Los Angeles Wrongful Termination Lawyer

A firing is wrongful when it is tied to an illegal reason, not just an unfair one. That usually means discrimination, retaliation or whistleblowing, refusing to break the law, a protected leave or accommodation, a wage complaint, or a firing that violates public policy or an implied contract. A harsh or unfair firing alone is generally not enough without one of these legal hooks.

Often yes. At-will means your employer usually does not need a good reason or notice to let you go. What it cannot do is fire you for an illegal reason. So “no reason” can be lawful, but a hidden illegal reason is not.

These are the kinds of facts that tend to matter: a protected right or status was involved, a decision-maker knew about it, an adverse action followed, and the timing or your employer’s shifting explanations point to the real motive. We cannot tell you from a web page whether your firing was unlawful. A free consultation is the most reliable way to know.

Deadlines vary by claim and can run earlier than expected. As general ranges, FEHA claims are generally around three years, federal EEOC charges around 300 days, and public-policy claims generally within about two years. Do not calendar from a guide. Confirm your actual deadline with us right away.

Depending on your claim, recovery may include back pay and lost wages, front pay, reinstatement, emotional distress damages, punitive damages in serious cases, and attorneys’ fees. What applies depends on your facts.

Constructive discharge is when your employer makes working conditions so intolerable that a reasonable person would feel forced to quit. If you resigned under that kind of pressure, the law may treat it like a firing for purposes of a claim.

Not before you understand what you are giving up. A severance agreement is usually a trade: money for a release of claims and other promises. You often do not have to sign the same day, and California provides review time in many situations. Have it reviewed before you sign.

The consultation is free. We handle most employment cases on a contingency-fee basis: you do not pay an attorney’s fee unless we recover for you, and you are not responsible for the costs we advance if there is no recovery. We will explain the specific fee terms in writing before you decide to move forward.