An unexpected dismissal rarely comes with an explanation that feels fair. As a result, many employees are often left wondering: Was my termination legal, or was it wrongful?
California wrongful termination law answers that question by setting clear limits on when an employer can and cannot end your employment. The law protects workers against discrimination, retaliation, and violations of public policy, helping prevent employers from using terminations as tools of bias or punishment. Still, employers often overstep. Knowing where to draw the line can mean the difference between accepting an unjust firing and holding a company accountable for its actions.
At King & Siegel LLP, our Los Angeles wrongful termination attorneys focus exclusively on employees, never employers. With backgrounds at top law schools, a track record of tens of millions recovered for workers, and recognition as Super Lawyers Rising Stars, we are ready to help you determine whether your firing was unlawful and what remedies may be available.
What Is Wrongful Termination Law in California?
At its core, wrongful termination occurs when an employer fires an employee for reasons that violate public policy or statutory rights. California’s wrongful termination law is based on a combination of statutes, court decisions, and constitutional protections meant to protect workers from these harmful employer behaviors.
Key sources of protection include:
- California Fair Employment and Housing Act (FEHA). FEHA prohibits firing based on race, gender, disability, age, sexual orientation, pregnancy, religion, or other protected characteristics.
- California Labor Code § 1102.5. This CA code protects whistleblowers who report unlawful activity.
- Title VII of the Civil Rights Act of 1964. This is an important federal law barring discrimination based on race, sex, religion, and national origin.
- Americans with Disabilities Act (ADA). This federal statute also prohibits discrimination against qualified individuals with disabilities.
Taken together, these laws aim to put an end to employers’ use of termination as a tool for bias, retaliation, or silencing legitimate complaints.
What Are Common Examples Under Wrongful Termination Law?
Workers may not always realize their firing qualifies as wrongful. Some of the most common scenarios include:
- Discrimination-based termination—being fired because of pregnancy, disability, age, or another protected characteristic;
- Retaliation for protected activity—losing your job after reporting harassment, unsafe working conditions, or wage theft;
- Violation of public policy—facing termination for refusing to engage in illegal acts, serving on a jury, or taking protected medical leave; and
- Contract breaches—being let go in violation of an employment contract or implied covenant of good faith.
In many cases, your boss may not say explicitly that they’re firing you for one of the illegal reasons above. An employer may even try to hide their unlawful action by giving you a false but legal reason that you’re being let go. That’s why the support of a legal professional can be crucial. A skilled employment attorney can gather evidence to challenge an employer’s stated reasons and demonstrate whether the firing conflicts with statutory or constitutional safeguards.
What Are Employee Rights Under California Wrongful Termination Law?
California’s legal framework creates actionable rights for employees. If you believe your employer wrongfully terminated you, you may be entitled to:
- Reinstatement—a court order for your employer to restore your former position;
- Back pay—compensation for wages lost due to the termination;
- Front pay—future wages lost, if reinstatement is not possible;
- Emotional distress damages—compensation for the stress, humiliation, and anxiety caused by wrongful firing; and
- Punitive damages—additional damages when an employer’s conduct is especially egregious.
These remedies underscore why wrongful termination law is such a powerful tool for employees: It not only corrects injustice but also aims to deter employers from engaging in the same conduct in the future.
How Do I File a Wrongful Termination Claim?
Filing a wrongful termination claim in California is not just about filling out forms but about following a series of steps that preserve your rights and strengthen your case. Missing a deadline or failing to meet a requirement can jeopardize your claim, so precision is crucial.
Here are the key actions to take:
- Obtain counsel early. Having an experienced employment attorney can make the difference between a dismissed claim and a strong case. Counsel files documents promptly, preserves evidence, and frames arguments to maximize your chances of success.
- Document everything. Gather termination letters, emails, performance reviews, text messages, or any communication that supports your belief that the firing was unlawful. Write down a timeline of events while details are fresh.
- Identify the type of claim. For discrimination, harassment, or retaliation tied to protected characteristics, you must pursue remedies under FEHA or Title VII. For whistleblower claims under California Labor Code § 1102.5, the filing path may differ.
- File with the correct agency within the proper time period. For discrimination or harassment claims, file with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC) within one year of the unlawful act with the CRD, or 300 days with the EEOC. Depending on the statute for whistleblower or retaliation claims, you may file directly with the court or through agencies such as the California Labor Commissioner’s Office.
Be aware: Legal deadlines are strict, and the process can be overwhelming without guidance. That is why working with experienced employment counsel matters. A lawyer has the legal skill and resources to file paperwork correctly, meet deadlines, and present evidence persuasively.
How Does King & Siegel LLP Support Employees?
King & Siegel LLP understands that litigation is about real people facing real consequences. Our lawyers bring both empathy and intensity to every case, as well as:
- Experience—backed by attorneys trained at Harvard, Columbia, and NYU;
- Proven results—with tens of millions won for employees in just a few years;
- Commitment—exclusive focus on employee representation, never employers; and
- Accessibility—free consultations, including Spanish-speaking staff for our diverse community.
We know wrongful termination claims are not just legal disputes. They are about dignity, livelihood, and justice.
Take the Next Step
At King & Siegel LLP, we are ready to stand with you. We offer complimentary, 30-minute consultations to assess your case and discuss your options. With deep experience in employment law, a proven track record of achieving high-value results, and a team committed to minimizing litigation stress, we effectively advocate for employees across Los Angeles and California.
Call us today to schedule your consultation. Whether you know you have been wronged or simply want to understand your rights, we offer the guidance you need and the advocacy you deserve.
Julian Burns King graduated with honors from Harvard Law School and founded King & Siegel in 2018. As head of the Firm’s discrimination and harassment practice areas, she champions the rights of working parents and victims of workplace discrimination and harassment. She has been recognized as a “Rising Star” by Super Lawyers annually since 2018 and has recovered tens of millions of dollars on behalf of her clients.