Practice areas / Wrongful Termination
Wrongful Termination Lawyer in Southern California
California is an at-will state, but at-will does not mean an employer can fire you for an unlawful reason. If you were let go because of who you are, because you complained, or because you refused to break the law, you may have a wrongful termination claim.
$3,000,000
No. 1 Riverside County employment verdict, 2023
13 yrs
Representing California workers since 2013
$0
Consultation is free, and confidential
Verdict obtained with co-counsel Jared M. Irmas of Irmas Law APC. Listed by TopVerdict.com. Past results do not guarantee a similar outcome.
Tell Justin what happened
You'll hear back within one business day, or call 818-585-1267.
Recognized by
Written and reviewed by Justin Silverman
CA Bar #292036 · Reviewed July 2026
Does this sound like you?
If one of these describes your situation, it is worth a conversation. If none of them quite fit, call anyway, because the list is not exhaustive.
- Fired soon after reporting harassment, discrimination, or unpaid wages
- Let go because of your race, sex, age, disability, religion, or pregnancy
- Terminated for taking or requesting protected medical or family leave
- Fired for refusing to do something illegal, or for whistleblowing
- Pushed out through conditions so intolerable you felt forced to quit
What the law protects
It is illegal to fire someone because of a protected characteristic, in retaliation for reporting harassment or wage violations, for taking legally protected leave, or for refusing to participate in something unlawful. When the real reason behind a firing is one the law forbids, the termination is wrongful, whether that motive was the whole story or a substantial part of it.
The timing of a firing, shifting explanations, and how you were treated compared to others are often where these cases begin.
Employers rarely admit the real reason.
What you may be able to recover
A successful wrongful termination case can recover lost wages and benefits, both past and future, along with emotional distress damages. Public-policy and discrimination claims can also support punitive damages and attorney's fees. What any case is worth depends on its facts.
| What | Covers |
|---|---|
| Lost wages and benefits | Both past and future |
| Emotional distress | Harm beyond the lost pay |
| Punitive damages | Supported by public-policy and discrimination claims |
| Attorney's fees | Available on public-policy and discrimination claims |
How long you have
These are the dates that can end a case before anyone looks at what happened to you. Many claims have two. One to tell a government agency, and a second to file in court after that agency responds.
- Tell the state agency what happened (required first)
- 3 years
- File your lawsuit, once the state clears you
- 1 year
- Sue over the firing itself, skipping the agency step
- 2 years
- Sue over a written employment agreement
- 4 years
These are the general limits, not advice about your situation. Exceptions can make them shorter or longer, and the clock does not always start on the day you think. If you are close to one of these, or you think you are already past it, it is still worth asking.
Working with Justin
- 1The call. You speak with Justin, not an intake screener. It is free and confidential.
- 2The review. He tells you which lines your facts cross, and which they do not.
- 3The case. You reach him directly, by phone and email, throughout.
Key points
Each point is explained and sourced above · Verified July 28, 2026
Key points from Wrongful Termination Lawyer in Southern California, verified as of July 28, 2026
Lost wages and benefits · California
Both past and future
Emotional distress · California
Harm beyond the lost pay
Punitive damages · California
Supported by public-policy and discrimination claims
Attorney's fees · California
Available on public-policy and discrimination claims
Tell the state agency what happened (required first) · Deadline to act
3 years
See How long you have, above
File your lawsuit, once the state clears you · Deadline to act
1 year
See How long you have, above
Sue over the firing itself, skipping the agency step · Deadline to act
2 years
See How long you have, above
Sue over a written employment agreement · Deadline to act
4 years
See How long you have, above
Questions workers ask
Do you only take cases in Southern California?
No. Justin represents workers anywhere in California. These pages speak to Southern California because that is where the office is, but where in the state you work does not decide whether he can take your case.
Does an arbitration agreement end my case?
Usually not. Employers often make arbitration a condition of employment and those agreements are frequently enforceable, though not always. Arbitration changes where your case is heard, not whether you have a case, and certain representative claims for Labor Code penalties cannot be waived.
What does it cost to hire Justin?
The consultation is free, and these cases are handled on a contingency basis. There is no fee unless we win, and if there is no recovery you owe no costs either.
Will my employer find out I called?
The consultation is confidential. Talking through what happened does not put your employer on notice, and nothing is filed because you called.
Other ways I help workers
All nine practice areas →Employment Issues
The full range of California employment disputes, handled for workers, not employers.
Retaliation and Whistleblower
Punished for speaking up? Retaliation can be a claim of its own.
Harassment and Discrimination
Harassment and discrimination are illegal under FEHA. You don’t have to quit first.
Contracts and Severance
Before you sign a severance or non-compete, know what’s enforceable in California.
Over $12 million recovered for clients. Past results do not guarantee a similar outcome. This page is general information, not legal advice, and does not create an attorney-client relationship. You can reach the office at 818-585-1267.