Wrongful Termination Attorney in Los Angeles

Workers-Only Representation for Unlawful Termination Claims in Los Angeles & the state of California

California is an at-will employment state, meaning most employers can end the employment relationship at any time. But at-will status has real limits. Firing someone because of their race, gender, disability, or religion is illegal. So is terminating an employee for reporting misconduct, requesting medical leave, or refusing to break the law. When a termination crosses those lines, it may give rise to a valid wrongful termination claim.

At Laurel Employment Law, we represent workers only. Our firm has never represented an employer, and we won’t. Founder Joshua White spent years as a corporate executive before becoming an employment attorney, giving us firsthand knowledge of how employers approach discipline, documentation, and termination decisions. That perspective shapes how we build and pursue claims on behalf of Los Angeles workers across all employment law matters. Consultations are free, and we work on a contingency fee basis. You pay nothing unless we obtain a successful outcome.

Call (310) 929-6371 or contact us online to schedule a free consultation with a wrongful termination attorney in Los Angeles.

What Is Wrongful Termination?

Wrongful termination, also called wrongful dismissal or wrongful discharge, occurs when an employer fires an employee for an illegal reason. The label the employer uses, whether “performance issue,” “restructuring,” or “at-will termination,” doesn’t determine whether a valid claim exists. What matters is the actual reason behind the decision.

We start every case with a comprehensive analysis of the client’s situation, identifying which California and federal statutes apply and building the factual foundation from there. That includes helping clients gather critical evidence: employment contracts, performance records, emails, texts, and witness statements that document what actually happened.

Layoff vs. Termination: Why the Distinction Matters

When an employer lays off an employee, the employee is typically:

• Released due to position elimination rather than misconduct
• Eligible for rehire in many cases
• Eligible for unemployment benefits
• Potentially eligible for severance, depending on the employment agreement or company policy

When an employer terminates an employee for cause, the employee is typically:

• Released due to cited performance or conduct issues
• Not eligible for rehire in most cases
• Eligible for unemployment benefits
• Eligible for severance only if the employment contract or employer policy provides for it

The distinction matters because both layoffs and terminations can conceal unlawful motives. An employer who labels a firing a “reduction in force” to disguise discrimination, or cites performance to cover retaliation, may still face a wrongful termination claim. The label is not the law.

How Do I Know If I Was Wrongfully Terminated?

The following signs may indicate that a termination was unlawful:

• You were terminated because of your race, gender, religion, sexual orientation, national origin, age, disability, or another protected characteristic.
• You were terminated after reporting your employer for illegal activity or refusing to participate in it.
• You were terminated after taking protected medical or family leave.
• You were terminated during or shortly after a pregnancy.
• Your employer violated the terms of your employment contract in ending your employment.

Sudden negative performance reviews following a complaint, exclusion from meetings after announcing a pregnancy, or a pattern of derogatory comments before a firing can all point to discriminatory or retaliatory motive. If something felt off about how or when you were let go, document what you remember and contact our office.

Common Grounds for Wrongful Termination Claims

California law recognizes several legal theories under which a termination may be unlawful. The most common grounds we pursue are outlined below.

Discrimination

Firing someone because of a protected characteristic can be unlawful under both the California Fair Employment and Housing Act (FEHA) and federal statutes. This includes race, gender, age, religion, national origin, disability, and sexual orientation. FEHA is enforced by the California Civil Rights Department (CRD), covers employers with five or more employees, and provides some of the broadest worker protections in the country.

Retaliation

Employers can’t terminate employees for engaging in legally protected activities, such as:

• Filing a harassment or discrimination complaint.
• Reporting workplace safety violations (whistleblowing).
• Taking legally entitled medical or family leave (FMLA).

Violation of Employment Contracts

If your employment contract specifies the conditions under which you can be terminated, a firing that falls outside those terms may be unlawful, regardless of whether the employer characterizes it as “at-will.”

Breach of Public Policy

Terminating an employee for refusing to participate in illegal activity, filing a workers’ compensation claim, or serving on jury duty can constitute wrongful termination under California’s public policy exception, even without a written employment contract.

California Employment Law Protections

The California Fair Employment and Housing Act (FEHA) is the primary state law prohibiting discriminatory and retaliatory terminations. It is administered by the California Civil Rights Department (CRD), formerly the Department of Fair Employment and Housing (DFEH). FEHA requires employees to file an administrative complaint with the CRD before pursuing a civil lawsuit. Federal law provides parallel protections through the Equal Employment Opportunity Commission (EEOC).

California also recognizes implied employment contracts, constructive discharge claims (where working conditions became so intolerable that a resignation amounted to a forced termination), and a range of whistleblower protections that go beyond federal minimums. We’re well-versed in navigating these overlapping frameworks and build strategies tailored to each client’s specific situation in Los Angeles and across Los Angeles County.

To discuss your situation with a wrongful termination attorney in Los Angeles, call (310) 929-6371 or contact us online.

Legal Options for Wrongfully Terminated Workers

A wrongful termination doesn’t leave you without recourse. We help Los Angeles workers understand every available path and pursue the one that fits their situation.

Legal options may include:

• Bringing a wrongful termination claim in California state court
• Seeking reimbursement for lost income and benefits
• Negotiating a settlement with your former employer
• Filing a charge with the Equal Employment Opportunity Commission (EEOC)
• Requesting reinstatement to your former position
• Pursuing mediation or arbitration as an alternative to litigation

We guide clients toward the course of action best suited to their circumstances, so every avenue for compensation and accountability can be explored before any decision is made.

Potential Compensation in a Wrongful Termination Case

The compensation available in a wrongful termination case depends on the facts of the termination and its financial and emotional impact on the employee.

Recoverable damages may include:

• Lost wages
• Lost benefits
• Lost bonuses
• Emotional distress
• Punitive damages, in cases where the employer’s conduct was especially egregious
• Attorney fees, which may be recoverable under California law in certain claims

Punitive damages aren’t available in every case. They apply when an employer’s conduct rises to the level of malice, oppression, or fraud and are intended to punish that conduct and deter similar behavior. We work closely with each client to evaluate the full scope of their losses.

Filing Deadlines for Wrongful Termination Claims in Los Angeles

Missing a filing deadline can permanently bar a valid claim. Deadlines vary by claim type, and multiple claims may apply to the same termination. This is why speaking with an attorney as soon as possible after a termination is essential.

Key deadlines to know:

• FEHA claims (discrimination, harassment, retaliation): File a complaint with the California Civil Rights Department (CRD) within three years of the alleged violation. Once a right-to-sue letter is issued, you have one year to file a civil lawsuit in court.
• Public policy and implied contract claims: Generally subject to a two-year statute of limitations, filed directly in court without an administrative step.
• Written employment contract claims: Up to four years under California law.
• Federal EEOC claims (Title VII, ADEA, ADA): In California, the deadline to file a charge with the EEOC is 300 days from the alleged violation.

We can provide tailored guidance on which deadlines apply to your specific case and assist with every procedural step to reduce the risk of something being missed.

Wrongful Termination Resources for Los Angeles Workers

Los Angeles is part of Los Angeles County, where employment disputes are handled by county courts and state and federal administrative agencies. Workers in the state of California who are navigating a termination may also find support through the Los Angeles County Department of Workforce Development, Aging and Community Services, which offers resources for workers in employment transition.

Our roots in Los Angeles mean we understand the local context for these disputes, from the agencies involved to the industries most prevalent across the state of California. Bilingual services are available for Spanish-speaking clients.

Call (310) 929-6371 or contact us online to schedule a consultation with a wrongful termination attorney in Los Angeles.