At Abramson Labor Group, our California wrongful termination lawyers represent employees, never employers. California is an at-will state, but an employer still cannot fire you for an illegal reason, such as discrimination, retaliation, reporting a violation of the law, or breaking a promise of job security. If you think your firing crossed that line, we offer a free case review and work on contingency.
We represent workers only, so we never have to weigh your case against an employer client. Here is what we can show you, not just tell you:
A firing is wrongful when the reason for it breaks the law or breaks an agreement. California employment with no set term is presumed at-will, meaning either side can end it (Labor Code section 2922). That presumption has limits. These are the most common ones.
Under California’s Fair Employment and Housing Act (FEHA), employers with 5 or more employees cannot discriminate based on protected traits, including race, religion, age (40 and over), disability, sex, pregnancy, sexual orientation, gender identity, national origin, medical condition, marital status, and military or veteran status (Civil Rights Department; Government Code section 12940(a)). Firing someone because of one of these traits is unlawful. Learn more about age discrimination, disability discrimination, pregnancy discrimination, and racial discrimination.
FEHA also makes it unlawful to fire an employee for opposing discrimination or harassment, or for taking part in a complaint or investigation (section 12940(h)). If you were let go soon after reporting sexual harassment, complaining about unpaid wages or overtime, or being fired after filing a workers’ comp claim, see our retaliation page.
California Labor Code section 1102.5 bars employers from retaliating against an employee for reporting what the employee reasonably believes is a violation of state or federal law. This covers reports to a government agency or to a person with authority to investigate or fix the problem, even when reporting is part of your job (Labor Code section 1102.5(b)). Read more on our whistleblower page.
The California Supreme Court held that an employee fired for refusing to break the law can sue the employer for wrongful discharge (Tameny v. Atlantic Richfield Co. (1980) 27 Cal.3d 167). Courts call this wrongful termination in violation of public policy.
The at-will rule can be overcome by an agreement that you will be fired only for good cause. That agreement can be written, or implied from the employer’s conduct (Guz v. Bechtel National, Inc. (2000) 24 Cal.4th 317). Our guide to at-will employment in California explains how this works.
Resigning does not always end your claim. California recognizes constructive discharge when an employer created or knowingly allowed working conditions so intolerable that a reasonable person would feel compelled to resign (Turner v. Anheuser-Busch, Inc. (1994) 7 Cal.4th 1238).
California law often protects more workers than federal law. The table compares the two main discrimination laws.
| California (FEHA) | Federal (Title VII) | |
|---|---|---|
| Employers covered | 5 or more employees | 15 or more employees (42 U.S.C. § 2000e(b)) |
| Agency | Civil Rights Department (CRD) | EEOC |
| General deadline to file with the agency | 3 years | Generally 300 days in California (EEOC) |
Deadlines are strict, and they differ by claim. A FEHA complaint generally must be filed with the CRD within three years of the discriminatory act. After the CRD issues a right-to-sue notice, the lawsuit generally must be filed within one year (CRD right-to-sue instructions). A retaliation complaint with the Labor Commissioner generally must be filed within one year of the retaliatory act.
Other wrongful termination claims carry their own deadlines, and the right path depends on the facts. Choosing the wrong agency or claim can cost you rights. Talk to an employment lawyer early, before you file anything or sign a severance agreement.
We serve workers throughout California from our office at 1700 W Burbank Blvd, Burbank, CA 91506, including Burbank, Glendale, Pasadena, and Los Angeles County. If you were fired in Los Angeles, see our Los Angeles wrongful termination lawyer page. For other claims and areas, visit our California employment lawyers page or browse all practice areas.
We work on contingency, so you do not pay anything unless we win. The case evaluation is free, and you will not pay for legal counsel or court fees out of pocket. Our fee is a share of any settlement or verdict. If there is no recovery, you owe no attorney fees.
Often, yes. Most California jobs are at-will, so an employer can usually end employment without giving a reason (Labor Code section 2922). What an employer cannot do is fire you for an illegal reason. When no reason is given, the timing and the employer’s conduct can still show the real reason.
Possibly. If your employer created or knowingly allowed conditions so intolerable that a reasonable person would feel forced to resign, California treats that as a constructive discharge (Turner v. Anheuser-Busch). These cases depend heavily on the facts, so have them reviewed before you decide anything.
Keep copies of anything you are allowed to keep: your termination notice, performance reviews, pay stubs, and messages about your complaints or your firing. Write down dates, names, and what was said while you still remember. Do not take confidential company files. Then request a case review so a lawyer can tell you which claims and deadlines apply.
If you believe you were fired for an illegal reason, we can review what happened and explain your options. Request your free case evaluation, contact us, or call (213) 493-6300.
You do not pay ANYTHING unless we win!
Last updated: October 2026
This page is general information about California law, not legal advice. Every situation is different. For advice about your specific case, talk to a licensed California employment attorney.
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