Laurel Employment Law, APC Wrongful Termination

Wrongful Termination Attorney in Los Angeles

Former Corporate Executive Insight for California Wrongful Termination Claims

California is an at-will employment state, meaning most employers can end the employment relationship at any time. But at-will status has real limits. Firing someone because of their race, gender, disability, or religion is illegal. So is terminating an employee for reporting misconduct, requesting protected medical leave, or refusing to break the law. When a termination crosses those lines, it may give rise to a valid wrongful termination claim.

The first question isn’t simply whether the firing felt unfair. A viable claim generally requires facts connecting the decision to discrimination, retaliation, whistleblowing, protected leave, a contract right, or a public policy recognized by California law. Timing, changing explanations, unequal discipline, and records created shortly before the termination may help reveal the employer’s actual reason.

At Laurel Employment Law, APC, we represent workers only. Founder Joshua White brings former corporate executive experience to our work on behalf of Los Angeles workers across all employment law matters. Consultations are free, and we handle cases on a contingency fee basis, subject to the specific fee agreement.

Call (310) 929-6371 or contact us online to schedule a free consultation with a wrongful termination attorney in Los Angeles.

What Is Wrongful Termination?

Wrongful termination, also called wrongful dismissal or wrongful discharge, occurs when an employer fires an employee for an illegal reason. The label the employer uses, whether “performance issue,” “restructuring,” or “at-will termination,” doesn’t determine whether a valid claim exists. What matters is the actual reason behind the decision.

We start by analyzing the client’s situation, identifying which California and federal statutes may apply and building the factual foundation from there. That includes helping clients gather evidence: employment contracts, performance records, emails, texts, and witness statements that document what happened. We also consider who made the decision, what that person knew about the worker’s protected status or activity, and whether the stated reason changed over time.

When an employer describes a separation as a layoff, the circumstances may include:

Release because of position elimination or a reduction in force rather than alleged misconduct.
Possible eligibility for rehire, depending on the employer’s policy and records.
Possible eligibility for unemployment benefits under the applicable rules and facts.
Possible severance rights under an employment agreement, plan, policy, or negotiated separation agreement.

When an employer says an employee was terminated for cause, the circumstances may include:

Release based on cited performance or conduct issues.
A disputed or restricted rehire designation in the employer’s records.
Unemployment eligibility determined by the facts and the agency applying the relevant rules.
Severance rights that depend on a contract, employer policy, plan, or negotiated agreement.

The distinction matters because both layoffs and terminations can conceal unlawful motives. An employer who labels a firing a “reduction in force” to disguise discrimination, or cites performance to cover retaliation, may still face a wrongful termination claim. Neither label establishes whether the underlying decision was lawful.

How Do I Know If I Was Wrongfully Terminated?

No single warning sign proves that a firing was illegal. The following facts may justify closer review when they connect the termination to a protected characteristic, protected activity, leave right, or contract term:

You were terminated because of your race, gender, religion, sexual orientation, national origin, age, disability, or another protected characteristic.
You were terminated after reporting illegal activity, raising a workplace complaint, or refusing to participate in unlawful conduct.
You were terminated after requesting or taking protected medical or family leave.
You were terminated during or shortly after a pregnancy or an accommodation request.
Your employer violated the terms of your employment contract in ending your employment.

Sudden negative performance reviews following a complaint, exclusion from meetings after announcing a pregnancy, or a pattern of derogatory comments before a firing can all point to discriminatory or retaliatory motive. Other relevant facts may include shifting explanations, inconsistent discipline, favorable reviews that conflict with newly alleged performance problems, or different treatment of comparable employees.

Preserve termination notices, employment agreements, performance reviews, emails, text messages, pay records, and notes identifying potential witnesses. Don’t delete, edit, or alter workplace communications. A Los Angeles wrongful termination lawyer can review those materials alongside the timing and the employer’s stated reason.

How We Investigate a Termination Decision

We examine whether employer records are consistent with earlier evaluations, workplace communications, and the treatment of other employees.

Our proprietary case management system supports case organization and client updates, while our bilingual staff assists Spanish-speaking clients. Client feedback describes clients’ experiences with our representation in employment matters.

We provide step-by-step guidance, regular updates, honest advice, and answers to your questions throughout the representation. When a termination follows workplace harassment, a complaint, or another protected activity, we evaluate how that history may relate to the employer’s decision.

Call (310) 929-6371 or contact us online to schedule a consultation with a wrongful termination attorney in Los Angeles.

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Laurel Employment Law, APC

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Read about how our approach to employment law makes a difference in the lives of California workers. To learn more or get started with a consultation, call us at (310) 929-6371 today.

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Common Grounds for Wrongful Termination Claims

California law recognizes several legal theories under which a termination may be unlawful. The claim must connect the firing to a specific legal protection rather than unfairness alone. The most common grounds we evaluate are outlined below.

Discrimination

Firing someone because of a protected characteristic can be unlawful under the California Fair Employment and Housing Act (FEHA) and federal statutes. Protected characteristics may include race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, disability, medical condition, and age when covered by the applicable law. The California Civil Rights Department enforces FEHA, which generally applies to employers with five or more employees for discrimination claims.

Retaliation

Employers can’t terminate employees for engaging in legally protected activities. A retaliation analysis generally considers the protected activity, the employer’s awareness of it, the adverse action, and facts connecting that activity to the termination.

Protected activity may include:

Filing a harassment or discrimination complaint.
Reporting workplace safety violations or other suspected unlawful conduct through whistleblowing.
Taking leave protected by the Family and Medical Leave Act (FMLA) or another applicable leave law.

Violation of Employment Contracts

If your employment contract specifies the conditions under which you can be terminated, a firing that falls outside those terms may support a contract-based claim. The analysis depends on the language and circumstances of a written, oral, or implied agreement, regardless of whether the employer characterizes the relationship as “at-will.”

Breach of Public Policy

Terminating an employee for refusing to participate in illegal activity, filing a workers’ compensation claim, or serving on jury duty can constitute wrongful termination under California’s public policy exception, even without a written employment contract. This type of claim generally requires a connection to a fundamental public policy expressed in a constitutional provision, statute, or regulation.

California Employment Law Protections

The California Fair Employment and Housing Act is a primary state law prohibiting discriminatory and retaliatory terminations. It is administered by the California Civil Rights Department, formerly the Department of Fair Employment and Housing. Some FEHA claims require administrative exhaustion, meaning the worker must complete a required agency process before filing the related civil claim. Other wrongful termination theories may follow different procedures.

Federal law provides parallel protections enforced by the Equal Employment Opportunity Commission. Agency filing deadlines, right-to-sue requirements, and civil lawsuit deadlines aren’t interchangeable. The applicable procedure depends on the legal theory, employer, alleged violation, and other case-specific facts.

California also recognizes implied employment contracts, constructive discharge claims (where working conditions became so intolerable that a resignation amounted to a forced termination), and whistleblower protections that may extend beyond federal minimums. We navigate these overlapping frameworks and develop a strategy based on each client’s termination, evidence, and objectives.

To discuss your situation with a wrongful termination attorney in Los Angeles, call (310) 929-6371or contact us online.

Legal Options for Wrongfully Terminated Workers

A wrongful termination may support more than one legal path. We help Los Angeles workers identify potentially applicable claims, required agency procedures, available forums, and the approach that fits their circumstances and goals.

Legal options may include:

Bringing an eligible wrongful termination claim in California state court.
Seeking recovery for lost income, benefits, or other available damages.
Negotiating a settlement with a former employer.
Filing a charge with the Equal Employment Opportunity Commission (EEOC) when required or appropriate.
Requesting reinstatement or another form of non-monetary relief.
Pursuing mediation or arbitration when the circumstances or an enforceable agreement call for it.

The appropriate path may depend on the claim type, administrative prerequisites, available evidence, employer conduct, arbitration terms, and the worker’s objectives. We evaluate those issues before recommending negotiation, an agency charge, mediation, arbitration, or litigation.

Damages & Remedies in a Wrongful Termination Case

Losing your job unlawfully can affect far more than your paycheck. Many employees face lost income, interrupted benefits, and financial stress after a termination. Depending on the legal theory and supporting evidence, a worker may be able to pursue monetary damages or non-monetary relief.

Potential damages and remedies may include:

Lost wages and employment benefits.
Lost bonuses, commissions, or stock compensation.
Emotional-distress damages for anxiety, embarrassment, or disruption to daily life.
Punitive damages or statutory penalties in qualifying cases.
Attorneys’ fees when authorized by the applicable law.
Reinstatement or front pay in appropriate circumstances.
Corrections to personnel records that could affect future job opportunities.

Available wrongful termination damages depend on the claim, proof of loss, efforts to mitigate lost income, statutory limits, employer conduct, and the forum handling the dispute. We explain which remedies may apply and evaluate them against the client’s goals and work history.

Filing Deadlines for Wrongful Termination Claims in Los Angeles

Missing an applicable filing deadline can bar an otherwise valid claim. Multiple legal theories arising from the same termination may carry different agency and court deadlines, so workers shouldn’t rely on a single general limitations period.

Deadlines that may require review include:

California discrimination and retaliation claims: Complaints submitted to the California Civil Rights Department are generally subject to a three-year period measured from the alleged discriminatory act, but exceptions and procedural details may affect the analysis.
Civil Rights Department lawsuits: A right-to-sue notice may start a separate period for filing an eligible civil action.
Contract and public-policy claims: Written contract claims may carry a four-year limitations period, while oral or implied contract claims and public-policy theories may have different deadlines.
Federal discrimination claims: A 300-day Equal Employment Opportunity Commission charge period commonly applies to certain California claims, but the correct deadline depends on the statute and circumstances.

Administrative exhaustion, a right-to-sue request, an agency charge, and a civil lawsuit deadline are separate procedural issues. We can identify potentially applicable deadlines and explain the steps associated with each legal theory, but that assessment requires the termination date, relevant events, documents, and other underlying facts.

Call (310) 929-6371 or contact us online to schedule a consultation with a wrongful termination attorney in Los Angeles.

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Worker Representation Backed by Strategic Employer Insight

Our firm is built around a single focus: representing workers. The differentiators below reflect how we put that commitment into practice for clients evaluating a possible unlawful termination claim.

Workers only, always: We represent employees exclusively. Our firm has never represented an employer, which means every strategy we develop is built around protecting workers.
Founder’s corporate background: Joshua White spent years as a corporate executive before founding this firm. That experience gives us direct insight into how employers document decisions, manage risk, and approach terminations. It is insight we use to anticipate and respond to employer arguments.
Proprietary case management: We use a proprietary case management system to track case details, support communication, and organize information from intake through resolution.
Bilingual services: We provide legal assistance in both English and Spanish for workers in Los Angeles, the San Fernando Valley, and throughout California.
Transparent communication: We keep you informed at every stage. You won’t be left wondering what’s happening in your own case.
Strategic and aggressive advocacy: We take an aggressive approach to holding employers accountable while staying strategic about whether negotiation, mediation, arbitration, or litigation best serves the client’s goals.

The awards and recognition badges displayed on this page reflect independent acknowledgment of our work. More than 850 five-star Google reviews also document clients’ experiences with our communication and representation.

Get a Confidential Review of Your Termination

A free consultation gives you an opportunity to discuss why you were fired, what documents you have, which legal theories may apply, and what deadlines require attention. We handle cases on a contingency fee basis, subject to the specific fee agreement, so you don’t pay attorney fees unless we obtain a successful outcome for you.

Call (310) 929-6371 or contact us online to speak with a wrongful termination attorney in Los Angeles. Consultations are free, and bilingual assistance is available for Spanish-speaking clients.

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Laurel Employment Law, APC

Our FAQ

Have questions? We are here to help. Still have questions or can't find the answer you need? Give us a call at 310-929-6371 today!

What Is “at-Will” Employment & How Does It Affect My Wrongful Termination Claim?

California at-will employment allows employers to terminate workers without cause or advance notice, but it doesn’t permit termination for illegal reasons. Firing someone because of a protected characteristic, in retaliation for protected activity, or in violation of an employment contract is unlawful regardless of at-will status.
What Evidence Do I Need to Prove Wrongful Termination?

Useful evidence includes employment contracts, performance reviews, emails, text messages, HR complaints, leave requests, and witness statements. Records documenting your protected activity and any changes in how you were treated afterward are particularly valuable. Start preserving everything you have access to now.
What Are the Deadlines for Filing a Wrongful Termination Claim in California?

Deadlines vary by claim type. For discrimination, harassment, or retaliation claims under FEHA, you must file a complaint with the California Civil Rights Department (CRD) within three years of the alleged violation; a right-to-sue letter then gives you one year to file in court. For federal claims under Title VII, the ADEA, or the ADA, the deadline to file with the EEOC in California is 300 days from the alleged violation. Other claim types carry different timelines. Contact an attorney promptly to identify which deadlines apply to your case.
Can I Sue for Wrongful Termination If I Resigned?

Possibly. Constructive discharge occurs when an employer makes working conditions so intolerable that a reasonable employee has no real choice but to resign. California law treats a constructive discharge as a termination for legal purposes, so a resignation under those circumstances may still support a wrongful termination claim.
What Are My Rights During the Termination Process?

If you’re involuntarily terminated, California law requires your employer to deliver your final paycheck immediately at the time of termination. You may also request a written explanation for your termination. Severance pay and continuation of benefits are governed by your employment contract and applicable law. They aren’t automatically owed. Our team can help you identify what your former employer was obligated to provide.
Is It True That Termination for Poor Performance Can’t Be Wrongful?

That’s one of the most common misconceptions. A performance-based termination can still be unlawful if the underlying reason was discrimination or retaliation and the performance rationale was a pretext. Sudden negative reviews following a complaint or a leave request are a pattern our attorneys know how to examine. Many claims also resolve through mediation or negotiated settlement rather than a courtroom trial.
How Do I Know If My Firing Was Illegal in Los Angeles?

A termination may be unlawful if you were fired because of discrimination, retaliation, whistleblowing, protected leave, or refusing to participate in illegal conduct. California employees are protected by both state and federal employment laws, and some local protections may also apply in Los Angeles. A wrongful termination attorney in Los Angeles can review your circumstances, employment records, and employer conduct to determine whether you may have a valid legal claim.
What Does It Cost to Hire Your Wrongful Termination Lawyers?

Our services are provided on a contingency fee basis. This means you pay no out-of-pocket costs, and our firm is only paid if we recover compensation on your behalf. Initial consultations are always free, and during that call, we explain our fee structure fully and answer your financial questions. This approach allows anyone facing wrongful or unlawful termination to get legal help from a wrongful termination attorney in Los Angeles without worrying about upfront payments.
Will My Case Stay Confidential?

Yes, confidentiality is built into our process from your first contact. We handle all communications with care, maintaining attorney-client privilege and protecting your privacy at every stage. If you decide to move forward, our secure case management system ensures your personal information remains private. Many clients are concerned about employer retaliation or future job prospects, and a wrongful termination lawyer in Los Angeles from our team can work to safeguard sensitive information throughout the case.
How Long Does a Wrongful Termination Case Take?

The timeline for resolving a wrongful termination claim in Los Angeles depends on several factors, such as the complexity of your case, the responsiveness of your former employer, and the current schedule at the Stanley Mosk Courthouse or the relevant court. Some claims are resolved through negotiation within several months, while others that require formal litigation can take longer. A Los Angeles wrongful termination lawyer can help explain what timelines may apply to your specific circumstances, so there are no unwelcome surprises.
Do Your Attorneys Speak Spanish?

Yes, several members of our team speak Spanish, and we are committed to serving clients from all language backgrounds. Our bilingual services ensure that Spanish-speaking workers in Los Angeles can communicate their needs clearly and understand every step of their case. Please let us know your language preference when you contact us so we can offer you the right support.

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