you report harassment.
• Allowing a racially hostile environment that interferes with your ability to work.
• Forcing you to work in unsafe conditions that leave you no real choice but to resign.
• Firing you after you demand earned wages, overtime, commissions, or breaks.
• Treating employees outside your race, gender, or age group more favorably for promotions or benefits.
• Replacing you with someone substantially younger under a pretext.
• Punishing whistleblowers by smearing reputations or blocking promotions.

This is not a complete list. We offer free, confidential consultations to help identify all potential claims.

Whistleblowers Are Protected In California

Workers who speak up or refuse to join illegal activity are protected. Whistleblowers include both victims and observers, such as a nurse raising patient safety concerns or an employee reporting wage theft. Reporting to internal HR or to a government agency can be protected activity. Retaliation for whistleblowing is illegal.

Constructive Wrongful Termination

You do not have to be formally fired to bring a claim. A constructive discharge occurs when the workplace becomes so objectively intolerable that a reasonable person would feel compelled to resign. Examples include sustained harassment, refusal to provide required medical accommodations, or continued retaliation after protected complaints. Each case turns on its facts. We can help you evaluate whether the standard is met.

How To Value A Wrongful Termination Case

Damages are fact-specific and may include:

• Past and future economic losses: Salary, benefits, bonuses, stock, retirement contributions.
• Emotional distress: Anxiety, depression, humiliation, and other harms.
• Future career impact: Time to find comparable work and long-term earnings effects.
• Punitive damages: In egregious cases to punish and deter.
• Fees and penalties: Where permitted by statute.

Types Of Compensation We Have Obtained

• Past and projected wage loss
• Emotional distress damages
• Exemplary damages where warranted
• Unreimbursed business expenses
• Stock options and incentive compensation
• Unpaid wages, commissions, and statutory penalties
• Neutral or positive references
• Non-disparagement and no-rehire provisions
• Career support such as coaching or training stipends
• Severance pay

The Three-Step Burden Framework In Many Cases

1. Your showing: Identify an unlawful motive, for example termination shortly after requesting CFRA or FMLA leave.
2. Employer response: Employer offers a stated legitimate reason such as alleged performance.
3. Your proof of pretext: Show the stated reason does not hold up and that discrimination or retaliation was the real motive. See more on How to Prove Wrongful Termination. 

How To Win A Wrongful Termination Case

Courts look closely at evidence such as:

• Timing between protected activity and termination.
• Inconsistencies or shifting explanations from the employer.
• Me-too evidence showing others were treated similarly.
• Comparators who were treated better outside your protected class.
• Whether the employer remedied unlawful conduct or escalated retaliation.
• Financial motives that reward cutting corners.
• Documents, emails, texts, policies, and witness testimony.

As a firm focused solely on employee rights, we know how to build this record.

What To Do After A Wrongful Termination

• Reach out for support. Stay connected with former coworkers who may be witnesses.
• Protect your mental health. Speak with your primary care physician about symptoms of stress, anxiety, or depression.
• Apply for unemployment benefits.
• Be mindful online. Assume social media posts will be scrutinized.
• Talk to a lawyer early. We will help you avoid mistakes and plan next steps.

How The Complaint Process Works

• Your attorney gathers facts and documents, identifies claims, and prepares the complaint.
• Depending on the claims, we may first file with an agency such as the EEOC or California Civil Rights Department to obtain a right-to-sue letter.
• Once filed, the case proceeds through discovery where both sides exchange documents and take depositions.
• Most cases resolve through negotiation or mediation. We evaluate each offer with you and prepare for trial where necessary.

Why Hire A Los Angeles Wrongful Termination Attorney

Clients often come to us during one of the hardest moments of their lives. A termination can leave you confused, hurt, and worried about your family. We limit our caseload so we can provide the guidance, answers, and attention your case deserves.

Trust Employee Rights Attorney Group. Many of our clients have never filed a lawsuit. We provide personalized representation and remain responsive throughout the process.

About Diana Gevorkian. Diana began her career defending employers. She now uses that experience to fight for employees in Los Angeles who were wrongfully terminated.