Los Angeles Wrongful Termination Lawyer
Trusted Employee-Only Wrongful Termination Representation Since 2003
If you suspect you were wrongfully terminated, you don’t have to accept your employer’s explanation without question. Even if your employment is “at-will” in California, your employer may not lawfully fire you for an illegal reason. This includes termination based on race, gender, disability, sexual orientation, pregnancy, or age, or for reporting harassment, discrimination, fraud, or wage violations, or for taking protected leave.
If you suspect your employer dismissed you illegally, call the employee-only Los Angeles wrongful termination attorneys at Nosrati Law at (323) 784-0643 for a free consultation.
Our firm, founded in 2003, focuses exclusively on employment law. We work closely with our clients to pursue accountability and seek damages such as lost income and emotional distress. Every case we take is handled on a contingency fee basis, which means there are no legal fees unless we recover compensation for you. Our Contact us page explains how to request a free consultation.
Real Results for Employees Like You
We’ve recovered tens of millions of dollars for workers across California. Past results depend on the specific facts and circumstances of each case and don’t predict the outcome of yours.
Why Workers in Los Angeles Trust Nosrati Law
Choosing legal representation after a termination is a serious decision. Los Angeles employees turn to us for focused representation, accessible consultations, and straightforward guidance.
- We’ve handled wrongful termination cases in Los Angeles since 2003, representing only employees, never employers or corporations
- We’ve recovered millions in compensation for wrongfully terminated workers throughout California
- Every case is handled on a contingency basis, so you pay no legal fees unless we recover compensation for you
- We serve clients in both English and Spanish
- We offer free consultations and virtual meeting options for your convenience
- We have more than 100 five-star reviews from the clients we’ve helped
If you believe discrimination or retaliation contributed to your firing, call (323) 784-0643 to schedule a free consultation with our wrongful termination lawyers in Los Angeles.
Notable Wrongful Termination Cases We’ve Handled
Wrongful termination doesn’t only happen at small companies or to lower-level employees. It can occur at some of the country’s most well-known organizations, and we’ve taken on those cases directly.
Wrongful Termination Lawsuit Against Netflix
In 2025, we filed a wrongful termination lawsuit against Netflix on behalf of an executive who spent nearly seven years at the company before being fired. The lawsuit alleges that our client raised concerns internally about sexual harassment, discrimination, and a hostile work environment on multiple occasions and was terminated in response.
Read about the case in The Hollywood Reporter →
Wrongful Termination Lawsuit Against Robinhood
In 2022, we represented a senior AI researcher at Robinhood who was terminated after being passed over for a director-level promotion in favor of a less-qualified male candidate. Despite an exceptional track record, she wasn’t even interviewed for the role. Shortly after a new manager was assigned, she was let go in a meeting that lasted five minutes.
Read about the case in Rolling Stone →
What Is Wrongful Termination?
In basic terms, wrongful termination is the illegal firing of an employee. Although employers generally decide when to hire and fire workers, a termination is “wrongful” when it violates a legal protection, contract, or fundamental public policy.
Federal and state workplace discrimination laws, including the California Fair Employment and Housing Act, often come into play in wrongful termination cases. A claim may involve both federal and state civil rights laws, depending on the facts.
How Do You Prove Wrongful Termination?
In California, a wrongful termination case generally requires evidence of protected activity or protected-class status, an adverse employment action, and a connection between the two.
What Types of Evidence Can Support My Case?
Important evidence in a wrongful termination case may include:
- Documentation of the termination reason given
- Evidence of protected activity (if retaliation is claimed)
- Witness statements
- Performance reviews
- Company policies
- Email communications
Documentation can clarify the events and motives surrounding a termination. Employers rarely admit to an illegal motive, so building a case often requires examining the timing of the termination, changes in the stated reason, how similarly situated employees were treated, and what communications occurred before the firing. Our attorneys can identify available evidence and assess how it relates to your potential claim.
Examples of Wrongful Termination in Los Angeles
There are many scenarios that can give rise to a wrongful termination claim. A termination that feels unfair isn’t automatically unlawful, but if your firing violated a legal protection, an employment contract, or fundamental public policy, you may have grounds to act. Below are circumstances we see regularly in our practice.
Common circumstances that can lead to wrongful termination include:
- Breach of contract
- Employee discrimination or workplace harassment
- Forcing an employee to leave the position (constructive termination)
- Ignoring protected leave rights
- Improper accommodations for disabilities
- Violation of public policy
- Whistleblowing or retaliation
- Termination after reporting wage violations or requesting unpaid wages
In many cases, an employer frames an illegal firing as a layoff, a performance issue, or a restructuring. What matters is whether an unlawful reason, such as a protected characteristic or a complaint you made, was a substantial motivating factor in the decision. When you speak with one of our Los Angeles wrongful termination attorneys, we can examine the stated reason, timeline, employment records, and communications to assess whether the facts support a claim.
Grounds for Wrongful Termination Under California Law
A potential wrongful termination claim generally requires evidence that an employer violated state or federal law, a contract, or fundamental public policy when firing an employee. Common legal grounds include discrimination, retaliation, and other protected conduct.
Contract Claims
Employment contracts can provide for employment for a certain period or state that an employer may fire someone only for cause. If your employer violated those terms when firing you, the breach may support a wrongful termination claim. A contract can include oral and written agreements.
Discrimination Claims
California’s anti-discrimination protections under the California Fair Employment and Housing Act go beyond federal law, covering a broader range of characteristics.
California law generally prohibits employers from basing job decisions, including termination, on any of the following:
- Race or color
- National origin or citizenship status
- Religion
- Sex or gender
- Pregnancy or related medical conditions
- Age (40 and over)
- Disability
- Sexual orientation
- Genetic information
- Gender identity
- Marital status
- AIDS/HIV status
- Medical condition
- Political activities or affiliations (protected under California Labor Code sections 1101 and 1102)
- Military or veteran status
- Being a victim of stalking, domestic violence, or sexual assault
Potential remedies can include lost wages, lost benefits, and additional damages, depending on the circumstances of the case. A protected characteristic alone doesn’t establish wrongful termination. The facts must connect that characteristic to the termination decision. Being replaced by a significantly younger person shortly after termination can be relevant evidence in an age discrimination claim.
Retaliation, Protected Leave, Wage Complaints & Whistleblowing
Protected activity under California and federal law covers a wide range of conduct. California and federal law may prohibit an employer from firing you for opposing discrimination or harassment, reporting suspected legal violations under California Labor Code section 1102.5, requesting or taking protected leave, requesting a disability accommodation, raising wage concerns, or refusing to participate in unlawful conduct. When a termination follows closely after protected activity, that timing is often significant to evaluating whether retaliation occurred.
We often represent employees who have experienced:
- Wrongful termination after taking FMLA leave
- Wrongful termination based on discrimination
- Wrongful termination for reporting harassment or discrimination
- Wrongful termination for reporting fraud
- Wrongful termination for seeking payment of wages
- Wrongful termination after using sick time
- Wrongful termination after taking medical leave
- Wrongful termination after taking paternity leave
You don’t need to use legal terminology when raising a concern at work. You generally need to communicate that you believe the conduct may violate the law. What matters is what you reported and whether the termination that followed was connected to that protected activity.
Violation of Public Policy
Public policy claims are related to retaliation claims but have their own distinct legal basis. California law may protect employees from losing their jobs for exercising a legal right, complaining about workplace illegality, or refusing to commit an illegal act. To pursue a public policy claim, that policy must generally be grounded in a specific constitutional or statutory provision.
For example, an employee who is fired for refusing to participate in company fraud may have grounds for a wrongful termination claim because that refusal is tied to statutes prohibiting fraud and reflects a clear public policy interest.
Regular layoffs or performance-based firings usually aren’t wrongful termination, even if they feel unfair. If your firing may have violated state or federal protections, a legal assessment can clarify your options.
Find Out If You Have a Case
Understanding California’s Wrongful Termination Laws
California generally presumes employment is “at-will,” meaning either the employer or employee may end the employment relationship without cause. However, an employer may not lawfully terminate someone for an unlawful reason. Contract terms, anti-discrimination laws, retaliation protections, and public policy can create important exceptions to the general rule.
In California, wrongful termination can exist even if there is a permissible reason for your employer to fire you.
At-Will Employment & Potential Remedies
If an employer combined a permissible reason for your termination with an impermissible one, you could still have grounds to file a wrongful termination claim. The illegal reason generally must have been a “substantial motivating factor” in the decision, not something trivial. A potential claim may involve a formal firing or working conditions made hostile enough to compel you to quit (constructive termination).
Depending on the facts, a successful wrongful termination claim can result in monetary damages for lost wages and benefits, lost employment opportunities, emotional distress, and punitive damages.
Several laws could apply to a wrongful termination claim, including the California Fair Employment and Housing Act and the Labor Code. Consulting with our employment lawyers can clarify which California wrongful termination laws may apply to your case.
Exceptions to At-Will Employment
California follows at-will employment in most situations, but that rule doesn’t permit employers to terminate workers illegally. Several exceptions may allow employees to pursue claims after an unlawful firing.
Exceptions to the at-will law in California include:
- If a contract or implied contract exists between the two parties that states the employer won’t terminate the employee without good cause
- If the employer terminates the employee based on a protected class, such as age, race, pregnancy, religion, disability, sexual orientation, or military status
- If the employer terminates the employee for performing a legal duty, such as reporting the employer to authorities, or for refusing to assist with illegal activity
- If the employer terminates the employee for reporting unsafe work conditions
Our wrongful termination attorneys assess which laws may protect Los Angeles workers by reviewing the reason given for the firing, the events leading up to it, and the available records. Give us a call today to discuss those facts during a free consultation.
What to Do After a Wrongful Termination in Los Angeles
The steps you take after a termination can affect your ability to pursue a claim. A few practical actions can help preserve your options while you assess the situation.
If you believe your termination may have been unlawful, consider the following:
- Preserve your records. Save personal copies of any employment documents you are legally permitted to retain, including your termination notice, performance reviews, relevant emails, and records of protected activity such as complaints you submitted or leave requests you made.
- Review severance materials carefully. A severance agreement or release may affect potential claims. Don’t sign anything until you’ve had an attorney review it.
- Identify witnesses. Think about colleagues who observed the treatment you received, the events leading up to termination, or statements made by supervisors.
- Understand that deadlines vary. Different legal theories, including discrimination, retaliation, and whistleblower claims, can have different administrative prerequisites and filing deadlines. How much time you have depends on your specific facts, so don’t assume a single timeline applies.
- Consult an attorney promptly. Early legal guidance can help identify which documents to gather, which theories may apply, and what steps matter most for your situation.
We offer free consultations in English and Spanish, with virtual meeting options available. You can speak with our team without paying a fee upfront, and if we take your case, you won’t owe legal fees unless we recover compensation for you.
Frequently Asked Questions
These answers address common questions about wrongful termination claims in California.
How do I know if my termination was wrongful? A termination may be wrongful when an illegal reason contributed to the decision, such as discrimination, retaliation for protected activity, breach of contract, or a violation of public policy.
Can being replaced by a younger employee indicate age discrimination? It can be relevant evidence for workers 40 and older, but whether it rises to an actionable claim depends on the full picture of what happened before and during the termination.
I was fired after reporting illegal activity. Do I have a claim? If your termination followed a qualifying report and the facts show a connection between that report and the firing, you may have a retaliation or whistleblower claim.
My employer says California is at-will. Does that mean they can fire me for anything? At-will employment permits termination without cause, but not for an unlawful reason.
I can’t afford a lawyer. How can I pursue a wrongful termination case? We handle wrongful termination cases on a contingency fee basis and offer free initial consultations.
Speak with a Wrongful Termination Attorney in Los Angeles
If you believe you were fired for an illegal reason, a prompt consultation can help you identify relevant evidence and determine which deadlines may apply. The timing depends on the facts and legal basis of your potential claim.
Our team at Nosrati Law represents employees across Los Angeles who have been terminated in connection with discrimination, retaliation, protected leave, wage complaints, whistleblowing, or other unlawful conduct. We’ve focused exclusively on employment law since 2003, work only on behalf of employees, and handle cases on a contingency fee basis. Free virtual consultations are available in English and Spanish.
If you have questions about a recent firing, contact our team at Nosrati Law or call (323) 784-0643 for a free consultation.
Common Questions
About Wrongful Termination in California
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How do I know if my termination was wrongful?
A protected activity is anything the law gives you the right to do, such as reporting your employer to authorities for fraud, embezzlement, unlawful activities, safety code violations, and wage and hour violations. You also have the right to refuse to participate in unlawful activities at work. If you lose your job because of one of these activities, you are the victim of wrongful termination.
If you are fired based on other protected reasons, such as age, race, color, national origin, sex, disability, pregnancy, religion, or veteran status, that is also considered a wrongful termination.
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My boss replaced me with someone younger. Is this wrongful termination?Maybe. There is a chance you could be the victim of age discrimination and wrongful termination in the workplace if this is the case. However, you must be at least over the age of 40 to seek protection under California’s age discrimination laws. The motivation of your employer is at the crux of this type of case. Simply getting fired as an older employee doesn’t automatically mean discrimination. However, if your age was a motivating factor in the replacement, you could have a case of illegal termination.
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I reported my employer for illegal activity and was quickly fired. Do I have a case?Absolutely. It is your right and, in many ways, your responsibility to report illegal workplace happenings to the proper authorities. If your employer takes any adverse actions against you or terminates your employment in response, this is clear-cut retaliation and grounds for a wrongful termination lawsuit.
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Does an employer need grounds to fire me with an at-will employment agreement?Technically, no. The employer and the employee in an at will employment agreement both have the right to end the working relationship at any time with or without cause and with or without prior notice. However, this law does not allow employers to fire employees for illegal reasons.
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I believe I was terminated without cause, but I can’t afford an attorney. What do I do?
After a sudden loss of income, finding a budget to hire a wrongful termination attorney should be the least of your worries. At Nosrati Law, we know how stressful it is to begin recovering from a wrongful termination while also pursuing legal action. We make the process easy and hassle-free for you as we operate a contingency fee law practice. This means that if we obtain a settlement for you or win your case at trial, then a percentage of your recovery will be paid for our fees and any costs advanced on your behalf.
If we don’t get you a recovery, and you don’t obtain a recovery later with another law firm, you won’t owe us anything. Simple as that.
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My employer says I was fired "at will." Does that mean I have no case?Not necessarily. At-will employment gives employers broad authority to terminate workers, but it does not allow them to fire someone for an illegal reason. If a discriminatory or retaliatory motive played a substantial role in your termination, you may still have a valid claim despite the at-will designation.
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Can I be fired for reporting illegal activity at work?No. California Labor Code Section 1102.5 protects employees who report illegal activity, fraud, safety violations, or other wrongdoing to authorities or internally. Terminating an employee for making a good-faith report of this kind is retaliation — and grounds for a wrongful termination claim.
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I was fired after filing a workers' compensation claim. Is that legal?No. Employers are prohibited from retaliating against employees for filing or pursuing workers' compensation claims. If your termination followed a workers' compensation filing, that timing alone is significant and worth discussing with an attorney.
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What is constructive termination?Constructive termination occurs when an employer deliberately makes working conditions so intolerable that a reasonable employee would feel forced to quit. California courts recognize constructive discharge as a form of wrongful termination, provided you can show the employer intentionally created those conditions.
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How long do I have to file a wrongful termination claim?It depends on the type of claim. Discrimination and retaliation claims under FEHA generally require filing a complaint with the California Civil Rights Department (CRD) within three years of the adverse action. Other claims may have different deadlines. Because these deadlines are strict, it is important to contact an attorney as soon as possible.
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What if my employer is giving me a bad reference and lying about why I was fired?This could support additional claims beyond wrongful termination, including defamation. Document everything and consult with an attorney as soon as possible. It is not uncommon for wrongful termination cases to include claims for damage to professional reputation, which can factor into the compensation you are entitled to recover.
Meet Our Team
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Our Satisfied Clients
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“In a world of employment attorneys who do a disservice to their profession, Omid consistently bucks this trend and prosecutes only the cases he believes in and clients that he trusts.”- Industry P.
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“If you are in search of the best look no further. I couldn't be more please with my experience at the Law Office of Omid Nosrati.”- Wendy H.
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“This was my second experience ever needing representation and Omid and his team exceeded all expectations. There were so responsive and attentive i felt like I was the one not responding fast enough.”- Jack Y.
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“My case was resolved in less than a year. I was very happy with the outcome. I was provided with detailed information on how my case would progress and the most likely outcome.”- Shawn G.
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“I am happy with the results ! If you want a Lawyer that goes that extra mile ...Omid Nosrati is the Lawyer your looking for ... Thank you Law office of Omid Nosrati!”- Rolando S.
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“They had excellent communication skills, had great attention to my case, responded quickly, attentive and kept me updated at all times during the long process.”- Former Client
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“Not only was he able to defend me from wrongful termination, his calm and empathetic demeanor offered emotional succor to myself and those I care about most.”- Former Client
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