What Reasons for Termination Are Considered Wrongful Under the Law

California employers generally have broad authority to terminate at-will employees, but that power has legal limits. A termination may be wrongful when the real reason involves discrimination, retaliation, or another violation of employee protections.

Wrongful termination claims focus on the real reason behind the firing. An employer may point to performance or restructuring, but the surrounding facts can reveal whether the stated explanation masks unlawful conduct. Our lawyer can review the timing, communications, and employment history to determine whether your termination warrants further legal action.

When Discrimination Leads to Termination

A firing may be unlawful when it is based on a protected characteristic. California Government Code § 12940 prohibits covered employers from terminating employees because of disability, sex, race, age, or another protected status.

Discriminatory termination is not always accompanied by an explicit statement. Changes in treatment after disclosure of a disability, complaints about sexual harassment, or inconsistent discipline compared with other employees may become relevant evidence. The facts surrounding the decision can matter as much as the reason listed in a termination notice.

Can Retaliation Make a Firing Wrongful?

Cal. Lab. Code § 1102.5 restricts employers from retaliating against workers for protected disclosures involving conduct they reasonably believe violates the law. Retaliation may arise when an employee reports discrimination or harassment, requests a protected accommodation, or participates in a protected complaint process.

Timing can be important. A sudden negative review, disciplinary action, or firing shortly after protected activity may justify closer examination of the employer’s stated reason.

What to Do After a Suspected Wrongful Termination?

If you believe you were fired for an unlawful reason, preserve documents before access to workplace systems disappears. Save termination notices, performance reviews, relevant emails, and written complaints that show what occurred before the firing.

Avoid altering records or relying only on memory. Write down key dates and conversations while they are still fresh. Our lawyer can evaluate the available evidence, identify the employment protections that may apply, and explain whether the facts support a wrongful termination claim.

Challenge a Wrongful Termination and Contact LNN

Not every unfair firing violates the law, but an employer cannot terminate you for a prohibited reason. Discrimination, retaliation, and other protected conduct can change an ordinary termination into a legal dispute.

If you suspect your employer used an unlawful reason to end your employment, contact LNN. We can review the circumstances, examine the evidence, and determine what legal options may be available.