Woodland Hills Wrongful Termination Lawyers

26 Years Fighting for Wrongly Fired Workers Across the San Fernando Valley

California is an at-will employment state, but that doesn’t mean an employer can fire you for any reason. When a termination violates state or federal law, the employee has legal remedies. At The Law Office of Payab & Associates, we help workers in Woodland Hills and throughout the San Fernando Valley understand those remedies and pursue them. Our firm has over 26 years of experience in employment litigation and has recovered tens of millions of dollars for wronged workers. We serve clients in both English and Spanish, and every case begins with a free, confidential consultation.

If you believe your firing was illegal, don’t wait. Evidence disappears, deadlines approach, and signing the wrong document can forfeit your rights. The sooner you speak with a wrongful termination attorney in Woodland Hills, the better positioned your claim may be.

Suspect you were wrongfully fired? Let us help you protect your rights. Reach out to our wrongful termination attorneys in Woodland Hills by calling (818) 918-5522 to request a free, confidential case evaluation.

What Makes a Termination Illegal in California

California’s at-will rule gives employers broad authority to end employment. That authority ends where the law begins. A firing is unlawful when the employer’s real reason falls into a protected category, and California offers some of the strongest employee protections of any state.

A termination may be unlawful if it was motivated by:

• Discrimination based on gender, national origin, sexual orientation, religion, pregnancy, disability, race, or membership in another protected class under the California Fair Employment and Housing Act (FEHA)
• Retaliation for a whistleblower report or other protected disclosure
• The employee’s refusal to break the law at the employer’s direction
• The employee exercising a legal right, such as taking protected leave
• A legal claim or complaint the employee filed against the employer
• Violation of an existing employment contract

When a Resignation Is Really a Termination

Constructive dismissal is another form of wrongful termination. It occurs when an employer deliberately creates or permits working conditions so intolerable that a reasonable person would feel compelled to resign. Because the employee technically “quit,” the employer may argue no termination occurred. California law rejects that argument when coercion can be shown. Courts look for a pattern of deliberate mistreatment rather than an isolated bad day.

Employer behaviors that may support a constructive discharge claim include:

• Sudden unexplained demotion with no prior performance concerns
• Consistent wage underpayment or payroll errors targeting a specific employee
• Refusing to investigate complaints of sexual harassment
• Significant unannounced changes to hours or work location
• False accusations of misconduct designed to build a paper trail
• Targeted bullying or harassment directed at the employee or their group

Common Wrongful Termination Claims in California

Wrongful termination cases arise from several distinct legal theories. Knowing which applies to your situation shapes how the claim is built and what agency filings are required.

Common claim types include:

• Discrimination or harassment under FEHA or federal civil rights law
• Retaliation for reporting violations, filing complaints, or exercising protected rights
• Breach of contract when a written agreement limited the grounds for termination
• Violation of protected leave rights under the California Family Rights Act (CFRA) or federal FMLA
• Failure to provide reasonable accommodations before terminating an employee

At-Will Exceptions: Written Contracts & Implied Promises

The most direct at-will exception is a written employment contract that specifies the grounds on which the employer may terminate. When a contract limits termination to “cause,” a firing outside those stated grounds may constitute a breach.

Implied promises are harder to prove but equally valid. An employee handbook that establishes a progressive discipline policy, or a manager’s verbal assurance of long-term employment, can create an enforceable expectation. California courts evaluating implied-promise claims consider the length of employment, the history of promotions and positive reviews, verbal assurances of job security, whether standard termination protocols were followed, and whether long-term employment was promised at hiring.

Severance Agreements & Your Right to Sue

After a termination, employers often present severance or separation agreements quickly and with implicit pressure to sign. These agreements are typically designed to release the employer from legal liability, including liability for wrongful termination. Signing before consulting an unlawful termination attorney in Woodland Hills may permanently forfeit your right to file a claim. Have any severance offer reviewed before you sign anything.

What You Can Recover in a Wrongful Termination Case

A successful wrongful termination claim may involve several categories of compensation. The amount and type depend on the legal theory, the facts of the case, and whether the employer’s conduct crossed into egregious territory.

Recoverable damages may include:

• Back pay for wages lost between termination and resolution
• Lost future earnings when the termination damaged earning capacity
• Value of lost benefits, including health insurance and retirement contributions
• Emotional distress compensation for the psychological impact of an unlawful firing
• Punitive damages when the employer’s conduct was especially egregious
• Attorney fees in discrimination and retaliation cases brought under FEHA

Steps to Take After a Wrongful Termination in Woodland Hills

What you do in the days after a termination can significantly affect the strength of your claim. Acting deliberately rather than reactively protects your legal options.

Prioritize the following steps:

• Document the events leading up to and including the firing as thoroughly as possible
• Collect performance reviews, emails, written policies, and any communications relevant to your termination
• Identify witnesses who observed the conduct or the termination itself
• Seek a written explanation from the employer about the stated reason for termination
• Avoid signing any severance or separation agreement without first speaking to an attorney
• File a complaint with the appropriate agency: the EEOC for federal claims, or the California Civil Rights Department (CRD) for state discrimination and retaliation claims. Most civil lawsuits require this agency complaint as a prerequisite. For federal EEOC charges, a right-to-sue letter may be requested after 180 days have elapsed since filing. For state FEHA claims filed with the CRD, a right-to-sue letter may be requested at any time.
• Contact a wrongful termination attorney early to preserve evidence and meet filing deadlines

At The Law Office of Payab & Associates, we investigate the facts behind each claim, build a clear account of the employer’s wrongdoing, and pursue available avenues of relief. Attorney David Payab and our team have handled thousands of employment cases, guiding clients from the first consultation through settlement or trial.

Don’t Miss California’s Filing Deadlines

Missing a filing deadline generally ends a wrongful termination claim entirely. The statute of limitations depends on the nature of the claim. Most wrongful termination claims carry a two-year deadline from the date of termination. For claims based on discrimination or retaliation under FEHA, employees generally have up to three years from the date of the unlawful act to file a complaint with the California Civil Rights Department (CRD). Federal EEOC charges typically must be filed within 300 days. Certain circumstances can shorten or extend these windows. Consulting an unlawful termination lawyer in Woodland Hills promptly after a termination is a prudent way to protect your right to sue.

Why Woodland Hills Employees Choose Payab & Associates

We focus exclusively on employment law. Over more than 26 years of employment litigation, we’ve recovered tens of millions of dollars for California workers facing discrimination, retaliation, and unlawful discharge. That focused experience informs the representation we bring to every wrongful termination case.

Our clients have recognized that commitment. We’ve earned over 950 five-star reviews across Google, Avvo, and Yelp, hold an A+ rating with the Better Business Bureau, and have received Yelp’s “People Love Us” designation three years running. We handle cases on a no-fee, no-cost basis: if we don’t recover for you, you owe us nothing. Our bilingual staff serves clients in both English and Spanish, making our Woodland Hills office accessible to the full diversity of the San Fernando Valley workforce.

Related Reading:

• Wrongfully Terminated For Being Pregnant
• Wrongful Termination as a Breach of Contract in California
• Wrongful Termination: Was Your Firing Illegal?
• Implied Promises and Wrongful Termination
• Retaliation Claims for Wrongful Termination
• Discrimination Claims for Wrongful Termination
• What to Do After Being Wrongfully Terminated
• Do I Have a Wrongful Termination Claim in California?

We’re ready to stand with you. Call our Woodland Hills wrongful termination lawyer at (818) 918-5522 today to discuss a wrongful termination claim.