Los Angeles Wrongful Termination Attorneys
Illegally Fired or Let Go from Your Job? We Can Help.
While a California employer can generally fire a worker at any time, they cannot do so if the termination violates the law or the terms of an employment contract. If you think you may have been wrongfully terminated, turn to JCL Law Firm, APC for compassionate legal guidance and results-driven advocacy.
Since 2010, our labor and employment attorneys have recovered millions of dollars on behalf of employees throughout Los Angeles County and all of California. We recognize what is at stake and how to effectively navigate these complex cases. Our trial-ready, client-first team prioritizes comprehensive preparation and has a deep knowledge of evolving case law, which equips us to aggressively enforce your rights and relentlessly pursue the outcome you deserve. We generally take these cases on a contingency fee basis, so you owe us no legal fees unless we help you recover compensation.
Our Los Angeles wrongful termination lawyers can meet with you virtually, so don’t wait to call (619) 848-3368 or contact us online to schedule a free initial consultation. Se habla español.
.png.2512100847475.webp "Best Employment Lawyers in San Diego")
Common Signs of Wrongful Termination
Identifying a wrongful termination often requires looking for subtle patterns or sudden changes in your employer's behavior. While companies rarely admit to illegal motives, specific actions can reveal their true intent.
You shouldn’t wait to seek legal advice if you noticed any of the following warning signs before you were fired or let go:
- Sudden negative performance reviews. Consistently receiving positive feedback and promotions, only to receive a sudden, unsubstantiated drop in performance ratings right before your dismissal, often signals a pretext for an illegal firing.
- Temporal proximity to protected activities. A strong indication of retaliation exists if your employer fired you or laid you off shortly after you filed a complaint about harassment, reported safety violations, requested medical leave, or took any other protected legal action.
- Inconsistent application of rules. You may have a claim if your manager singled you out for punishment while ignoring other employees who committed the same or similar infractions.
- Discriminatory comments. Verbal or written remarks regarding your age, race, gender, religion, disability, pregnancy, or any legally protected characteristic suggest that discriminatory bias played a role in the decision to terminate your employment.
- Violation of disciplinary policy. Many companies outline specific disciplinary steps, such as verbal warnings followed by written warnings, in their employee handbooks and/or employment contracts. If your employer skipped these established procedures and moved immediately to termination without contractual justification, they may have violated your employment agreement.
- Changing justifications. When an employer shifts their reason for firing you multiple times, they may be struggling to fabricate a legal reason for an illegal action. For example, they might first cite budget cuts before switching to “performance issues” and then finally landing on a “poor culture fit.”
- Replacement by a non-protected individual. Firing and immediately replacing you with someone significantly younger or of a different demographic profile to do the exact same job may point to discriminatory intent.
In Their Own Words
Five-Star Client Reviews
-
“JCL Law Firm was easy to work with. This is a firm I would feel comfortable working with again based on their level of service, responsiveness and professionalism.”- Terry C.
-
“JCL handled my case when no one else would. They listened to my concerns, solved the matter professionally, and they're very communicative.”- Former Client
-
“I can honestly say they’ve been amazing every step of the way. The entire team is professional, kind, and truly cares about their clients.”- Porsche L.
-
“Their team has been remarkable throughout my process and I am so happy with my settlement. Thank you for your great customer service and results.”- Laelah G.
-
“Their hard work, professionalism, and patience paid off in the end. JCL Law firm was great at communicating and explaining every step of the way!”- Priscilla E.
-
“JCL Law Firm has been very professional representing my case. I am very satisfied with the settlement. Great team, customer service, communication, and follow-up.”- Former Client
-
“They are so kind and so considerate, they go above and beyond and always make sure things get done. They'll make sure you get the best deal you can.”- Nathaniel N.
Building Cases That Hold Up
Millions Awarded. We Show Up Ready to Win.
-
$7 Million Class Action Settlement
Class action settlement filed in Sacramento for non-exempt health care providers at California kidney care treatment centers.
-
$6 Million Class Action Settlement
Settlement filed on behalf of restaurant service staff employed by national chain for missed meal and missed rest periods, unpaid service charges and miscalculated overtime.
-
$4 Million Class Action Settlement
Settlement filed on behalf of grocery store employees employed by national grocery outlet for miscalculated shift premiums and off the clock work.
-
$2.5 Million Class Action Settlement
Settlement filed in Napa County on behalf of California piece-rate laborers employed by a farm labor contractor.
-
$2 Million Class Action Settlement
Settlement filed on behalf of non-exempt nonprofit employees employed in California for missed meal and rest periods and off the clock work.
-
$2 Million Class Action Settlement
Filed in Los Angeles on behalf of California based behavior health therapists for off the clock work.
What Is Wrongful Termination?
In California, wrongful termination is a legal term that refers to an illegal termination of employment. Some terminations that people think of as “wrongful” are not in fact illegal, though they may feel unfair. In California, employment is “at will,” meaning an employer can fire an employee for almost no reason at all.
However, there are three general exceptions to this rule:
- An employer terminates an employee for a discriminatory purpose. Most employers in California with at least five employees cannot discriminate against employees on the basis of age (for individuals who are 40 years of age or older), race, sex, gender, national origin, sexual orientation, religion, disability, and a variety of other protected categories. If an employee is terminated for one of these discriminatory reasons, it is against the law, and the employee can sue for wrongful termination.
- An employer terminates an employee in breach of an official employment contract. If an employee has an employment contract with their employer, it is likely that the employer must find just cause to terminate the employee. If an employee is terminated in violation of the terms of their employment contract (without just cause), it is against the law, and the employee can sue for breach of contract.
- An employer terminates an employee for taking a protected legal action. Protected legal actions include (but are not limited to) filing for workers’ compensation benefits, requesting medical leave, or reporting unlawful activity in good faith.
What Can I Recover in a Wrongful Termination Action?
Our team at JCL Law Firm, APC prioritizes recovering the full financial value of what you lost due to your employer's illegal actions. This primarily includes back pay, which covers the wages, bonuses, and benefits you missed from the date of termination until the resolution of your case. If the firing derailed your career trajectory or prevents you from finding comparable employment quickly, we can also pursue front pay to compensate for future lost earnings. Our goal is to secure the just compensation needed to make you financially whole and mitigate the economic hardship caused by your sudden unemployment.
Our attorneys can also fight for damages that address the personal impact of the termination. We can seek compensation for emotional distress to account for the anxiety, depression, and reputational harm you suffered. In instances where an employer acted with malice, fraud, or oppression, we can demand punitive damages designed to punish the company and deter future misconduct. Additionally, we often request that the court order your employer to pay your attorney’s fees and legal costs.
If you have reason to believe you may have a wrongful termination case, we urge you to call (619) 848-3368 or contact us online right away. We can review your circumstances and walk you through your legal options.
-
Working for You As A Team
At JCL, you get a coordinated team working your case, backed by trusted analysts and consultants.
-
Start with a Virtual Consult
Meet with our employment lawyers during a no-cost virtual consultation from wherever you are.
-
Built for the Bigger Fight
We know how to turn widespread wrongdoing into high-impact cases that actually force change.
-
Preparation Is the Advantage
When other firms react, we prepare. Our cases are built early, organized carefully, and always ready for trial.