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Employment
California Wrongful Termination Lawyer
Were you fired for an illegal reason? Wilshire Law Firm — an award-winning, nationally recognized team — helps California employees hold employers accountable for unlawful termination and recover lost wages and damages. Contact us 24/7 for a free case review with a legal professional — there are no fees unless you get paid.
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Understanding Your Wrongful Termination Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
Wrongful termination happens when an employer fires an employee for a reason that violates state or federal law. Although California is an at-will employment state — meaning either party can generally end the relationship at any time — that right has firm limits. It is unlawful to fire someone in retaliation for reporting harassment or discrimination, because of a protected characteristic (such as race, sex, age, disability, religion, or national origin), for requesting protected medical or family leave, or for refusing to take part in illegal activity. If any of these apply to your firing, a legal professional can review your situation during a free case review.
Employees who are illegally terminated in California generally have several avenues for relief. You may file a complaint with the appropriate agency — such as the California Civil Rights Department (CRD, formerly the DFEH) or the federal Equal Employment Opportunity Commission (EEOC) — and pursue a civil claim for damages. Recoverable damages commonly include lost wages and benefits, emotional distress, and in some cases punitive damages. Because the right path depends on your facts, it helps to speak with a legal professional early. Learn more about your protections in California employment law.
Wrongfully terminated employees in California can often recover both economic and non-economic damages. These commonly include back pay and front pay (lost past and future earnings), lost benefits, emotional distress, and attorney's fees and costs where the law allows. When an employer's conduct is especially malicious or oppressive, punitive damages may also be available. Every case is unique, so a legal professional can review your losses during a free case review.
Several overlapping laws protect California workers. The Fair Employment and Housing Act (FEHA, Government Code §12940) prohibits termination based on protected characteristics and retaliation for opposing discrimination or harassment. Labor Code §1102.5 protects whistleblowers who report suspected legal violations. The California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA) protect qualifying medical and family leave. Terminations that violate a fundamental public policy — recognized in Tameny v. Atlantic Richfield Co. — can also support a claim. A legal professional can identify which protections fit your case. Related help: workplace retaliation and disability discrimination.
Deadlines vary by the type of claim, so acting early matters. For FEHA claims, employees generally have three years to file a complaint with the CRD (per AB 9, effective 2020), and generally one year from a right-to-sue notice to file a lawsuit. A wrongful termination claim based on public policy generally has a two-year deadline under California Code of Civil Procedure §335.1. Federal EEOC deadlines can be much shorter — often 300 days in California. Because missing a deadline can end your case, it's best to speak with a legal professional as soon as possible.
Meet Our Wrongful Termination Attorneys
Nationally-Recognized Powerhouse, Fighting for the Justice You Deserve
Our award-winning attorneys have recovered billions for clients while taking on insurance companies and major corporations.
John G. Yslas, Esq.Senior Partner, Chair of the Employment Wage & Hour Class Action Department
Mary Lee Caruso, Esq.Senior Partner
Tyler J. Woods, Esq.Senior Partner
Arrash Fattahi, Esq.Partner
Benjamin Haber, Esq.Partner
Nicol Hajjar, Esq.Partner
Diego Aviles, Esq.Junior Partner
Jeffrey Bils, Esq.Junior Partner
Emily Borman, Esq.Junior Partner
Jose Maria D. Patino, Jr., Esq.Junior Partner
Christina M. LeJunior Partner
William M. Pao, Esq.Junior Partner
Eugene Zinovyev, Esq.Junior Partner$1.7M
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Past results do not guarantee similar outcomes. Each case is unique and evaluated on its own facts.
How Do I Know If I Was Wrongfully Terminated in California?
You may have a wrongful termination claim if your firing was motivated by an illegal reason rather than a lawful business one. Illegal reasons generally include discrimination based on a protected characteristic, retaliation for reporting harassment, discrimination, or unsafe conditions, taking legally protected medical or family leave, or refusing to break the law. Because California is an at-will state, the key question is proving the real motive behind your termination — through timing, documents, and witness accounts. California deadlines apply, so contact Wilshire Law Firm's employment attorneys for a free case evaluation.
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17#1 Settlements in California, 2022–2024*
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#1 Bus v. Passenger Accident Settlement
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#1 Whistleblower Retaliation Settlement
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#1 Underinsured Motorist Settlement
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#1 Slip & Fall Accident Settlement
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#1 Negligent Security Settlement
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#1 Ladder Accident Settlement
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#1 Hotel Premises Liability Settlement
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#1 Car v. Car Collision Settlement
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#1 Bicycle Accident Settlement
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#1 Pregnancy Discrimination Settlement
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#1 Age/Disability Discrimination Settlement
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#1 Wrongful Termination Settlement
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#1 Meal & Rest Breaks Settlement
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*#1 settlements in California have been awarded by TopVerdict.com. Past results do not guarantee similar outcomes.
Wrongful Termination FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
Wrongful termination is a firing that violates state or federal law, even though California is generally an at-will state. Examples include being fired because of a protected characteristic, for reporting illegal conduct, or for exercising a legal right such as taking protected leave. A termination that violates a fundamental public policy is a recognized claim.
At-will employment lets either side end the job at any time, but not for an unlawful reason. Firing someone because of their race, sex, disability, or other protected trait, or in retaliation for protected activity, can be illegal. The at-will rule does not shield an employer from these claims.
Several overlapping laws apply. FEHA prohibits termination based on protected characteristics, the Labor Code protects whistleblowers who report suspected violations, and the courts recognize termination in violation of public policy. Which law fits depends on why you were fired.
It depends on the type of claim. FEHA complaints to the California Civil Rights Department generally must be filed within three years, with a limited period to sue after a right-to-sue notice, while a public-policy wrongful termination lawsuit follows a different statute of limitations. Because deadlines have exceptions, confirm yours promptly.
Helpful evidence often includes emails and text messages, performance reviews, your personnel file, and the timing of the firing relative to a complaint, injury, or leave request. Witness statements and inconsistent reasons given by the employer can also matter. Keeping dated records of events leading up to the firing can strengthen your case. Learn more about contingency fees. Related: workplace harassment. If your termination happened in San Diego County, our San Diego employment lawyers are available to help.