Losing a job is always stressful, but being fired unfairly can feel devastating. Many California workers are unaware that they may have been wrongfully terminated. Understanding the distinction between a lawful termination and an unlawful one is crucial to safeguarding your rights and securing justice.
At Bibiyan Law Group, we help employees across Los Angeles and California understand their options after a termination that feels wrong. Visit our Los Angeles employment lawyer page to learn more.
Understanding At-Will Employment and Its Limits
California follows the doctrine of at-will employment. This means that, in general, an employer can terminate an employee at any time, with or without notice, and for almost any reason. Similarly, employees can leave their jobs at any time. While this might sound one-sided, there are clear exceptions.
At-will employment doesn’t give employers a free pass to fire employees for reasons that violate California or federal law. If the termination was based on discrimination, retaliation, or any other unlawful motive, it is considered wrongful termination. For example, if you were fired for reporting sexual harassment, requesting a disability accommodation, or taking job-protected leave, your rights may have been violated. These exceptions are not just legal technicalities—they exist to protect fairness and justice in the workplace.
Legal Grounds for Wrongful Termination in California
There are multiple circumstances in which a firing may be considered illegal in California. These include, but are not limited to, termination due to discrimination, retaliation, breach of contract, or refusal to break the law.
If you were let go after filing a complaint with HR about workplace misconduct, reporting wage violations, or because you refused to engage in unethical or illegal activity, your termination might be considered retaliation. Retaliation is prohibited under several state and federal laws, including California Labor Code §1102.5 and federal laws such as Title VII.
Discrimination-based terminations, such as firing someone due to their race, age, gender, disability, sexual orientation, or religion, also fall under wrongful termination.
Real-World Examples of Wrongful Termination
Imagine an employee who consistently received glowing performance reviews. They report safety violations to OSHA or harassment to their HR department. Within weeks, they’re written up for vague infractions, excluded from meetings, and suddenly let go. Or consider someone who requests time off for a family emergency under the Family and Medical Leave Act (FMLA), only to return and find that their job has been eliminated.
In another case, a pregnant employee may inform her supervisor about her pregnancy and request light-duty work as an accommodation. Instead of supporting her, the employer places her on unpaid leave or fires her under the pretense of “performance issues.”
These are not rare occurrences. At Bibiyan Law Group, we handle dozens of cases each year involving employees who were dismissed under questionable circumstances that were later found to be illegal. If your story follows a similar pattern, you may have a legal claim.
Legal Protections That Safeguard Employees
California workers are protected under a broad framework of laws designed to ensure fair treatment in the workplace. The California Fair Employment and Housing Act (FEHA) prohibits discrimination and retaliation against employees based on a wide range of protected categories. Similarly, Title VII of the Civil Rights Act and the Americans with Disabilities Act (ADA) offer federal-level protections.
Employees who report illegal behavior, such as wage theft, safety violations, or discrimination, are protected under whistleblower statutes, including California Labor Code §1102.5. These laws prohibit employers from retaliating against employees who speak up. Protections also extend to employees who request accommodations, file workers’ compensation claims, or participate in workplace investigations.
Understanding which law applies to your situation is crucial, as each has different procedures and filing deadlines. That’s why working with an experienced employment attorney can be invaluable. Learn more about your rights with our California workplace retaliation attorney page.
Building Your Case: What to Do After Being Fired
If you suspect your firing was illegal, there are steps you can take to build a strong legal case. First, begin documenting everything. Save any relevant emails, texts, performance reviews, and termination paperwork. Create a detailed timeline of events leading up to and following your termination. Include who said what, when they said it, and any witnesses.
Also, review your employee handbook or employment contract. Sometimes companies have specific policies or progressive discipline procedures they must follow. If your employer skipped steps or treated you differently than others, that could strengthen your claim.
Then, contact a California employment lawyer. Bibiyan Law Group offers free consultations to help you understand your rights. We can assess your case, determine which laws apply, and advise you on the best course of action. Remember, there are strict deadlines (called statutes of limitations) for filing these claims, so the sooner you act, the better.
Compensation Available in Wrongful Termination Cases
When you successfully prove that your firing was unlawful, you may be entitled to significant financial and legal remedies. This often includes back pay (wages and benefits you lost since the firing), front pay (wages you are expected to lose going forward), and emotional distress damages for the pain and stress caused by the termination.
In particularly egregious cases, the court may award punitive damages to punish the employer and deter similar behavior in the future. You may also be reinstated to your job if that is your goal. Most importantly, California law allows you to recover attorneys’ fees, making it more feasible for you to pursue justice.
The amount of compensation depends on several factors, including your salary, the severity of the employer’s conduct, and how long you were out of work. Our goal is to build the strongest case possible to secure the maximum recovery allowed by law for you.
Why Choose Bibiyan Law Group
At Bibiyan Law Group, we’ve built a reputation across California for standing up to powerful employers. Our team exclusively represents employees, never companies, and we’ve recovered millions in settlements and verdicts for workers who were wrongfully terminated.
We understand that being fired can be emotionally and financially overwhelming. That’s why we offer compassionate, results-driven legal support with no upfront fees. You don’t pay us unless we win.
Our experience spans various industries, including hospitality, retail, healthcare, and technology. Regardless of your profession, if your termination was unlawful, we’re prepared to fight for you.
Speak With a Wrongful Termination Lawyer at Bibiyan Law Group
If you believe your firing may have been illegal, don’t wait to get the legal guidance you deserve. At Bibiyan Law Group, we offer free, confidential consultations to help you understand your rights and whether you may have a wrongful termination claim.
Our experienced employment attorneys have helped workers across California stand up to wrongful firings based on retaliation, discrimination, and other unlawful conduct. We’ve recovered millions in compensation for employees who were unfairly treated, and we’re ready to help you, too.
👉 Schedule your free case evaluation today and take the first step toward justice and recovery.
Frequently Asked Questions
1. How can I tell if my firing was discriminatory or retaliatory?
If your termination happened shortly after you reported misconduct, requested leave, or disclosed a protected status (like a disability or pregnancy), there may be an unlawful motive.
2. Is an employer allowed to fire me without giving a reason?
Yes, but not for an illegal reason. At-will employers don’t have to provide a reason, but if the reason violates anti-discrimination or labor laws, it constitutes wrongful termination.
3. Can I take legal action if I’m still employed but being pushed out of my job?
Yes. If you’re being harassed, demoted, or isolated after asserting your rights, you may still have a retaliation claim without being officially terminated.
4. What damages can I receive for wrongful termination?
Compensation may include lost wages, benefits, future earnings, emotional distress, and possibly punitive damages.
5. Is there a deadline to file a wrongful termination case?
Yes, often between one and three years. Consult an employment lawyer as soon as possible.
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