Was I Wrongfully Terminated? What California Employees Need to Know

By Lawrence Glasner, Employment Attorney | Glasner Law P.C. | Redding, CA

Losing your job is one of the most disorienting experiences a person can face. When it happens suddenly, without clear explanation, or in circumstances that feel deeply unfair, you may be asking yourself: Was this legal? In California, the answer matters — and it may be worth more than you think.

California Is an “At-Will” State — But That Has Important Limits

California follows the doctrine of at-will employment, which means an employer can generally terminate an employee for any reason or no reason at all. But “any reason” is not the same as every reason. The law carves out significant protections for employees, and violations of those protections constitute wrongful termination.

You may have a wrongful termination claim if your employer fired you for any of the following reasons:

Protected status — Because of a protected characteristic
including race, gender, age (40+), religion, national origin, disability, sexual orientation, pregnancy, or medical condition.
Retaliation — In retaliation
for reporting workplace violations, filing a workers’ compensation claim, or cooperating with an investigation.
Whistleblowing — For reporting illegal activity, safety violations, or fraud by your employer.
Contract violation — In violation of a written or implied employment contract that limited the employer’s right to terminate.
Public policy — In violation of public policy — for example, firing you for serving on jury duty or taking legally protected leave under CFRA or FMLA.

What “Wrongful” Actually Means in Practice

Many employees assume that being fired unfairly or without good reason constitutes wrongful termination. In the legal sense, that is not always the case. What matters is why you were terminated — and whether that reason is one the law prohibits.

Common scenarios where wrongful termination claims arise:

A long-tenured employee is let go shortly after disclosing a medical diagnosis or requesting an accommodation.
An employee is fired days after filing a complaint with HR about a supervisor’s conduct.
A worker is terminated after raising concerns about unpaid overtime or wage theft.
An employee who recently took pregnancy or parental leave is “laid off” in a restructuring that seems suspiciously targeted.
An older employee is replaced by a significantly younger worker under the guise of performance issues.

The Evidence That Builds a Case

Wrongful termination cases are won with evidence. If you believe your termination was unlawful, preserve everything you can:

Emails, texts, or written communications from supervisors
Performance reviews — especially positive ones that contradict stated reasons for firing
Notes from meetings or conversations that felt retaliatory or discriminatory
Records of complaints you filed internally or with an outside agency
Documentation of your work history, promotions, and tenure

How Long Do You Have to File a Claim?

In California, the statute of limitations for employment discrimination and wrongful termination claims is generally three years to file a complaint with the California Civil Rights Department (CRD), followed by the right to file a civil lawsuit. For federal claims under Title VII or the ADEA, the window is typically 300 days to file with the EEOC. Missing these deadlines can permanently bar your claims.

What You May Be Entitled to Recover

Lost wages and benefits (past and future)
Emotional distress damages
Punitive damages in cases of egregious employer conduct
Attorney’s fees and costs
In some cases, reinstatement to your former position

Talk to an Employment Lawyer Before You Assume You Have No Case

Many employees walk away from situations where they had real legal rights — not because their case wasn’t valid, but because no one told them it was. If you were terminated under circumstances that felt wrong, trust that instinct enough to get a professional opinion.

Glasner Law P.C. brings over 30 years of employment law experience to workers across Redding and Northern California. Lawrence Glasner will listen to your situation, give you an honest assessment, and help you understand your options.

Schedule Your Free Consultation | (530) 688-8154 | glasnermediation.com. Prior results do not guarantee a similar outcome. The information in this article is for general informational purposes only and does not constitute legal advice or create an attorney-client relationship.

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