California Wrongful Termination Lawyer

Fired Unfairly? You May Have a Case. Call (888) 796-4010.

Nothing feels more upsetting than believing you were wrongfully terminated. In California, an unfair termination typically involves the violation of specific employment laws.

If you believe you have been terminated due to discrimination or refusing to perform an illegal act, you may have grounds for a wrongful termination lawsuit.

Attorney Bill Marder can review your case and move forward with filing a lawsuit soon after your initial meeting. He is known for addressing all cases in a prompt and efficient manner. He has also recovered millions of dollars for wronged employees.

Wrongful termination cases in California often require a detailed review of not only the facts and circumstances leading to dismissal, but also the employer's written policies and employment practices. The California Fair Employment and Housing Act (FEHA) and the federal Civil Rights Act provide significant protections for employees and outline strict procedures for filing claims. Employees across various sectors—from healthcare to technology—seek help from a wrongful termination attorney in California to hold employers accountable and recover damages lost due to unlawful actions. Whether you work in a small business or a large corporation, California’s employment laws are designed to ensure a fair workplace for everyone.

See if you have a case during a free case review. Our California wrongful termination attorney is ready to answer your questions. Call (888) 796-4010 or contact us online today.

What Is Considered Wrongful Termination in California?

Although California operates as an "at-will" state, meaning an employer may release an employee at any time without notice, there are still illegal reasons for terminating employment. If you were released from your position and believe it happened in retaliation, due to discriminatory reasons, or in violation of an employment contract, you may have a wrongful termination case in California. 

Below are common reasons for wrongful termination claims:

• Breaching Employment Contract - If you have a contract with your employer specifying limits on how your employer may fire you (for example, a required length of employment before termination), your employer must honor that agreement. If the employer breaches the contract, you may have a wrongful termination case. Note: employment contracts may be written or verbal.
• Discrimination - In California, employers cannot terminate employment based on protected characteristics, such as age, AIDS/HIV status, citizenship status, color, gender identity, marital status, medical condition, military or veteran status, national origin, political beliefs, pregnancy, race, religion, sex, sexual orientation, or status as a victim of domestic violence, stalking, or assault. If you were let go due to a protected characteristic, you may have a case.
• Retaliation - An employer cannot release an employee for enforcing their employment rights. For example, if you filed a discrimination complaint and your employer terminated you shortly afterward, you may have a case. Other examples include termination after taking family or medical leave, filing a workers' compensation claim, or reporting illegal wage practices, such as unpaid overtime.

Employers must comply with state and federal non-discrimination laws such as the FEHA and Title VII of the Civil Rights Act. These laws help protect workers from unfair treatment and unlawful dismissals. When a dispute arises, a wrongful termination lawyer in California can interpret contracts and determine if your dismissal violated established statutes or agreement terms. Examining your circumstances—such as recent complaints, reports, or sudden changes in employer behavior—can reveal crucial patterns that support your legal claim.

If you believe you were wrongfully released from your position, reach out to our California wrongful termination attorney at Polaris Law Group. Our attorney has decades of experience and is happy to speak with you about your situation. Call (888) 796-4010 to make an appointment.

What Are Exceptions to California's "At-Will" Employment?

California law defines "at-will" employment as employment that employers may end at any time, without providing a reason. However, important exceptions limit an employer’s ability to fire workers unlawfully.

California Labor Code Section 2922 sets the default at-will employment doctrine, but several exceptions modify this rule. For example, an employer who fires an employee after making false promises about job security, or after the employee refuses to participate in illegal conduct, may violate public policy. Whistleblowers and employees who report labor law violations are protected under California statutes, which encourage safe and fair workplaces. Union contracts, written handbooks, or company policy and practice can establish implied contract rights that restrict at-will terminations.

The following factors are exceptions to "at-will" employment:

• Firing after inducement
• Fraud or misrepresentation
• Violation of implied contracts
• Retaliatory discharge
• Violations of employment contracts
• Violations of public policy (including sexual harassment and pregnancy discrimination)

Both state and federal laws prohibit employers from firing employees for discriminatory or otherwise unlawful reasons.

When a wrongful termination involves violations of public policy or statutory rights—such as refusing to break the law, taking protected leave, or exercising a legal right—the courts may award additional damages or order employers to reinstate employees. In California, agencies such as the Department of Fair Employment and Housing investigate claims when employees allege their terminations violated state laws. Employers who fire someone for protected reasons without following legal processes can face significant liability.

Employers cannot fire you for:

• Your race
• Your sex
• Your national origin
• Your disability
• Your religion
• Demanding overtime
• Reporting OSHA safety violations
• Taking pregnancy leave
• Family medical leave
• Refusing to sign an unlawful non-compete clause
• Serving jury duty

In some situations, even if you left your job "willingly," you may still have a wrongful termination claim. If your employer created hostile working conditions that made your resignation unavoidable, your departure may qualify as a constructive discharge.

How to Prove a Wrongful Termination Case

If you believe you have grounds for a wrongful termination lawsuit, collect all relevant employment documents. These can include handbooks detailing workplace policies and copies of any performance reviews.

Building a strong case also means preserving emails, text messages, write-ups, or any communication with supervisors about your employment. The more detailed and organized your records, the more likely you are to show your termination violated California law. In many cases, coworkers may have helpful information; keeping track of potential witnesses who observed unfair treatment can support your claim during settlement negotiations or in court. If your employer offered reasons for your firing that shifted or contradicted earlier statements, documenting these inconsistencies may highlight unlawful motives.

If you believe your wrongful discharge was discriminatory, you must show your employer was aware of your protected characteristic. If you informed your employer of your protected characteristic, document the timing between your notification and your termination.

Also, record any incidents of harassment your employer committed against you whenever possible.

Can I File a Wrongful Termination Case If I Quit?

If you recently quit your job because working conditions became unbearable, you might wonder if you still have a wrongful termination case. The answer depends on your specific circumstances.

In California, an employee may still have a wrongful termination case even after resigning. However, the burden of proof is higher for claimants who quit their jobs compared to those who were fired.

To prove your resignation was considered a constructive discharge, you must show that your workplace was so intolerable that any reasonable person would have felt compelled to resign. 

Courts look for evidence of repeated mistreatment, harassment, or ongoing illegal conduct that continued even after you reported problems to supervisors or human resources. California law recognizes constructive discharge as a valid basis for a wrongful termination lawsuit, but judges and juries carefully review the facts. Keeping detailed records of your attempts to stay employed, including complaints or requests for better conditions, may strengthen your argument that resignation was not your choice.

Factors that may be considered include:

• Illegal discrimination or harassment
• Unsafe working conditions
• A breach of contract
• Violation of public policy

If you can demonstrate that you resigned because of one of these circumstances, you may have a valid wrongful termination claim. Not every unpleasant work environment will rise to the level of constructive discharge. To succeed, you must prove that conditions were truly unbearable.

How Polaris Law Group Can Help

Attorney Bill Marder can help you gather evidence and further investigate your claims. He will review the details of your employment and any agreements to determine whether any laws were violated.

With a wrongful termination lawyer in California at your side, both federal employment agencies and employers will take your case more seriously. Bill Marder works on a contingency fee basis, so you pay nothing unless there is a recovery.

Clients seeking help from a wrongful termination attorney often need guidance through the complexity of California's legal process, including filing charges with state agencies like the Department of Fair Employment and Housing or the Equal Employment Opportunity Commission. An attorney familiar with procedures throughout California can identify important deadlines, evidence requirements, and possible remedies based on your unique facts. State law limits the time for filing certain claims, so acting quickly increases your chances for a fair outcome. Working with an employment law firm helps you properly navigate these rules and understand each step in the process as you pursue justice for wrongful or unlawful termination.

Damages you could be entitled to include:

• Back pay
• Lost benefits
• Emotional distress
• Job retraining
• Fines
• Punitive damages

Bill Marder serves wrongfully terminated employees throughout California.

For more information, contact Bill Marder for a free initial consultation. Call our law firm at (888) 796-4010 or contact us online today to speak with our experienced California wrongful termination lawyer.

The Legal Process & Timelines for Wrongful Termination Cases in California

Employees who pursue a wrongful termination or unlawful termination case in California often want to know the typical steps in the legal process and how long it might take. The process generally starts with a thorough consultation and a factual review, during which your attorney examines employment details, events leading to dismissal, and any supporting evidence. California wrongful termination law usually requires that many claims be filed with a government agency—such as the Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC)—before the matter can proceed to court. Agencies may investigate the claim or issue a right-to-sue notice, allowing an employee to file a lawsuit in state or federal court.

Each phase of the process follows a timeline. Moving from consultation to investigation may take several weeks, while administrative review could last months. After a lawsuit is filed, the court’s schedule and whether parties want to negotiate can affect how quickly the matter resolves. California law sets limits for filing, with some claims requiring action within one year of the alleged wrongful act. A knowledgeable attorney will help track deadlines, respond promptly, and maintain momentum. Using clear communication and an efficient process, a client-centered firm like Polaris Law Group helps employees pursue justice without unnecessary delay.

Understanding Damages & Potential Outcomes in California Wrongful Termination

Employees who suffer wrongful or unlawful termination in California may seek several types of damages to address the harm they have experienced. Courts can award compensation for lost wages from the time of dismissal through the final resolution, lost benefits like health insurance or retirement contributions, and emotional distress caused by unlawful firing. In some cases, a court may also order job reinstatement or punitive damages if the employer’s actions were particularly egregious.

California law, including the Fair Employment and Housing Act, guides how damages are decided. Caps may sometimes apply depending on the facts of the case. Employees should keep records of their financial losses and seek evidence showing the impact of the termination on personal and professional life. Polaris Law Group works with clients to help them pursue the full range of compensation allowed under California law. By focusing on the client’s unique circumstances, the firm helps individuals seek fair results after an unlawful dismissal.

Frequently Asked Questions

What is the statute of limitations for a wrongful termination claim in California?

Most wrongful termination claims must be filed within one year of the unlawful act. Some related claims, such as breach of contract, may have different deadlines. Act quickly to protect your rights under California law.

Can I sue for wrongful termination if I worked for a small business?

Yes, California employment laws protect workers at both small and large businesses. The key issue is whether your employer broke the law or violated policy in firing you, not the company’s size.

What should I bring to my first consultation with a wrongful termination attorney?

Bring all relevant employment documents, including your contract, emails or written communications about your termination, pay records, company policies or handbooks, and notes about incidents leading to your dismissal. Thorough documentation helps the attorney review your case.