California Wrongful Termination Attorneys
If you were terminated because of discrimination, retaliation, whistleblowing, medical leave, or in breach of contract — California law is on your side. Our Pasadena employment attorneys recover lost wages, benefits, and emotional distress damages for employees across the state.
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When Termination Crosses the Line
California is at-will — but at-will is not unlimited. If any of the following describes your situation, you may have a strong claim.
Fired after reporting harassment, discrimination, or unsafe conditions
Terminated while on (or shortly after returning from) medical leave or pregnancy
Let go after filing a workers' compensation claim
Fired after refusing to do something illegal
Terminated due to age, race, gender, disability, or religion
Let go in breach of a written or implied employment contract
Pushed out through harassment so severe you were forced to quit (constructive discharge)
Fired after reporting wage theft, fraud, or other whistleblower activity
Compensation
Back pay, future earnings, lost bonuses, health insurance, and retirement contributions.
Compensation for anxiety, depression, humiliation, and the personal toll of an unlawful firing.
Where an employer acted with malice or fraud, courts can award damages designed to punish and deter.
Under FEHA and most California employment statutes, the employer pays your legal fees when you prevail.
How We Work
01
Tell us what happened. We listen, ask the right questions, and tell you where you stand — at no cost.
02
We gather evidence, evaluate damages, and build a clear legal theory tailored to your goals.
03
Many cases resolve through firm negotiation. When they don't, we're ready for court.
04
We pursue maximum compensation: lost wages, benefits, emotional distress, and attorney's fees.
Client Stories
Frequently Asked
California is an at-will employment state, but firing an employee is illegal if it violates public policy, a written or implied contract, an anti-discrimination law (FEHA, Title VII), or retaliates against the employee for protected activity such as reporting harassment, filing a workers' comp claim, taking medical leave, or whistleblowing.
Damages typically include lost past and future wages, lost benefits, emotional distress, and — in cases involving discrimination or malice — punitive damages and attorney's fees. The value depends on your salary, length of unemployment, the strength of evidence, and the employer's conduct. We give you a realistic range during your free consultation.
Most FEHA-based claims must be filed with the Civil Rights Department within 3 years; some federal claims have a 300-day window. Contract and public-policy claims generally allow 2 years. Deadlines are strict — speak with an attorney as soon as possible to preserve your rights.
No. We handle wrongful termination cases on a contingency basis — you pay nothing unless we recover compensation for you. The initial consultation is free and confidential.
Don't sign anything before having it reviewed. Severance agreements often waive valuable legal rights for far less than your claim is worth. We review severance offers at no cost and can often negotiate substantially better terms.
Most wrongful termination cases settle without trial. We prepare every case as if it will go to court — that preparation is what produces strong settlements. If trial is the right path, our attorneys have the experience to take it there.
A free, confidential conversation with one of our attorneys is the fastest way to find out what your case is worth and what to do next.
