Los Angeles Wrongful Termination Lawyer

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Employment Law

Do you believe that your employer fired you for no reason or possibly illegally? You may have a wrongful termination case. Depending on the circumstances of your case, we may be able to obtain compensation and even get you your job back.

Get help from a Los Angeles wrongful termination lawyer from KJT Law Group today: (818) 507-8525.

What Can I Do If My Employer Wrongfully Terminated Me?

If your employer illegally fired you, you have options. Our employment law team will help you determine whether you have a valid claim and then explore the best course of action. You may be entitled to compensatory damages and injunctive relief.

Compensatory Damages

Compensatory damages include:

Both back pay and front pay
Lost benefits, such as health insurance
Mental anguish
Attorney’s fees

Injunctive Relief

Courts award injunctive relief to ensure that your employer does something or stops doing something. Examples of injunctive relief include getting you your job back or ensuring your employer does not base layoffs or firings on race, sex, gender identity, or another discriminatory reason.

Request a free, confidential consultation today by calling us at (818) 507-8525 or by reaching us online using our secure contact form.

What Our Wrongful Termination Lawyers Will Do For You

You have enough on your plate right now. Our team will handle all aspects of your wrongful termination case. This may include:

Reviewing any documents discussing your employer’s alleged reason for termination
Reviewing any documentation you have establishing a history of discrimination, harassment, or other misconduct by a coworker or your employer
Reviewing your contract to determine whether we must handle your case via alternative dispute resolution procedures
Gathering information and evidence to prove your allegation of illegal termination

Our attorneys have handled employment law cases in state and federal courts. We know how the process works and are intimately familiar with what your case needs to succeed.

Evidence We May Need for Your Case

Much of the evidence we need may be in your hands or with your former employer. Evidence that could make or break your case includes:

HR claims (e.g., If you filed a harassment report with HR soon before being fired, we can argue retaliation.)
Results of positive performance reviews (e.g., If your employer claims you are being fired due to poor performance, your positive performance reviews can poke a hole in their story.)
Emails or direct messages (e.g., These can illustrate discrimination or harassment.)
A police report if you suffered physical or sexual harassment
Internal communications where coworkers or management expressed a desire to fire a whistleblower
Termination directly after filing a claim or reporting illegal activity

If you were able to obtain this information before your firing, hand it over to us. It’s important that you review your contract and the documents before we use them to ensure that you aren’t giving us privileged information that could get you in trouble.

Results We Have Obtained in Wrongful Termination Cases

We have fought for California employees mistreated by their employers for over a decade. In that time, we have obtained millions. Here are a couple results we’ve recovered for people who were illegally fired:

We obtained $200,000 for a sales rep who was harassed and wrongfully terminated.
We obtained $170,000 for a client who was illegally fired for exercising his legally protected rights. This is an example of discriminatory firing.

We have also recovered compensation for employees who were victims of wage theft, harassment, and discrimination. Call our team to learn about how we can help you: (818) 507-8525.

Wrongful Termination Laws in California

In California, most employees are under an “at will” employment arrangement. This means that their employment can be terminated at any time—with or without notice and for virtually any reason, or no reason at all.

However, in some cases, it is unlawful for an employer to fire, let go, or lay off an employee, specifically when the termination is based on retaliation or discrimination.

If you believe that your employer wrongfully terminated your employment, you could be entitled to sue for damages, including lost wages, benefits, and back pay. You could also be entitled to compensation for your emotional distress and suffering, as well as legal fees and even punitive damages in rare cases.

At KJT Law Group, we represent workers throughout the Greater Los Angeles Area who have had their rights violated under California employment law. We can help you determine if you have grounds for a wrongful termination case against a past employer and, if so, we are ready to fight tirelessly for the justice you are owed.

What Is Wrongful Termination?

As stated above, California is an “at-will” state, which means you can be fired for almost any reason. However, an employer may not fire you or otherwise end your employment based on any of the following:

A Protected Class: “Protected classes” include race, color, national origin, sex, gender, gender identity, gender expression, sexual orientation, transgender status, pregnancy, religion, disability, medical condition, HIV/AIDS status, age (if 40 or older), genetic information, citizenship status, marital status, and status as a victim of domestic violence/stalking.
Retaliation: Your employer cannot fire you or otherwise end your employment because you reported discrimination, harassment, sexual harassment, meal or rest break violations, minimum wage violations, overtime violations, wage and hour claims, and any other misconduct in the workplace. Doing so is considered retaliatory and is unlawful under both federal and state employment laws.
Whistleblowing: If you report your employer (or an individual at your job) for illegal conduct, you are protected by federal and state laws, including the California Whistleblower Protection Act. Your employer cannot legally fire you, let you go, or otherwise terminate your employment because you acted as a whistleblower.
Political Affiliation/Activities: Your political affiliation and political activities outside of the workplace are considered protected classes. Your employer cannot fire you or let you go based solely on your political views, beliefs, or your participation in political organizations, events, and other activities.
Time Off: Your employer is not allowed to fire you for requesting time off that you are legally entitled to take. This includes protected sick days, time off to vote or complete jury duty, military leave, lactation breaks, maternity leave, and time off protected under the Family and Medical Leave Act (FMLA).
Violations of Public Policy: In California, employers may not terminate employees in violation of public policy. Essentially, this means they cannot fire an employee for reasons that are protected by fundamental public policies, even if the employer has not technically violated the law. One common example is firing an employee who refused to do something illegal.
WARN Act Violations: California employers with 75 or more employees are required to provide notice at least 60 days prior to mass layoffs (50 or more employees), relocations of facilities, and/or facility closures under the Worker Retraining and Notification (WARN) Act. Employees who are not given proper notice can sue for lost wages and benefits.

If any of these factors were involved in an employer’s decision to terminate your employment (whether that is a firing or a layoff), even if only to some extent, the termination is illegal. Reach out to our team at KJT Law Group today to speak to our Los Angeles wrongful termination lawyers about your unique situation during a no-cost, no-obligation consultation.

Are There Exceptions to At-Will Employment?

In California, there are some notable exceptions to at-will employment. These include:

Employment Contracts: If you have signed a contract with your employer detailing the parameters of your employment, including an end date and/or reasons for termination, you are not an at-will employee.
Implied Contracts: Some employers create “implied” contracts with their employees to not terminate employment without good cause. An example of this would be an employee handbook that details reasons why an employee may be fired.
Public Policy: As outlined above, an employer may not fire an employee in violation of public policy. This generally involves instances in which an employee refuses to help the employer commit illegal acts or carry out conduct that is socially unacceptable.

In such situations, at-will employment generally does not apply. You could have a wrongful termination case if your employer fired you or let you go in these or similar circumstances.

Our Los Angeles Wrongful Termination Attorneys Will Fight for You

If you believe your termination was due to retaliation or discrimination, we want to help you seek justice. Our team will determine the best route for your case and fight for the best possible outcome—whether that is recovering the wages you lost or getting your job back.

Call KJT Law Group today for a free consultation: (818) 507-8525. During your free consultation, you can learn more about how our Los Angeles employment law lawyers can help you.

Call (818) 507-8525 or by submitting an contact us online to schedule a free initial consultation.