WRONGFUL TERMINATION
Trusted Guidance for Wrongful Termination Issues in California
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Has your employer fired you or forced you to quit?
The California Fair Employment and Housing Act (FEHA), codified as Government Code §§12900 - 12996 is a powerful California statute used to fight sexual harassment and other forms of unlawful discrimination in employment and housing. FEHA prohibits employment discrimination based on the following "protected classes":
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Race or color
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Religion
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National origin or ancestry
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Physical disability
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Mental disability or medical condition
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Marital status
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Sex or sexual orientation
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Age
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Pregnancy, childbirth, or related medical conditions
FEHA also prohibits retaliation against anyone for opposing any practice forbidden by the Act or for filing a complaint, testifying, or assisting in proceedings under FEHA.
If you think you were fired or forced to resign due to discrimination and fall under one or more of these protected classes, you may be eligible to seek guidance or resources to address the situation. SueMyCompany.com can help connect you with trusted recommendations and tools to explore your options.
We assist employees throughout California, including Ventura, San Diego, Riverside, San Bernardino, Orange County, and Los Angeles, providing guidance and resources for those facing potential wrongful termination. Submit your issue today to get personalized support and next steps.
What to Do After Termination
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Document Everything
Collect termination notices, performance reviews, emails, and complaint records. -
Record Timeline & Evidence
Track dates of protected activity (complaint) and termination or discipline; close timing may help show causation. -
Report to Agencies
File required administrative complaints (e.g., CRD for FEHA). -
Preserve Records
Save all communications, witness details, and HR investigation notes. -
Contact an Employment Attorney
Get legal guidance before responding to severance offers or signing releases. -
Avoid Public Posting
Don’t post case details on social media, which could affect legal strategies.
Types of Remedies Employees May Recover
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Back Pay: Lost wages and benefits from termination date until reinstatement or comparable employment.
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Front Pay: Future lost earnings when reinstatement isn’t feasible.
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Emotional Distress Damages: Compensation for anxiety, mental suffering, and loss of enjoyment of life.
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Punitive Damages: In cases of malice or intentional wrongdoing by the employer.
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Attorney’s Fees & Costs: Many statutory claims allow recovery of legal fees.
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Reinstatement or Promotion: Court orders to return to position or reverse adverse action in certain cases.
Frequently Asked Questions
What is wrongful termination?
Wrongful termination occurs when firing violates statutory protections (like FEHA or Labor Code) or contractual/implied agreements.
How long do I have to file?
Deadlines vary: FEHA claims often require a CRD complaint within 3 years, with up to 1 year after a right‑to‑sue notice to file suit. Other claims may have 2–4 year windows.
Do I need a lawyer to file?
While not required, an experienced attorney can help meet strict deadlines, preserve evidence, and maximize compensation.
Can I still sue if I was “at‑will”?
Yes — statutory protections and contract terms can override at‑will status when unlawful motives are present (e.g., retaliation).
What if my employer offered severance?
Don’t sign without attorney review — you may be waiving legal claims in exchange for limited benefits.
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