Wrongful Termination
California Wrongful Termination Attorneys for Employees
Most employees in California are employed at will, which means they can generally be fired with or without cause. But there are important exceptions. A termination may be unlawful if an employee is fired for a protected reason, in retaliation for asserting workplace rights, or in violation of California public policy.
Buchsbaum Haag represents employees in wrongful termination and wrongful discharge matters throughout Southern California. Our attorneys help workers understand whether their firing was illegal, what evidence may support a claim, and what compensation may be available.
Wrongful Termination
California Wrongful Termination Attorneys for Employees
Most employees in California are employed at will, which means they can generally be fired with or without cause. But there are important exceptions. A termination may be unlawful if an employee is fired for a protected reason, in retaliation for asserting workplace rights, or in violation of California public policy.
Buchsbaum Haag represents employees in wrongful termination and wrongful discharge matters throughout Southern California. Our attorneys help workers understand whether their firing was illegal, what evidence may support a claim, and what compensation may be available.
Wrongful Termination Claims We Handle
Wrongful termination can involve more than the loss of a job. It may follow complaints about illegal conduct, workplace safety, discrimination, harassment, unpaid wages, protected leave, or refusal to participate in unlawful activity.
Our attorneys represent employees in matters involving termination after:
Reporting workplace discrimination or harassment
Complaining about unpaid wages, overtime, or missed breaks
Reporting unsafe or unhealthy working conditions
Disclosing illegal workplace activity
Refusing to engage in illegal conduct
Requesting or taking protected medical, family, pregnancy, or disability leave
Reporting workplace injuries or filing workers’ compensation claims
Discussing wages or working conditions
Engaging in lawful political activity
Serving on jury duty or participating in legal proceedings
Reporting misconduct to a government agency
Opposing retaliation or whistleblower violations
Know Your Rights
California is generally an at-will employment state, but an employer cannot fire an employee for an illegal reason or in violation of public policy. A termination may be wrongful if it is tied to discrimination, retaliation, whistleblowing, wage complaints, protected leave, workplace safety complaints, refusal to break the law, or other protected conduct.
California Government Code §12940
Prohibits termination, discrimination, harassment, and retaliation tied to protected characteristics or protected complaints under California’s Fair Employment and Housing Act.
California Labor Code §1102.5
Protects employees from retaliation for reporting suspected legal violations or refusing to participate in unlawful conduct.
California Labor Code §§98.6 and 6310
Protect employees from retaliation for certain wage-related complaints, Labor Code rights, and workplace safety complaints.
California Family Rights Act and Pregnancy Disability Leave protections
May protect employees who are fired after requesting or taking qualifying medical, family, pregnancy, or disability-related leave.
California Labor Code §132a
Protects employees from discrimination or retaliation related to workers’ compensation claims.
A wrongful termination claim often depends on why the employer fired the employee, what protected activity occurred before the termination, whether the employer knew about it, and whether the employer’s stated reason is supported by the evidence.
How Wrongful Termination Happens
Employers rarely describe a firing as unlawful. Instead, the termination may be framed as a performance issue, restructuring, attendance problem, policy violation, personality conflict, or reduction in force.
Important evidence may include:
- Performance reviews
- Emails and text messages
- HR complaints
- Pay records and schedules
- Disciplinary records
- Medical or leave documentation
- Witnesses
- Timing between protected activity and termination
- Changes in treatment after a complaint
- Inconsistent explanations for the firing
The issue is not always whether the employer had any reason to terminate. The key question is whether an unlawful reason motivated the decision.
Our Wrongful Termination Claims Process
1. Review
We review the events leading up to the termination, including complaints, protected activity, performance history, leave requests, disciplinary records, and the employer’s stated reason for firing.
2. Legal Assessment
We evaluate whether the facts may support claims for wrongful termination or related employment violations.
3. Evidence and Strategy
We assess timing, documentation, witness support, employer knowledge, prior performance, and whether the employer’s explanation appears inconsistent or pretextual.
4. Resolution or Litigation
Some wrongful termination matters resolve through negotiation or settlement. Others require litigation, especially when the employee suffered significant financial harm or the employer denies wrongdoing.
Potential Outcomes
A wrongful termination matter may result in:
- Lost wages
- Future lost earnings
- Compensation for emotional distress
- Punitive damages where available
- Attorney’s fees where authorized
- Correction of employment records
- Settlement of employment claims
- Reinstatement where appropriate
- Litigation when settlement is not appropriate
Timelines vary based on the facts, claim type, available evidence, employer response, and whether the matter proceeds through negotiation, agency complaint, arbitration, or court litigation.
Our Wrongful Termination Case Results
Buchsbaum Haag attorneys have obtained settlements, awards, and verdicts exceeding $50 million on behalf of employees in workplace disputes. Notable results include a $1.17 million jury verdict against the City of Pasadena for wrongful termination and more than $40 million in lead trial counsel results for employment law clients. Past results do not guarantee future outcomes.
Frequently Asked Questions
Wrongful termination occurs when an employer fires an employee for an illegal reason, such as discrimination, retaliation, whistleblowing, protected leave, wage complaints, workplace safety complaints, or another protected activity.
In many situations, yes. California is generally an at-will employment state. However, an employer cannot fire an employee for an unlawful reason or in violation of public policy.
Yes. Employees who are fired after reporting or opposing workplace harassment or discrimination may have claims for retaliation, wrongful termination, or related employment violations.
Depending on the facts, employees may seek lost wages, future lost earnings, emotional distress damages, punitive damages where available, attorney’s fees where authorized, and other remedies under California law.
Save termination documents, emails, texts, pay records, performance reviews, HR complaints, witness names, and any documents showing what happened before and after the firing. An employment lawyer can review whether the termination may violate California law.
Contact Our
Wrongful Termination Lawyers
If you were fired after reporting misconduct, asserting your rights, requesting leave, complaining about workplace violations, or refusing to participate in illegal conduct, Buchsbaum Haag can evaluate your situation and explain your legal options.
Buchsbaum Haag represents employees in wrongful termination matters throughout Southern California, including Long Beach, Los Angeles, Orange County, and surrounding communities. Our office is located in Long Beach.
To arrange a free confidential consultation, call 562-733-2498. Hablamos español.