Most California employees work at-will — but at-will does not mean “for any reason.” California prohibits terminations that violate public policy (Tameny claims), specific statutory protections under FEHA and the Labor Code, complaining about something you thought was unlawful or illegal, or the terms of a written or implied contract.
Common scenarios include termination after reporting harassment or discrimination, after requesting a reasonable accommodation, after taking protected leave, after filing a workers’ compensation claim, after refusing to violate the law, or after complaining about unpaid wages.
Depending on the underlying violation, recoverable damages can include lost wages and benefits, emotional distress damages, attorneys’ fees, and — where the employer acted with malice, fraud, or oppression — punitive damages. The applicable statute of limitations varies by claim type; some are as short as one year, so prompt evaluation matters.
If you believe you were wrongfully terminated, contact us immediately.