California is an “at-will” employment state, which means that employers can generally terminate an employee for just about any reason. However, a person cannot be terminated from their job if the reason for termination is expressly forbidden by state or federal law. Wrongful termination laws are in place to protect employees from being dismissed for illegal or illegitimate reasons, and individuals can protect their rights by seeking legal representation. At Abdi & Associates, we are standing by to help if you need a Los Angeles wrongful termination attorney by your side. We help individuals with wrongful termination claims throughout California, and our goal is to see that you are treated fairly and that every claim available to you is pursued.
Why Turn to Abdi & Associates for a Wrongful Termination Claim?
Being wrongfully terminated by an employer is stressful, and you need a skilled lawyer by your side to help you get through this. Abdi & Associates helps individuals with wrongful termination and other employment claims in Los Angeles and throughout California.
- We treat every client as if they are family, which means we focus on your goals and needs as we cultivate your case strategy.
- You will have access to your attorney when you work with us because we understand how important this type of communication is as your case moves forward.
- Where a case calls for it, we work with experienced employment trial counsel we trust and stay involved in your case.
Why You Need a Lawyer for Your Los Angeles Wrongful Termination Case
Wrongful termination claims in Los Angeles can be incredibly complicated, particularly when going up against a well-funded employer and their legal team. A skilled employment law attorney in LA will:
- Have extensive knowledge of the state and federal laws that govern wrongful termination claims. The laws that regulate wrongful termination are vast and seemingly contradictory at times, but a lawyer can work through these statutes on your behalf and deal with the correct agencies so that your rights are protected.
- Understand how to ensure your claim is filed on time with the appropriate agencies so it can move forward without hindrance. These claims have relatively quick reporting deadlines, and if they are not filed on time, you may not be able to recover the compensation you need.
- Fully prepare your claim for negotiations with the other side, including getting the case ready for trial if that is what is necessary to protect your claim.
What is Wrongful Termination in Los Angeles?
Wrongful termination occurs anytime a worker is fired for an illegal reason. A termination can be illegal because it violates state or federal law, public policy, a contract agreement, or court findings. There are a multitude of reasons that could make a termination “wrongful,” many of which we will discuss below. If you think that you have lost your job wrongfully in Los Angeles, we encourage you to reach out to an attorney as soon as possible. These claims have fairly strict reporting deadlines, and your attorney needs to get to work immediately.
What Laws Protect Employees From Wrongful Termination in Los Angeles?
One of the reasons that wrongful terminations are so hard to recognize is that there are many ways that they occur. There are a variety of state and federal laws that protect individuals from wrongful termination in Los Angeles and throughout California. As we go through how wrongful termination claims arise, we will discuss and provide a citation for many of these laws. Some of the main laws that trigger wrongful termination claims include the following:
- California Fair Employment and Housing Act (FEHA)
- California Labor Code section 1102.5 (whistleblower protection) and other retaliation laws
- Wage and hour laws
- Fair Labor Standards Act (FLSA)
- Americans with Disabilities Act (ADA)
- Age Discrimination in Employment Act (ADEA)
- Occupational Safety and Health Act (OSH Act) and Cal/OSHA
- Title VII of the Civil Rights Act (workplace discrimination)
- Family and Medical Leave Act (FMLA)
- California Family Rights Act (CFRA)
- National Labor Relations Act (NLRA)
This is certainly not a complete or nuanced list of the types of laws or statutes that could result in a wrongful termination claim being filed. Many of these laws operate at the federal level, but California also has aggressive laws in place that protect employees, and these state laws play an extensive role in wrongful termination claims. You are not expected to understand all of the laws that regulate wrongful layoffs or firings in California. That is the role your attorney plays. Let your attorney proceed with your claim based on the appropriate laws surrounding your particular situation.
How Wrongful Termination Claims Commonly Arise
As we mentioned at the beginning of this page, California is an at-will state concerning employment. This means a few things. First, employees are free to leave their job for any reason and at any time they choose. Workers do not have to put in their two-week notice, and an employer cannot withhold payment for hours already worked if a person quits. However, being an at-will state also means that a person’s employment can be terminated by their employer for just about any reason. So long as the termination is not illegal based on law or policy, the worker will have no recourse when it comes to termination.
What typically happens is that a wrongful termination revolves around another type of violation of employment law. For example, if a person is let go because the employer does not want to accommodate a disability, then their wrongful termination will revolve around a violation of California’s Fair Employment and Housing Act (FEHA), which protects employees more broadly than the federal Americans with Disabilities Act (ADA). If the only person of color inside of a workplace loses their job after receiving threats or taunts, this very likely could turn into a workplace discrimination wrongful termination claim. A resignation can count as a termination too: where conditions were made so intolerable that a reasonable person would have had no reasonable alternative except to quit, California treats the resignation as a firing, which we explain on our page about constructive discharge. There are a variety of other ways wrongful terminations can occur, some of the most common being:
- Discussing or reporting unequal pay between men and women in the workplace
- Reporting unsafe conditions in the workplace (either internally or to external agencies)
- Refusing to participate in fraudulent activities or reporting these activities
- Requesting disability accommodations
- Serving in the National Guard or military
- Being affiliated with a particular political party
- Reporting a workplace injury or collecting workers’ compensation benefits
Workplace discrimination in Los Angeles
Terminations that result from discrimination in the workplace will almost always be considered wrongful. However, what exactly is discrimination in the workplace? When we examine information available from the Equal Employment Opportunity Commission (EEOC), we can see that discrimination can occur in various ways throughout workplaces in Los Angeles and California. Specifically, federal statutes show that discrimination can occur based on a person’s:
- Disability
- Race or color
- Genetic information
- National origin
- Pregnancy status
- Age
- Sex
- Religion
- Sexual orientation
- Gender identity
In addition to federal laws that prohibit workplace discrimination, the California Civil Rights Department (CRD) enforces the state’s workplace protections as well. Typically, state employment protection agencies mirror federal law, but California has always been at the forefront of affording workers protections beyond federal statute. For example, California provided protection for employees based on their gender identity and sexual orientation before the federal statutes did, and California provides protection for gender expression as well. Additionally, California law also protects individuals from discrimination based on their current marital status. Any termination based on discrimination in the workplace is illegal, and employees will likely have recourse through a wrongful termination lawsuit.
Sexual harassment in the workplace
Under no circumstances should anyone ever have to worry about sexual harassment in the workplace. Even though the #MeToo movement has dominated the news cycle over the last few years, sexual harassment still occurs in workplaces throughout Los Angeles. This is an area of particular concern for women in the workplace, though men can absolutely experience sexual harassment as well. Additionally, harassment against workers in the LGBTQ+ community, especially transgender employees, is prevalent. These individuals also regularly face discrimination. Looking to California Government Code (Section 12940), harassment related to sex in the workplace includes sexual harassment, gender harassment, harassment based on pregnancy or childbirth, and harassment related to medical conditions. Sexual harassment, however, can occur in a wide variety of ways on the job, including requests for sexual favors, unwelcome sexual advances, verbal sexual abuse, or even physical sexual conduct. In many cases, individuals lose their jobs if they fail to reciprocate or if they report sexual harassment. This will likely be considered wrongful termination.
Wage and hour claims
Every worker should be paid fairly according to state and federal laws. This includes pay that is appropriate for various municipalities that may have different laws regarding minimums as well as any overtime pay, agreed-upon bonuses, contractual agreements, and commissions. Just about every employer in the state is required to pay the state minimum wage or the higher minimum wage set by the local county or city. California’s statewide minimum wage applies to employers of every size and adjusts each January 1 (it is $16.90 per hour for 2026), and many cities and counties, including the City of Los Angeles, Los Angeles County, and West Hollywood, set higher local rates. Some employees are exempt from overtime rules, but most non-exempt workers are entitled to overtime for working more than eight hours in a workday or more than 40 hours in a workweek. This overtime is 1.5 times the person’s regular hourly rate. Fair wages go beyond minimum wage. This includes pay for rest and meal breaks, work that occurs off the clock, and being paid in a timely manner. Individuals who report wage and hour violations could face termination, and this would likely be a wrongful termination.
Hostile work environment
Being wrongfully terminated is certainly hostile, but hostile work environments typically begin showing their hostility long before termination. There are a variety of ways that a workplace can be hostile, including acts of discrimination or sexual harassment, or an employee not receiving the correct pay or hourly rate. Hostile work environments can also arise if individuals report unsafe working conditions or file a claim for workers’ compensation. Typically, hostile work environments are perpetuated by supervisors, but the entire culture of an environment may indeed be hostile, which means it infiltrates down to the employee level.
Whistleblower claims
Individuals can lose their job by raising the alarm about certain workplace conditions or practices. When a person comes forward to report an unsafe work environment, instances of discrimination or harassment, or violations of law by the employer, they should be protected by both federal and state whistleblower laws. California has extremely strong whistleblower protections in place for employees, and this should allow workers to come forward with any information about their employer without having to worry about being fired. These protections include those:
- Who come forward to regulatory agencies or law enforcement officials to report unsafe, illegal, or fraudulent activity in the workplace.
- Who file internal reports with supervisors or internal affairs divisions.
- Who participate as witnesses for government agencies or commissions conducting investigations.
Even if a person comes forward about suspected illegal or fraudulent activity and the suspicions turn out not to be true, the employee will be protected if they had reasonable cause to believe there was wrongdoing. Unfortunately, supervisors and owners of companies often retaliate by terminating employment when a person comes forward.
Types of Compensation Available for Your Claim
When a person is wrongfully terminated, and they are able to prove this in court, there may be a variety of types of compensation available to them. The total amount of compensation available for a successful Los Angeles wrongful termination claim will vary depending on the facts and circumstances of each particular situation. For example, if a person was wrongfully terminated after complaining about not receiving fair wages, they should be able to recover compensation not only for the wrongful termination claim but also back pay for all of the wages they did not receive. If a person was wrongfully terminated due to sexual harassment in the workplace, there may be different amounts of compensation available depending on the facts of the harassment. At Abdi & Associates, we work diligently to recover the following types of compensation on behalf of every client that we serve:
- Any lost pay. If a person loses out on their salary or hourly rate as a result of a wrongful termination, or the events leading up to the wrongful termination, they should be able to recover compensation. This includes payment for the money that a person already earned by working for an employer, as well as any pay they were not able to earn because of the wrongful termination. There are several factors that can influence lost pay recovery, including whether or not the person was able to find employment at the same rate relatively quickly after their wrongful termination. If a person is able to find a job, but at a lower rate than they were earning, they may be able to receive compensation to make up for the difference.
- Benefits they missed out on. Actual dollar wages are not the entire reason a person works. There are plenty of benefits that many workers in Los Angeles will miss out on if they are wrongfully terminated from their position. This can include stock options, medical or dental insurance, 401K plans, and various other benefits particular to their employment contract. Your attorney will work with trusted employment and economic experts to adequately calculate how much you missed out on and how this translates to dollar compensation.
- Emotional distress damages. Being wrongfully terminated from a position is emotionally stressful. These types of non-economic damages, which you may see termed as “pain and suffering losses,” are just as real as any other type of economic loss you may experience.
- Attorney and legal fees. Court costs, legal fees, and attorney fees are certainly a major part of these claims. Under many California employment statutes, a prevailing employee can recover reasonable attorney fees and costs from the employer.
- Punitive damages. There may be situations where punitive or exemplary damages are awarded as a result of the actions of your employer. These types of damages are not always awarded, and they are intended to send a message and punish wrongdoers for egregious employment law violations.
At Abdi & Associates, our goal is to make sure that you are fairly compensated for the wrong you have had to endure. Wrongful termination is a serious issue, and one of the most effective ways to make employers stop these practices is to stand up to them when these violations occur.
How Much Compensation Will You Receive?
There is not a set amount of compensation a person will receive if their Los Angeles wrongful termination claim is successful. There are various factors that can affect the total amount of compensation paid in these situations. These factors include how serious the employment law violation is, how much income a person loses due to the wrongful termination, how much emotional distress a person suffered as a result of the termination, and various other factors. You need to secure help from an attorney who will work with trusted economic and financial experts to calculate your total expected losses in these situations.
Time Limit for Filing Wrongful Termination Claims in California
There are several time limits in place that you need to be aware of when it comes to wrongful termination and other employment law-related claims. Employment law is a vast field, and because these violations stretch across various types of actions and state and federal laws, the deadlines are complicated. For a plain-English walkthrough, see our guides on how long you have to sue for wrongful termination and how long a wrongful termination case usually takes. Here, we will briefly review some of the deadlines that you need to be aware of.
If the claim is filed with the Equal Employment Opportunity Commission (EEOC), which is typically the first recourse for cases of discrimination violations, then the claim generally must be filed within 300 days in California, because the charge is also covered by state law (the federal deadline is 180 days only in states without their own agency). In California, individuals can typically file a discrimination claim through the Civil Rights Department (CRD). Once the agency issues a “right to sue” notice, the clock to file in court starts running: an EEOC notice gives the employee 90 days from receipt to file a federal claim, and a CRD right to sue notice gives the employee one year to file a civil lawsuit under FEHA (Government Code section 12965). These timelines do not apply to a violation of the Equal Pay Act. If your claim is filed under this law, you will not have to file with the EEOC first in order to gain the right to have your claim heard in court.
Statutes of limitation for sexual harassment and discrimination charges are also different. In California, Assembly Bill 9 (AB 9) came into effect on January 1, 2020. This law extended the total amount of time that an employee can file a harassment or discrimination charge with the CRD to three years from the date of the alleged violation (Government Code section 12960). The law makes it clear that the employee is required to file their charge with the CRD before they are allowed to file a civil lawsuit in court. Previously, the time frame was only one year from the date of the violation. A claim for wrongful termination in violation of public policy, which is a common law claim rather than a FEHA claim, does not require an agency filing and generally must be filed in court within two years of the termination (Code of Civil Procedure section 335.1). Other deadlines apply to retaliation complaints under the Labor Code, so confirm the deadline for your situation with a lawyer promptly.
Call a Los Angeles Wrongful Termination Lawyer Today
If you believe that you have been wrongfully terminated by a Los Angeles employer, the time to reach out for help is now. Abdi & Associates will evaluate your claim under California and federal law, explain the deadlines and agency filings that apply, and help you decide how to proceed. When you need a Los Angeles wrongful termination attorney, you can contact us for a free consultation by filling out the contact form at the bottom of this page, or you can call us at (888) 772-2529.
Wrongful termination usually rests on another violation, such as discrimination, harassment, retaliation or unpaid wages. Our Los Angeles employment lawyer page covers each of them.
Sources: Cal. Gov. Code §§ 12940, 12960, 12965; Cal. Lab. Code §§ 98.6, 132a, 1102.5, 2922; Cal. Code Civ. Proc. § 335.1; 42 U.S.C. § 2000e-5.
Reviewed by Shawn Abdi, Esq., Abdi & Associates, Inc. Last reviewed: September 4, 2026. Attorney advertising. This page is general information, not legal advice about your specific situation. Legal deadlines have exceptions; confirm the deadlines that apply to your case with a lawyer.