San Diego Wrongful Termination Lawyer

In San Diego, wrongful termination means being fired for a reason that violates California or federal law, not simply a firing that feels unfair. California’s at-will rule lets employers end employment for many lawful reasons — but not for an illegal one. Firing an employee because of a protected characteristic, in retaliation for protected activity, for taking protected leave, or for refusing to break the law is unlawful even in an at-will state. A legal professional can review whether your San Diego firing qualifies during a free case review.

San Diego’s workforce spans the military and defense-contracting sector, biotech and life sciences, tourism and hospitality, healthcare, telecom, and cross-border trade — and each raises its own termination issues. Common claims include discrimination under the Fair Employment and Housing Act (FEHA); retaliation for reporting harassment, safety concerns, or wage violations; whistleblower retaliation under Labor Code §1102.5 (which frequently arises in defense, research, and healthcare settings); and firings that interfere with protected medical or family leave. A legal professional can identify which fits your role.

Wrongfully terminated San Diego employees can often recover both economic and non-economic damages — commonly back pay and front pay (lost past and future earnings), lost benefits, emotional distress, and attorney’s fees and costs where the law allows. Where an employer’s conduct is especially malicious or oppressive, punitive damages may also be available. Because compensation packages in biotech, defense, and healthcare can be complex, documenting your full losses matters; a legal professional can review them during a free case review.

Most San Diego wrongful termination matters begin with an administrative complaint to the California Civil Rights Department (CRD) or the federal EEOC, which has a San Diego Local Office. Civil lawsuits are typically filed in the San Diego County Superior Court, often at the Central Division’s Hall of Justice downtown. The correct agency, venue, and deadline depend on your specific claim, so a legal professional can handle the filing and protect your rights from the start.

Deadlines depend on the type of claim, so it’s best not to wait. FEHA complaints to the CRD generally must be filed within three years (per AB 9, effective 2020), with generally one year to sue after a right-to-sue notice. Public-policy wrongful termination claims generally carry a two-year deadline under California Code of Civil Procedure §335.1, and federal EEOC deadlines are often much shorter — around 300 days in California. A missed deadline can end a valid case, so speak with a legal professional promptly.