Losing your job is devastating. When that job loss is illegal, it is also an injustice that California law empowers you to fight. Wrongful termination occurs when an employer fires an employee for a reason prohibited by state or federal law, and California provides some of the strongest worker protections in the country. If you believe you were unlawfully fired, a wrongful termination lawyer in Los Angeles at The Rubin Law Corporation can evaluate your situation and help you pursue the compensation you deserve.
Since 1996, Steven Rubin has represented employees fired for discriminatory reasons, in retaliation for reporting illegal activity, or in violation of their employment contracts. He has successfully litigated wrongful termination cases against major corporations, hospital systems, and Fortune 500 companies throughout Los Angeles, Orange County, and Southern California. If you were wrongfully discharged, we are ready to fight for you.
What Is Wrongful Termination in California?
California is an at-will employment state, which means an employer can generally terminate an employee for any reason — or no reason at all. However, there are crucial exceptions. An employer cannot fire you for an illegal reason. Illegal reasons include discrimination based on a protected characteristic, retaliation for exercising a legal right, retaliation for whistleblowing, and violations of an express or implied employment contract.
According to EEOC enforcement statistics, retaliation is the most frequently alleged basis in employment discrimination charges nationally, making up over 55% of all charges filed in recent years. In California, these numbers are reflected in the high volume of wrongful termination and retaliation claims pursued in Los Angeles County and surrounding areas each year.
Common Types of Wrongful Termination Cases in Los Angeles
Wrongful termination claims arise in many different contexts. Our attorneys handle all of the following types of cases, and many others.
Discrimination-Based Termination
Federal and California law prohibit termination based on race, religion, sex, national origin, age, disability, pregnancy, sexual orientation, gender identity, and marital status, among other protected categories. If your firing was motivated — even in part — by any of these characteristics, it may constitute unlawful workplace discrimination and give rise to a wrongful termination claim. Discriminatory terminations can be direct or subtle; pretextual reasons for firing — such as citing poor performance when your record was strong — are common and our attorneys know how to expose them.
Retaliation and Whistleblower Termination
It is illegal in California to fire an employee for reporting illegal activity, filing a workers’ compensation claim, complaining about safety violations, or cooperating with a government investigation. If you were fired after making a protected complaint or report — whether to HR, a supervisor, or a government agency — your termination may be retaliatory. The Rubin Law Corporation has extensive experience in whistleblower cases and employer retaliation claims throughout Southern California.
Breach of Employment Contract
If you have an employment contract — written or implied — your employer is bound by its terms. An implied contract can arise from an employee handbook, a verbal promise, or a consistent course of conduct that created a reasonable expectation of job security. If your employer fired you in violation of those terms, you may have a breach of contract claim in addition to, or independent from, a wrongful termination claim. Understanding which type of claim applies to your situation is something our attorneys can help you determine.
Termination for Protected Leave
Both the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) protect eligible employees from being fired for taking job-protected leave for a serious health condition, to care for a family member, or to bond with a new child. Employers with 50 or more employees must provide up to 12 weeks of protected leave annually. Terminating an employee for taking or requesting such leave is a serious violation of federal and California law.
Constructive Discharge
Constructive discharge occurs when an employer deliberately makes working conditions so intolerable that a reasonable employee is forced to resign. This could include severe harassment, unjustified pay cuts, demotions without cause, or creating a hostile environment that targets you specifically. Under California law, a forced resignation under these circumstances is treated as a termination, and you can pursue the same legal remedies as if you were directly fired.
Steps to Take After a Wrongful Termination in Los Angeles
Acting quickly and strategically after a wrongful termination protects your legal rights and the value of your claim. There are several important steps to take promptly.
Do Not Retaliate or Engage in Misconduct
As difficult as a wrongful termination can be emotionally, responding with anger or misconduct — including negative social media posts about your employer — can damage your case. Stay professional, stay calm, and let your attorney do the fighting for you.
Request a Written Explanation and Gather Evidence
Ask your employer for a written statement of the reasons for your termination. Review it carefully. Gather any performance reviews, emails, texts, or communications that tell a different story. If colleagues witnessed discriminatory treatment or harassing behavior, note their names and contact information. Your employment contract, offer letter, and any employee handbook sections referencing job security are all important evidence as well.
File With the DFEH or EEOC Before Your Deadline
Before filing a wrongful termination lawsuit based on discrimination or harassment in California, you must typically first file a charge with the California Department of Fair Employment and Housing (DFEH) or the EEOC. Strict time limits apply. Consulting an attorney immediately after your termination ensures these filing requirements are met and no deadline is missed.
Consult a Wrongful Termination Attorney in Los Angeles
The earlier you speak with an attorney, the better positioned you will be. Rubin Law Corporation provides a free, confidential initial consultation. We will listen to the facts of your case, identify your strongest legal theories, and walk you through what to expect. We handle wrongful termination cases on a contingency fee basis — no fees unless we recover for you.
What Compensation Can I Recover for Wrongful Termination?
California law allows wrongfully terminated employees to pursue substantial compensation. Recoverable damages typically include back pay for wages and benefits lost from the date of termination, front pay if reinstatement is not feasible, compensation for emotional distress, punitive damages when the employer’s conduct was particularly egregious, and attorney’s fees and legal costs. Reinstatement to your former or a comparable position is also available in many cases. The specific damages in your case will depend on your individual circumstances, and our attorneys will evaluate every available avenue for recovery.
Contact a Wrongful Termination Lawyer in Los Angeles at Rubin Law Corporation
If you believe you were fired illegally, you have rights under California and federal law — and you have an experienced legal team ready to enforce them. The Rubin Law Corporation has been standing up for wrongfully terminated employees across Los Angeles County, Orange County, and Southern California for over 30 years. Steven Rubin is a graduate of Brown University and USC Law, a member of the California Employment Lawyers Association and the National Employment Lawyers Association, and a relentless advocate for workers who have been treated unjustly. Contact our firm online or call (310) 385-0777 to schedule your free consultation.
