Wrongful Termination Lawyers in Los Angeles

Wrongful termination occurs when an employer illegally fires, dismisses, or forces an employee to quit their job for a reason that violates public policy or employment laws. In California, there are robust worker protection laws that safeguard employees from being wrongfully terminated for reasons that can include discrimination, whistleblowing, or exercising legal rights.

The repercussions of unlawful firing can extend beyond immediate job loss, often resulting in devastating financial consequences, as well as significant emotional distress. When an employer's decision to end employment violates state or federal laws or legally protected public policies, a worker has grounds for a wrongful termination claim.

Since 1997 we have been practicing employment law in Los Angeles. We've seen the devastating financial and emotional toll wrongful termination has on employees. You may be questioning yourself, wondering if you did something wrong, or feeling powerless. You're not alone, in many cases, what happened to you may be illegal. To get help, call (818) 990-8300 or simply fill out the form on this page for a free consultation.

Under California's Fair Employment and Housing Act (Government Code § 12940) and the landmark ruling in Tameny v. Atlantic Richfield Co. (1980) 27 Cal.3d 167, employees have powerful legal protections against termination that violates public policy or anti-discrimination law. If your employer crossed that line, you may be entitled to significant compensation.

Key Points - Table of Contents

• Why Choose Kingsley Szamet Employment Lawyers
• What Is Considered Wrongful Termination in California?
• Federal Laws That Protect Employees from Wrongful Termination
• California Laws That Protect Employees From Wrongful Termination
• What Should I Do If I've Been Wrongfully Terminated?
• What Acts Are Considered Wrongful Termination?
• Do I Have a Case?
• How Can I Prove My Case?
• What Recoverable Damages Can I Win?
• Client Testimonials
• Frequently Asked Questions
• Get Help From Top Rated Los Angeles Wrongful Termination Lawyers

Why Choose Kingsley Szamet Employment Lawyers

Kingsley Szamet Employment Lawyers is led by Eric B. Kingsley, a respected employment law attorney and firm partner who has dedicated his career to fighting for Los Angeles workers who have been wrongfully terminated. With over 150 class actions litigated and more than $300 million recovered for employees across California, Mr. Kingsley brings a proven track record to every case he takes on, and the results speak for themselves. Workers throughout Los Angeles have trusted him to turn devastating job losses into meaningful recoveries, and he has consistently delivered.

Meet Our Los Angeles Wrongful Termination Attorneys

Eric Kingsley
An AV Preeminent-rated attorney and 2024 Consumer Attorneys of California Presidential Award of Merit recipient, Mr. Kingsley has litigated over 150 class actions and practices in wage and hour litigation, wrongful termination, and sexual harassment cases. He is a prolific speaker on employment law and has directed over one million dollars in class action settlement residues to charitable organizations providing free legal services to the poor. 

Kelsey M. Szamet
A UCLA School of Law graduate practicing since 2008, Ms. Szamet has been recognized as a 2023 "Super Lawyer" and recipient of the 2023 Women in Law Award for her work on complex employment class actions and individual cases. She concentrates her practice on wage and hour litigation, wrongful termination, sexual harassment, and discrimination cases, and is actively involved with several non-profit organizations including the YWCA and the Child Educational Center.

What Is Considered Wrongful Termination in California?

California operates under the "at-will" employment doctrine, which means that in most cases, either the employer or employee can end the employment relationship at any time, for any reason, or for no reason at all, with or without notice. The key takeaway is this: you can be fired for any reason, except an illegal one. While employers have broad discretion, they cannot terminate employees for reasons that violate state or federal law.

There are Three Types of Illegal Grounds for Termination

Despite the at-will presumption, there are three main categories of illegal termination that give rise to wrongful termination claims:

• Discrimination: Firing based on a protected characteristic such as race, gender, age, disability, or religion
• Retaliation (Public Policy Violation): Firing in retaliation for engaging in legally protected activities, such as whistleblowing or filing a complaint
• Breach of Contract: Firing that violates the terms of an employment contract, written or implied

A fourth and frequently overlooked basis is a Tameny claim, a cause of action arising directly from California common law. Named after Tameny v. Atlantic Richfield Co., this doctrine prohibits employers from terminating employees for refusing to commit an illegal act, for reporting illegal activity, for exercising a statutory right, or for performing a statutory duty. Many California wrongful termination cases combine a FEHA claim, a Tameny public policy claim, and a retaliation claim arising from the same firing. If your situation involves more than one of these theories, your potential recovery may be significantly greater.

If your termination falls into any of these categories, you may have grounds to pursue legal action against your employer.

Federal Laws That Protect Employees from Wrongful Termination

California's protections for wrongfully terminated employees are among the strongest in the country, but they operate alongside a parallel framework of federal laws that apply to employers nationwide. Understanding both layers matters because federal and state claims are often filed together, and in some cases federal law may provide an independent cause of action, often after satisfying administrative prerequisites such as filing a charge with the EEOC and obtaining a right-to-sue notice. If your employer violated any of the statutes below in the course of firing you, you may have claims under federal law in addition to, or separate from, your California state claims.

Civil Rights Act of 1964 (Title VII)

Title VII of the Civil Rights Act, codified at 42 U.S.C. § 2000e et seq., is the cornerstone of federal anti-discrimination law. It prohibits employers with 15 or more employees from terminating, or taking any other adverse employment action against, an employee because of their race, color, religion, sex, or national origin.

For wrongful termination purposes, Title VII applies in two primary ways. A discriminatory discharge claim arises when an employer fires someone explicitly or implicitly because of a protected characteristic. A retaliation claim arises when an employer fires someone for complaining about discrimination, filing an EEOC charge, or participating in a discrimination investigation or lawsuit.

One important distinction from California's FEHA involves the administrative filing deadline. Before filing a federal lawsuit under Title VII, an employee must first file a charge with the Equal Employment Opportunity Commission (EEOC). In California, the filing period is generally extended to 300 days because the California Civil Rights Department shares enforcement authority with the EEOC, making California a deferral state. Missing this deadline can forfeit your federal claim even if your California state claim remains viable, which is why consulting an employment attorney quickly after termination is critical.

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act, 42 U.S.C. § 12101 et seq., prohibits employers with 15 or more employees from discriminating against a qualified individual with a disability. Under the ADA, it is unlawful to fire an employee because of a physical or mental impairment that substantially limits a major life activity, provided the employee can perform the essential functions of the job with or without reasonable accommodation.

What makes the ADA particularly relevant to wrongful termination is the reasonable accommodation requirement. Employers must engage in an interactive process to explore whether an accommodation would allow the employee to continue working. Firing an employee instead of engaging in that process, or firing someone whose impairment became apparent during leave, frequently gives rise to both an ADA claim and a parallel claim under California's FEHA, which applies to employers with five or more employees and is therefore considerably broader in scope.

ADA claims are also subject to the EEOC charge requirement before filing suit. Employees who believe they were fired because of a disability should document all communications about their condition, any accommodation requests they made, and their employer's responses. This paper trail becomes the foundation of the claim.

Age Discrimination in Employment Act of 1967 (ADEA)

The Age Discrimination in Employment Act, 29 U.S.C. § 621 et seq., protects workers who are 40 years of age or older from employment discrimination based on age. Covered employers with 20 or more employees cannot fire, refuse to hire, or otherwise discriminate against an individual because they are 40 or older.

Age discrimination wrongful termination cases often look very different from other discrimination claims. Employers rarely make explicit age-based remarks; instead, the firing is framed as a layoff, a restructuring, or a performance issue. Red flags include: a pattern of replacing older employees with younger, lower-paid workers; using terms like "fresh perspective" or "long-term fit" in adverse employment decisions; or eliminating positions held predominantly by workers over 40.

The ADEA requires plaintiffs to show that age was the but-for cause of the termination, a higher standard than the "motivating factor" test under Title VII. However, California's FEHA applies a lower causation standard and covers employers with five or more employees, making the California claim frequently stronger. Both claims are often filed together, and together they can significantly expand the remedies available.

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act, 29 U.S.C. § 2601 et seq., entitles eligible employees of covered employers, those with 50 or more employees, to up to 12 weeks of unpaid, job-protected leave per year for qualifying reasons, including a serious health condition of the employee or a close family member, the birth or adoption of a child, or a qualifying military exigency.

FMLA wrongful termination claims arise in two forms. An interference claim applies when an employer fires or demotes an employee to prevent them from taking FMLA leave, or refuses to restore them to their position after protected leave ends. A retaliation claim applies when an employer fires an employee because they exercised FMLA rights, for example, terminating an employee shortly after they returned from leave under the pretext of poor performance.

Timing is often a significant piece of evidence in FMLA cases. A termination occurring within days or weeks of FMLA leave can support an inference of retaliation, particularly when combined with other evidence such as inconsistent explanations from the employer or a clean performance history prior to the leave. California employees have additional protections under the California Family Rights Act (CFRA), which covers employers with five or more employees and provides parallel rights. If your employer has between 5 and 49 employees, you may not be covered by the FMLA, but you are likely still covered by the CFRA.

California Laws That Protect Employees From Wrongful Termination

California has built one of the most comprehensive employee-protection frameworks in the United States. Unlike federal law, which typically requires employers to have 15 or more employees before anti-discrimination statutes apply, most California protections begin at five employees, and some apply to all employers regardless of size. For workers in Los Angeles, this means that even employees of small businesses have robust legal options when they are illegally fired.

The following statutes are the primary legal tools our attorneys use when representing wrongfully terminated employees. Many cases involve multiple statutes simultaneously, which can significantly expand the remedies available.

California Fair Employment and Housing Act (FEHA)

The Fair Employment and Housing Act is the cornerstone of California employment discrimination law and the statute most frequently cited in wrongful termination cases. California Government Code § 12940, FEHA prohibits employers with five or more employees from terminating, refusing to hire, or otherwise discriminating against any person on the basis of:

• Race, color, ancestry, or national origin
• Religion or religious creed
• Sex, gender, gender identity, or gender expression
• Sexual orientation
• Marital status
• Disability (physical or mental)
• Medical condition
• Age (40 and over)
• Pregnancy, childbirth, or related medical conditions
• Military or veteran status
• Genetic information

FEHA is broader than its federal counterparts in several important respects. It applies to smaller employers, covers more protected categories, and unlike Title VII, does not impose the same statutory caps on compensatory and punitive damages. Employees generally have three years to file an administrative complaint with the California Civil Rights Department (CRD), followed by one year to file a civil lawsuit after the CRD issues a right-to-sue notice. This two-step process means missing either deadline can affect your ability to pursue a claim, making it essential to contact an employment attorney as soon as possible after a wrongful termination.

FEHA also requires employers to engage in a timely, good faith interactive process when an employee requests a disability accommodation. Firing an employee rather than exploring reasonable accommodations, or firing an employee for requesting accommodations, is a FEHA violation independently of whether the underlying termination itself was discriminatory.

California Labor Code § 1102.5 Whistleblower Protection

California Labor Code § 1102.5 is the state's primary whistleblower protection statute. It prohibits employers from retaliating against an employee for disclosing information that the employee reasonably believes reveals a violation of a state or federal law, regulation, or rule, whether that disclosure is made to a government or law enforcement agency, to the employee's supervisor, or to another employee with authority to investigate the issue.

The scope of § 1102.5 is deliberately broad. Covered disclosures include reporting:

• Wage theft or unpaid overtime to the Labor Commissioner
• Workplace safety violations to Cal/OSHA
• Financial fraud or regulatory violations to any government agency
• Discrimination or harassment to the Civil Rights Department
• Public health or environmental violations to any relevant authority

Critically, an employee does not need to be correct that a law was violated, they only need to have held a reasonable belief that it was. And the disclosure does not need to go to an outside agency; internal reports to a supervisor or HR department are also protected.

California Labor Code § 1102.6 establishes the burden-shifting framework that governs these cases. Once the employee demonstrates that protected activity was a contributing factor in the adverse employment action, the burden shifts to the employer, who must prove by clear and convincing evidence that it would have taken the same action for legitimate, independent reasons, a high standard that places real pressure on employers to justify the termination. Successful plaintiffs can recover lost wages, lost benefits, emotional distress damages, and attorney's fees, and courts may also order reinstatement.

Pregnancy Disability Leave Law (PDLL) Government Code § 12945

California's Pregnancy Disability Leave Law provides protections that exceed both federal law and CFRA. Under the PDLL, employers with five or more employees must provide up to four months (approximately 17.3 weeks) of unpaid, job-protected leave to employees who are disabled by pregnancy, childbirth, or a related medical condition. Unlike FMLA or CFRA, there is no length-of-service or hours-worked requirement to qualify for PDLL protections.

Wrongful termination under the PDLL occurs when an employer fires a pregnant employee, refuses to reinstate an employee following pregnancy disability leave, or retaliates against an employee for taking or requesting protected leave. A termination that occurs during pregnancy, shortly after an employee discloses a pregnancy, or upon return from PDLL leave may support an inference of discriminatory or retaliatory motive, particularly when combined with other evidence such as shifting explanations from the employer or a previously positive employment record.

The PDLL works in conjunction with the CFRA: after PDLL leave ends, an eligible employee may be entitled to an additional 12 weeks of CFRA leave, meaning a qualifying employee could have up to approximately seven months of combined protected leave before returning to work. Employers who terminate an employee before that combined entitlement is exhausted face significant liability. PDLL claims carry the same remedies as FEHA claims, including reinstatement, back pay, and emotional distress damages.

Labor Code § 98.6 Retaliation Protections

California Labor Code § 98.6 prohibits employers from discharging, threatening, or otherwise retaliating against an employee for exercising any right protected under the California Labor Code or the Industrial Welfare Commission (IWC) Wage Orders. This statute is broader than it may appear, because it covers retaliation for any of the following:

• Filing a wage claim with the California Labor Commissioner
• Complaining about unpaid wages, overtime, or meal and rest break violations, even informally to a supervisor
• Filing a workers' compensation claim or indicating an intent to file
• Participating as a witness in a Labor Commissioner hearing or investigation
• Testifying about Labor Code violations in any proceeding

A wrongful termination that occurs after an employee raises a wage complaint, even verbally to HR, is actionable under § 98.6 independently of any other statute. The Legislature specifically extended protection to informal internal complaints because employees should not have to formally file with a government agency before gaining legal protection from retaliation.

Under § 98.6, successful plaintiffs are entitled to reinstatement, recovery of lost wages, and a civil penalty of up to $10,000 per employee, a provision that can substantially increase the value of a retaliation claim, particularly when multiple employees were affected by the same employer conduct.

Implied Contracts and Public Policy Violations

Not every wrongful termination claim arises from a statutory protection. California recognizes two additional common-law bases for wrongful termination that exist independently of any anti-discrimination or retaliation statute.

Implied Contract Claims. California's at-will employment doctrine can be modified, and the employer's right to terminate at-will can be limited, by an implied employment contract that arises from the employer's words, conduct, and course of dealing. Courts have found implied contracts based on:

• Employee handbooks or policy manuals that specify progressive discipline procedures or enumerate grounds for termination, without a conspicuous at-will disclaimer
• Oral assurances of continued or long-term employment made by supervisors or during hiring
• Length of employment, promotions, and consistent positive performance reviews that reasonably led the employee to expect continued employment
• Industry custom where employees in similar roles are not typically terminated without cause

When an implied contract exists, the employer must have good cause to terminate. Firing an employee without cause, or in violation of the procedures set out in the employer's own handbook, is actionable as breach of contract. These cases are strengthened significantly when the employer's own documentation contradicts the stated reason for the termination.

Tameny Public Policy Claims. Separately, California's Supreme Court established in Tameny v. Atlantic Richfield Co. (1980) 27 Cal.3d 167 that an employer may not fire an employee for reasons that violate fundamental public policy, even under an at-will arrangement. A Tameny claim lies where the termination implicates a public policy that is delineated in a constitutional or statutory provision, public in the sense that it inures to the benefit of the public rather than solely the employee, well established at the time of the discharge, and substantial rather than trivial.

Common Tameny claims arise from terminations for refusing to commit an illegal act, exercising a statutory right such as filing a workers' compensation claim or serving jury duty, reporting illegal conduct to authorities, or performing a statutory obligation such as military service. Because Tameny claims arise directly from California common law, they can run parallel to FEHA, § 1102.5, and other statutory claims, expanding available damages and strengthening the overall case.

What Should I Do If I've Been Wrongfully Terminated?

If you've just been fired, or if you sense it's coming, taking the right steps now can help you to create a strong case. Here's what you should do:

• Document Everything. Keep a detailed record with dates, times, what was said, witnesses, and locations, Save every email, texts, Slack/Teams messages, save your performance reviews, warnings, company policies, etc.
• Get Everything in Writing. Request the termination reason in writing. Request your personnel file (you have a legal right to this in California). Ask about severance and benefits
• DO NOT Sign Anything Without Legal Review. Severance agreements often require you to release all legal claims. Once you sign, you typically cannot sue.
• Preserve Evidence Before It Disappears. Record names and contact info of supportive colleagues (potential witnesses). Document your job duties and achievements.
• File for Unemployment Immediately. Don't wait to file for unemployment. You may need this income. Filing doesn't hurt your case
• Be Careful What You Say and Post. Don't badmouth your employer, your boss, or employees on social media. Don't make threats or angry communications. Anything you say can be used against you.
• Consult an Employment Attorney. California has strict deadlines, with some as short as 1 year.  Give yourself plenty of time to ensure you meet the filing deadline.

What Acts Are Considered Wrongful Termination?

Here are some of the most common scenarios in which wrongful termination occurs. Many clients don't realize they have a claim until we review their situation, which is why it's important to review the following carefully. If you have experienced any of the following, it may be in your best interest to consult with a knowledgeable wrongful termination lawyer in Los Angeles.

• Retaliation for protected activities: This includes being fired for complaining about harassment or discrimination, reporting illegal or unsafe conduct (whistleblower), filing a workers' compensation claim, demanding unpaid wages or overtime, taking protected family or medical leave under CFRA or FMLA, serving on jury duty, taking time off to vote, refusing to engage in illegal activities, or cooperating with a government investigation. Documentation such as complaint records, evidence of reporting violations, and timing of adverse actions shortly after protected activity can help prove retaliation.
• Discrimination based on protected characteristics: Under California's Fair Employment and Housing Act (FEHA), it is illegal to fire someone for discrimination reasons such as race, color, religion, age (40 and older), disability, gender, sexual orientation, pregnancy, national origin, marital status, military status, genetic information, or medical/family care leave status. Discrimination can be subtle and masked by pretextual reasons like "poor performance" or "company restructuring." Evidence may include discriminatory comments, patterns of favorable treatment to others, timing of termination, witness testimony, and inconsistent explanations from the employer. California's FEHA, codified at Government Code § 12940, is one of the broadest anti-discrimination statutes in the country. Unlike federal Title VII, FEHA applies to employers with as few as five employees and provides a longer statute of limitations, giving California workers stronger protections than federal law alone. In 2023, the California Civil Rights Department (CRD, formerly DFEH) received over 20,000 employment discrimination complaints, underscoring how frequently these violations occur.
• Breach of contract: When an employer fires an employee in violation of a written employment contract or an implied agreement based on duration of employment, promotions, positive reviews, assurances of continued employment, or promises of long-term or permanent employment. An example of a breach of contract would be terminating an employee before their contract has formally expired without proper justification. An implied contract, which is essentially an agreement based on things your Los Angeles employer said and did, is also another exception to the at-will rule. However, this type of contract may be challenging to uphold because this type of wrongful termination can be difficult to prove.
• Constructive termination (forced to quit): Constructive termination occurs when working conditions become so intolerable due to harassment, discrimination, or violations of legal rights that an employee is forced to resign. In such cases, the resignation is treated as a termination, and you may be entitled to compensation for lost wages and emotional distress.
• Public policy violations: Being fired for exercising legal rights such as taking time off to vote, serving on jury duty, serving in the military or National Guard, filing a workers' compensation claim, or reporting illegal activity (whistleblowing). For example, you cannot be fired for alerting OSHA about unsafe workplace conditions.
• Unfair workplace practices and bad faith actions: This includes deliberately misleading employees about promotions or salary increases, replacing older workers with younger employees for lower pay, transferring employees to undesirable assignments to force them to quit without severance, misleading employees about job aspects, or taking adverse action to prevent employees from collecting commissions or payments due to them.
• Defamation during or after termination: When an employer makes false or malicious statements about you during the firing process or when providing references, deliberately sabotaging your job search efforts. To prove defamation, you must show the employer made false statements with malice, conveyed this information to at least one other person, and caused harm such as job loss or preventing future employment. 

Finally, it is important to note that wrongful termination can happen to any employee regardless of their position, tenure, or background. While at-will employment is the general rule in California, there are significant legal protections in place to prevent unjust firings. If you believe you were wrongfully terminated, time is limited due to statutes of limitations, so it's crucial to speak with an attorney right away.

Do I Have a Case?

One of the first questions you are likely asking after being fired is simple: "Do I actually have a wrongful termination case, and what could it be worth?"  In California, you may have a valid claim if your termination happened for an illegal reason, even though the state follows at-will employment rules. Every case is different, but California law allows employees to recover several categories of damages when termination is proven unlawful.

Courts and juries pay close attention to timing. When a termination occurs within days or weeks of a protected activity, such as filing a discrimination complaint, requesting FMLA leave, or reporting a safety violation, that proximity is powerful circumstantial evidence of retaliation. California courts have found retaliatory intent based on timing alone when combined with even minimal corroborating evidence. If your termination followed a protected event within 90 days, document the exact dates immediately.

A Quick Way to Evaluate Your Situation

You may have a stronger-than-average claim if:

• You have emails, texts, or witnesses supporting discrimination or retaliation
• Your employer's reason for firing you changed or contradicts your performance history
• The termination happened soon after protected activity like filing a complaint or taking leave

Because the value of a wrongful termination case depends on detailed facts, the most reliable way to understand your rights and potential compensation is to speak directly with an experienced California employment attorney.

How Can I Prove My Case?

To win a claim for wrongful termination requires more than just your word. Our attorneys gather and analyze multiple forms of evidence to demonstrate that your firing was illegal.  When trying to prove your Los Angeles wrongful termination claim, you will want to include multiple forms of evidence such as:

• Inconsistent or changing termination reasons provided by your employer
• Violations of company policy or the employee handbook (such as skipping progressive discipline)
• Suspicious timing of the termination (e.g., immediately after filing a complaint or taking medical leave)
• "Me-Too" witnesses: other employees who experienced similar treatment
• Discriminatory or retaliatory comments made by supervisors or managers
• Performance reviews and emails that contradict the stated reason for termination
• Comparisons to other employees who were treated more favorably

In our experience, the strongest cases combine multiple types of evidence. We approach each case like building a puzzle, every piece of evidence connects to create a complete picture of what really happened.

What Recoverable Damages Can I Win?

If you succeed in proving wrongful termination, California law allows you to recover several types of compensation, including:

• Lost Past Wages: All income you would have earned from the date of termination until the resolution of your case
• Lost Future Wages: Compensation for future earning capacity if you cannot find comparable employment
• Lost Benefits: The value of health insurance, retirement contributions, stock options, and other employment benefits
• Emotional Distress and Pain and Suffering: Compensation for the psychological harm caused by the wrongful termination
• Punitive Damages: Additional damages designed to punish the employer, available if the employer acted with malice, fraud, or oppression
• Attorney's Fees and Costs: In many wrongful termination cases, the employer is required to pay your legal fees if you win

Punitive damages deserve special attention. Under California Civil Code § 3294, punitive damages are available in wrongful termination cases where the employer acted with malice, oppression, or fraud. California does not impose the same statutory damage caps on punitive awards that federal law does, though constitutional due process limits still apply. In discrimination and retaliation cases tried before a jury, punitive damage awards can multiply the total recovery substantially.

The amount of compensation varies depending on the specifics of your case, but wrongful termination verdicts and settlements in Los Angeles can be substantial, sometimes reaching into the six or seven figures.

Typical Settlement Ranges by Case Severity

We've written an entire guide on the average wrongful termination settlement amounts for those looking to get more detailed information. To make it easier for you, the following will provide important average settlement statistics. One of the most notable statistics is an average settlement of $48,000 for those who hired an attorney versus $19,200 for those who did not use an attorney for their claim.  In our experience with wrongful termination claims, case damages will affect your average settlement received.  You can see how significant the value of your claim is based on damages in the table below.

Case Damages	Average Settlement Received
Low	Between $5,000 and $30,000
Moderate	Between $30,000 and $100,000
High	Between $100,000 and $1,000,000+

Weaker cases usually involve limited evidence, short employment periods, or low wage loss. Moderate cases have decent evidence and measurable damages. Strong cases involve clear discrimination, substantial lost wages, or particularly bad employer conduct. Your specific case depends on your facts and will vary from other claims.

Client Testimonials

At Kingsley Szamet Employment Law, our clients' experiences speak volumes about our commitment to service and results. With Over 300 Million in settlements and verdicts, we take pride in guiding employees through workplace challenges with clarity, professionalism, and dedication. Whether one of our attorneys is taking a case to court or providing candid advice about your options, our focus remains on delivering value and support when you need it most. Here's what some of our clients have to say about working with us:

Thomas S. 

I was a model employee for 10 years when my employer fired me for a ridiculous reason. I researched a few different wrongful termination attorneys, but ended up deciding on Kingsley because of the people I spoke with. They were kind and obviously had a lot of experience with my type of case. I am very happy with what they were able to do for me. After 6 months, my employer agreed to a settlement that will keep me afloat for the next decade. The process was easy and, as far as I can tell, there is no public information future employers can use against me. Kingsley fulfilled all of their promises and more.

Sal B.

I've dealt with 3 different lawyer companies before and this is a great one. They not only keep you up to date with the process but just in case they forget to keep you in the know there I a tracking system to let you know the current process of your case.

James P.

I was having some major issues with my employer and they were very patient and professional as I explained everything. They provided some good ideas for me going forward. It's not a case that is being pursued but the fact they took so much time to clearly explain employment law to me and give me some helpful steps to take free of charge was greatly appreciated. Highly recommended!

Angel E.

I can't recommend Kingsley & Szamet highly enough! From the start, they took care of everything, making the entire legal process stress-free for me. I was worried because I didn't have access to many of the documents I thought I'd need from my former employer, but the team assured me they could work with what I had - and they did exactly that. Their expertise and persistence led to a successful settlement, and I barely had to lift a finger. They knew exactly how to present my case, negotiate effectively, and get my prior employer to agree to fair compensation. I truly appreciate their professionalism, dedication, and hard work.

Continue reading what our clients have to say by visiting our Google Reviews or our testimonial page.

Frequently Asked Questions

How much can I sue for wrongful termination in California?

In California, the actual amount one might recover typically depends on multiple factors including case specifics and individual circumstances. Wrongful termination damages could include lost wages (both past and future earnings), emotional distress, damage to professional reputation, and in some cases, punitive damages, though a wrongful termination settlement amount can vary significantly.

What evidence do I need to prove wrongful termination?

Evidence that might support a wrongful termination claim could include various forms of documentation such as emails, performance reviews, or company policies. Testimony from colleagues who witnessed relevant behavior or could speak to your performance might be valuable, as well.

Is it expensive to sue for wrongful termination?

Many employment lawyers work on a contingency fee basis, meaning clients pay nothing unless the case is successful..

What is the statute of limitations for wrongful termination claims in Los Angeles?

In Los Angeles, California, there are different statute of limitations for wrongful termination claims depending on the specific legal basis for the claim. For example, defamation might be as little as 1 year, where a written employment contract breach might be as long as 4 years.

What California Laws Protect Employees from Wrongful Termination?

Some of the laws that protect employees from wrongful termination in Los Angeles include: Fair Employment and Housing Act (FEHA), California Labor Code, Public Policy Protections, Contract Protections, California Family Rights Act (CFRA), California Equal Pay Act prohibits pay discrimination and retaliation, and Pregnancy Disability Leave Law among others.

How long do I have to file?

In California, you generally have 1 to 4 years to file a wrongful termination lawsuit depending on the specific legal basis (1 year for defamation, 2 years for most personal injury claims, 3 years for discrimination under FEHA, and 4 years for written contract breaches), so it's critical to contact a Los Angeles wrongful termination attorney immediately to protect your rights.

What is the Tameny doctrine and does it apply to my case?

The Tameny doctrine, established by the California Supreme Court in Tameny v. Atlantic Richfield Co. (1980), allows employees to sue for wrongful termination when the firing violates fundamental public policy, even without a contract. Common examples include being fired for reporting unsafe workplace conditions to OSHA, refusing to commit fraud, or exercising a statutory right like filing a workers' compensation claim. If your termination falls under this doctrine, you may have both a statutory claim under FEHA and a common-law Tameny claim.

Can I be fired for reporting a workplace safety violation to OSHA?

No. Terminating an employee for reporting OSHA violations is illegal under both California Labor Code § 6310 and federal OSHA anti-retaliation provisions. If you were fired after making a workplace safety report, you likely have a strong wrongful termination retaliation claim.

Do I have a wrongful termination claim if I quit?

Yes, you may have a wrongful termination claim even if you quit if your employer created intolerable working conditions (such as harassment, discrimination, or illegal demands) that forced you to resign, which is called constructive discharge or constructive termination and is legally treated the same as being fired.

When To Contact Experienced Los Angeles Wrongful Termination Lawyers

When facing workplace legal challenges, you need an experienced advocate who understands both the law and your personal situation. At Kingsley Szamet Employment Lawyers, we combine decades of expertise in employment law with personalized attention to help employees protect their rights and achieve the best possible outcomes. Our focused practice, proven track record, and commitment to clear communication make us the trusted choice for wrongful termination representation in Los Angeles, Ca.

We serve clients throughout Los Angeles County, including Woodland Hills, Encino, Downtown LA, Calabasas, Beverly Hills, Santa Monica, Hollywood, San Fernando, Culver City, Sherman Oaks, West Hollywood, Burbank, Glendale, Pasadena, and surrounding areas. When you hire Kingsley Szamet, you get attorneys who litigate cases in Los Angeles County's employment law venues, which may include the Los Angeles Superior Court Stanley Mosk Courthouse, Spring Street Courthouse, Torrance Courthouse, and Pasadena Courthouse among others.  We've successfully represented clients in wrongful termination cases across all of Los Angeles. Our local presence, knowledge, experience, and results are just a few reasons why victims continue to trust us with their claim.

Schedule your complimentary initial consultation with our Los Angeles Employment Law Firm by calling (818) 990-8300 or simply fill out our contact form.  We work on a contingency fee basis, which means that you pay nothing unless we win your case. 

Claim your no-obligation consultation and case evaluation today!

Kingsley Szamet Employment Lawyers

16133 Ventura Blvd #1200
Encino, CA 91436
(818) 990-8300