Top-Ranked Los Angeles Employment & Wrongful Termination Attorneys

Wrongful termination occurs when an employer fires an employee for a reason the law does not allow. In California, this can include being terminated because of discrimination, retaliation for reporting workplace issues, whistleblowing, taking protected medical or family leave, requesting a reasonable accommodation, or refusing to participate in illegal conduct.

In many cases, employers point to “performance” or “company restructuring,” but the real issue often shows up in the timeline — such as sudden discipline after a complaint or different treatment compared to other employees. Looking at what happened before and after the termination is often key to determining whether it was unlawful.

You’re not required to have a lawyer, but employment law cases move fast and are often more complex than they appear. Employers usually have legal teams advising them from day one. A Los Angeles employment lawyer can help identify legal violations, protect your rights, handle communications, and determine whether your case should be resolved through negotiation or litigation.

First, don’t sign anything right away — especially severance or release agreements. Save any documents, emails, text messages, or performance reviews related to your job and termination. Writing down a timeline while details are fresh can also help. Speaking with an employment attorney early can make a real difference in preserving evidence and protecting your options.

Deadlines depend on the type of claim and where it must be filed first. Some employment law claims have very short time limits, while others allow more time. Waiting too long can limit your options, which is why many employees choose to speak with a lawyer soon after termination — even if they’re unsure whether they have a case.

Compensation depends on the facts of the case, but may include lost wages, future earnings, emotional distress damages, and, in some cases, punitive damages and attorney’s fees. Each situation is different, and outcomes depend on evidence, employer conduct, and applicable laws.

Yes. If working conditions became unlawful — such as ongoing harassment, discrimination, or retaliation — a resignation may still qualify as a legal claim. This is sometimes referred to as a “constructive discharge.” Whether this applies depends on the circumstances and how severe the conditions were.

Employees in Los Angeles are protected by both California and federal employment laws. These laws cover issues such as discrimination, harassment, retaliation, wage and hour violations, and protected leave. Even at-will employees have important rights that employers must respect.

Yes. Undocumented workers are protected by California labor and employment laws. These protections include the right to be paid for work performed, protection from discrimination and retaliation, and the right to work in a safe environment.

“Performance issues” are one of the most common explanations employers give after a termination. What matters is whether that explanation is consistent, documented, and applied fairly. Sudden write-ups, shifting reasons, or discipline that appears only after an employee speaks up can raise serious red flags.

An experienced employment lawyer looks beyond the surface explanation and focuses on timelines, documentation, witness accounts, and employer behavior. The goal is to understand what really happened, identify legal violations, and determine the strongest path forward — whether through negotiation, settlement, or court.