Standing Up for the Rights of Hard-Working Californians
Losing your job is devastating. When that loss is illegal, you deserve justice — and real accountability. We fight for employees whose rights were violated, and we don’t stop until the record is set straight.
California is an “at-will” employment state — but that phrase is frequently misunderstood. While employers can end most jobs without stating a reason, they cannot do so for an illegal reason. Federal and state laws protect workers from terminations that are discriminatory, retaliatory, or that violate a contract or public policy.
What is “wrongful” termination?
If your employer fired you because of who you are, what you reported, what you believe, or what you refused to do, you may have a strong legal claim — regardless of what reason (or no reason) they gave you.
- Discrimination: Fired due to race, gender, age, disability, religion, national origin, sexual orientation, or pregnancy status.
- Retaliation: Terminated after reporting workplace harassment, safety violations, wage theft, or other illegal conduct.
- Whistleblower Violations: Fired for reporting fraud, regulatory violations, or illegal activity to authorities inside or outside the company.
- Breach of Contract: Your employment agreement, offer letter, or employee handbook created implied or express job protections your employer ignored.
- FMLA/CFRA Interference: Terminated for taking — or requesting — medical, family, or pregnancy leave you were legally entitled to.
- Public Policy Violations: Fired for jury duty, voting, military service, or for refusing to participate in illegal activity on behalf of your employer.
Pontential damages in wrongful termination cases
- Lost Pay: Back pay from the date of termination, plus front pay for future lost income
- Benefits: Health insurance, retirement contributions, stock options, and other lost compensation
- Emotional Harm: Damages for distress, humiliation, and damage to professional reputation
- Punitive: Additional damages when employer conduct was malicious, fraudulent, or oppressive
Questions employees ask us most frequently
How do I know if I have a strong case?
There’s rarely a way to know without talking to an attorney. Strong indicators include a suspicious timeline (fired shortly after reporting something), inconsistent explanations from your employer, a pattern of treatment that singled you out, or a clear contract or policy that was ignored. A free consultation gives you a real assessment.
My employer said I was fired for performance. Can I still sue?
Yes. “Performance” is one of the most common pretexts used to disguise an illegal termination. We investigate whether the stated reason holds up — looking at your review history, how similarly situated employees were treated, and whether the timing tells a different story.
Should I sign a severance agreement?
Not before speaking with an attorney. Severance agreements routinely contain waivers that release all legal claims against your employer. Once signed, you may permanently forfeit the right to sue — often for far less than your case is worth.
What does it cost to hire you?
We take wrongful termination cases on a contingency fee basis, meaning no upfront costs and no hourly fees. We receive a percentage of any settlement or verdict — only if we win for you.
Let Us Help You
Deadlines for filing wrongful termination claims vary depending on the type of claim and the state. For discrimination and retaliation claims, you typically have 3 years under California law — but federal claims have shorter windows, sometimes as little as 180 days. Do not wait. Contact us as soon as possible.
Schedule your free case evaluation with the Law Offices of Cohen, Cohen & Cohen, PC today! Call us at 818.347.2121 or contact us online right away to get started.
