Losing your job is stressful, but being fired illegally can feel devastating. Many California employees are unaware that they may have been wrongfully terminated. Understanding your rights under California employment law and knowing when a firing is illegal is essential to protecting yourself and seeking justice with the help of a wrongful termination lawyer.
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, meaning employers can generally terminate employees at any time, with or without notice, and for almost any reason. However, California wrongful termination laws provide critical exceptions. Employees cannot be fired for illegal reasons such as discrimination, retaliation, or exercising protected rights.
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
In California, your firing may be considered illegal if it violates state or federal employment laws. Common examples of wrongful termination include:
- Discrimination based on race, age, gender, disability, religion, or sexual orientation
- Retaliation for reporting harassment, wage violations, or unsafe conditions
- Breach of an employment contract or company policy
- Termination for refusing to engage in illegal activities
Retaliation is prohibited under several state and federal laws, including California Labor Code §1102.5 and federal laws such as Title VII. If your firing falls into one of these categories, you may have grounds for a wrongful termination claim.
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 believe your firing may have been illegal in California, start building a strong case immediately:
- Document everything: Keep emails, texts, performance reviews, and termination notices.
- Create a timeline: Note dates, events, conversations, and witnesses involved.
- Review company policies: Check your employee handbook or contract for procedures that were ignored. Any skipped steps or unequal treatment could strengthen your claim.
- Consult a California wrongful termination lawyer: An experienced attorney can evaluate your situation, explain which laws apply, and guide you through the legal process for wrongful termination claims. Act quickly, as strict statutes of limitations apply to these cases.
Bibiyan Law Group offers free consultations to help you understand your rights and determine the best course of action.
Compensation Available in Wrongful Termination Cases
If your firing is found to be wrongful under California law, you may be entitled to multiple forms of compensation, including:
- Back pay: Wages and benefits lost since termination
- Front pay: Expected future lost wages
- Emotional distress damages: Compensation for stress caused by illegal firing
- Punitive damages: In severe cases, to penalize the employer and deter future misconduct
- Attorneys’ fees: Recovery of legal costs makes pursuing justice more feasible
In some cases, you may also be reinstated to your job if that is your goal. The total compensation depends on factors such as your salary, the severity of the employer’s conduct, and how long you were out of work. Our aim is to help you recover the maximum remedies allowed under California employment law.
Por qué elegir 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.
Preguntas frecuentes
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), this timing may signal an unlawful motive. Discriminatory or retaliatory firings often follow a pattern of sudden write-ups, exclusion, or negative treatment after you assert your rights. If you notice these warning signs, it’s important to consult an attorney to evaluate whether your firing was illegal.
2. Is an employer allowed to fire me without giving a reason?
Yes, California’s at-will employment laws allow employers to terminate workers without providing a reason. However, they cannot legally fire you for discriminatory reasons or in retaliation for protected actions, such as reporting harassment or requesting accommodations. If the firing is linked to an unlawful motive, it becomes a case of wrongful termination.
3. Can I take legal action if I’m still employed but being pushed out of my job?
Yes, you may still have a legal claim even if you haven’t been officially terminated. Being harassed, demoted, or excluded after exercising your rights can count as retaliation, which is prohibited under state and federal laws. An attorney can help determine whether your employer’s actions amount to constructive dismissal or unlawful retaliation.
4. What damages can I receive for wrongful termination?
Employees who prove wrongful termination can recover compensation for lost wages, benefits, and future earnings. In addition, courts may award damages for emotional distress caused by the unlawful firing. In cases of severe employer misconduct, punitive damages may also be available to punish the company and deter future violations.
5. Is there a deadline to file a wrongful termination case?
Yes, strict deadlines called statutes of limitations apply to wrongful termination claims. Depending on the circumstances and the specific law involved, the time limit is often between one and three years. Because these deadlines vary, it’s crucial to contact an employment lawyer promptly to protect your rights.
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.