Wrongful Termination Attorney Los Angeles
Fired for an illegal reason? California is an at-will state, but your employer still cannot fire you because of discrimination, retaliation, or your refusal to break the law.
Cohen Law Group represents employees across California who have been terminated for unlawful reasons. California is an “at-will” employment state, but that does not give employers unlimited discretion. Your employer may not fire you for an illegal motive such as discrimination, retaliation, or a violation of public policy.
Losing your job affects your livelihood, your reputation, and your future opportunities. And employers rarely admit an unlawful motive. These cases often involve pretext or shifting justifications, so the facts need to be gathered and tested early.
What is wrongful termination in California?
Wrongful termination occurs when an employer fires an employee in violation of:
- California employment laws, such as the Fair Employment and Housing Act (FEHA)
- Federal anti-discrimination laws
- An employment contract or implied agreement
- Public policy protections
Unlawful grounds for termination
A termination may be wrongful when it is motivated by any of the following:
Discrimination based on a protected characteristic
California law protects employees based on race or ethnicity, gender or gender identity, age (40 and over), disability or medical condition, religion or creed, sexual orientation, and pregnancy or marital status. A firing that followed discriminatory comments, unequal treatment, or a pattern of bias may support a claim.
Retaliation for protected activity
It is illegal to fire employees for asserting their rights: reporting harassment or discrimination, filing a complaint with HR or a government agency, taking protected medical or family leave, joining an investigation or lawsuit, or reporting illegal conduct. A sudden termination after any of these is a common indicator of retaliation.
Breach of contract or implied agreement
A termination can be wrongful when it violates a written employment contract, an implied promise of continued employment, a policy limiting termination to “for cause,” an offer letter outlining job security, or a progressive discipline policy that was not followed. Consistent employer representations may create enforceable expectations even without a formal contract.
Refusal to engage in illegal conduct
You cannot lawfully be fired for refusing to commit fraud, violate safety regulations, falsify records, participate in harassment or discrimination, retaliate against other employees, or ignore legal compliance requirements.
Warning signs, and what courts look at
Not every termination is unlawful. Courts and agencies weigh several factors when deciding whether a firing crossed the line, and you can start checking them now:
- Timing: Did the termination closely follow a complaint, a report of misconduct, or protected leave?
- Consistency: Were company policies, such as progressive discipline, applied to you the same way as to everyone else?
- Comparators: Were similarly situated coworkers treated differently?
- Shifting explanations: Has the stated reason changed, or does it contradict the record? A false or inconsistent reason is called pretext.
- Bias: Did discriminatory comments or unequal treatment come before the decision?
- Documentation: What do emails, performance reviews, and internal communications show?
What you may be able to recover
Employees who prevail in a wrongful termination case in California may be entitled to:
Economic damages
- Back pay (lost wages from termination to resolution)
- Front pay (future lost earnings)
- Lost bonuses, commissions, and benefits
Non-economic damages
- Emotional distress and mental suffering
- Reputational harm
Punitive damages
In cases involving fraud, oppression, or malice, courts may award punitive damages to punish the employer and deter future misconduct.
Equitable remedies
- Reinstatement to your former position
- Policy changes within the company
In certain cases, attorneys' fees may also be available.
Which remedies apply depends on the facts of your case. Client reviews and past outcomes do not guarantee a similar result in your matter.
What to do now
- Preserve documentation. Keep emails, performance reviews, disciplinary records, your offer letter or employment agreement, and any communications about your termination. If you are unsure whether you can keep a particular company document, ask us first.
- Write down the timeline. Note what happened leading up to the termination (complaints you made, leave you took, comments you heard) and when it happened.
- Watch the deadlines. Depending on the claim, you may need to file with a government agency before going to court, and statutes of limitation can be as short as one year in certain cases. Delay can permanently bar your claim.
- Get an early legal evaluation. Early intervention can preserve evidence and protect your rights.
Why Cohen Law Group for a wrongful termination case
Most wrongful termination cases come down to one question: was the stated reason the real reason? Our approach is designed to answer it.
- Litigation-first from day one. Every case is evaluated as if it may go to trial, even when early resolution is possible. For you, that means testing your employer's explanation against the timeline, the comparators, and the documents from the start, building leverage early and developing a strong factual record.
- Courtroom experience. Susan Peterson conducted more than 70 jury trials with the Contra Costa and Denver District Attorney's Offices and has spent the past two decades in private practice handling matters that include employment disputes.
- We know how employers defend these cases. Our attorneys also advise employers on compliance, workplace policies, and internal investigations. We understand how a company builds the record behind a termination, and we prepare your case with that defense in mind.
- A free, confidential first conversation. There is no obligation and no pressure. Hablamos español. Attorney Jordan Cohen speaks Spanish and can meet with you in Spanish.
Wrongful termination FAQs
- California is an at-will state. Can I still have a claim?
- Yes. At-will employment means an employer can generally end employment at any time, but it does not permit termination for unlawful reasons. A firing based on discrimination, retaliation, a refusal to break the law, a public-policy violation, or a breached agreement can still be wrongful termination.
- I resigned because conditions became intolerable. Could that count?
- Possibly. When retaliation makes working conditions so intolerable that an employee is forced to resign, it may qualify as a wrongful termination claim.
For an overview of employee rights in California, return to Employment Law. To talk about your situation, call (310) 747-1883 or request a free consultation. An attorney reviews every submission and follows up promptly.
We represent employees fired for illegal reasons across Greater Los Angeles, including professionals in Century City and workers in the South Bay and Manhattan Beach. Meet the attorneys who handle these cases.
Next step
Request a consultation
California matters only. Call (310) 747-1883 or request a consultation online. Hablamos español. Attorney Jordan Cohen speaks Spanish and can meet with you in Spanish.