Frequently Asked Questions
General answers to the questions we hear most. These are educational, not legal advice for your specific situation — a free consultation is the right place for that.
If I'm an at-will employee, can my employer really fire me for any reason?
Not quite. "At will" means your employer doesn’t need a good business reason to let you go — but it still can’t fire you for an ILLEGAL reason. Discrimination based on a protected characteristic, retaliation for reporting something unlawful, firing you for taking legally protected leave, or firing you for refusing to break the law are all illegal regardless of at-will status. At-will employment limits WHY you can’t be fired, not whether certain reasons remain off-limits.
View this answer on its own page →How do I know if my termination was actually wrongful?
The most reliable way is a free case evaluation, where the specific facts — what was said, the timing relative to any complaint or leave request, how similar situations were handled for other employees — can be reviewed directly. Suspicious timing (termination shortly after a complaint, a leave request, or a disability disclosure), inconsistent or shifting reasons from the employer, and different treatment of similarly situated coworkers are common signs worth having reviewed.
View this answer on its own page →What counts as a protected characteristic under California law?
California's Fair Employment and Housing Act (FEHA) covers race, color, national origin, ancestry, religion, sex, gender, gender identity and expression, sexual orientation, age (40 and over), physical or mental disability, medical condition, genetic information, marital status, and military or veteran status, among other categories — a notably broader list than many federal discrimination laws.
View this answer on its own page →How long do I have to file a discrimination or harassment claim in California?
As of 2020, you generally have three years from the discriminatory or harassing act to file a complaint with the California Civil Rights Department (CRD) — a significant extension from the one-year deadline that applied before. A right-to-sue notice from the CRD is generally required before filing a lawsuit in court, so this administrative step should not be skipped or delayed.
View this answer on its own page →How do attorney fees work for an employment case?
Employment cases are generally handled on a contingency fee basis — you pay no attorney fee unless we recover compensation for you. Many California employment statutes (including FEHA) also allow a prevailing employee to recover attorney fees from the employer, which is part of why these statutes are designed to make it practical for employees to bring valid claims.
View this answer on its own page →Should I sign a severance agreement before talking to a lawyer?
Severance agreements almost always include a release of legal claims — once signed, you typically give up the right to pursue a wrongful termination, discrimination, or other employment claim related to your job. It's worth having the agreement reviewed before signing, particularly if your termination followed a complaint, a leave request, or treatment that felt unfair, since the release may be waiving a claim you don't yet know you have.
View this answer on its own page →Facing Discrimination or Wrongful Termination? Get a Free Case Evaluation.
Free consultation. Employment cases are generally handled on a contingency fee basis — no fee unless we recover compensation for you; ask us for the specifics in writing.