Wrongful Termination Attorneys in Pasadena
Former Defense Attorneys. Now Fighting for You.
California is an at-will employment state, meaning you or your employer can end the employment relationship at any time, for any reason, as long as that reason isn’t illegal. Unless you have a written agreement limiting termination to “good cause,” your employment is likely at-will. The California Fair Employment and Housing Act (FEHA) provides state-law protections against unlawful termination on top of federal law, and those protections apply to workers throughout Pasadena.
Sometimes conditions at work become so intolerable that quitting feels like the only option. If that describes your situation, you may still have a wrongful termination claim even though you resigned. This is known as constructive dismissal, and it can be pursued through private litigation or through the California Civil Rights Department (CRD). What you do before you quit, though, can significantly affect how your claim is framed. Contacting an attorney first is important.
If you’ve already been terminated or your situation at work has become unbearable, we can meet with you to evaluate your options. If a claim exists, we build a case to pursue compensation for the losses and damages you’ve suffered. Our background representing Fortune 500 companies on the defense side gives us direct knowledge of how employers frame these decisions internally, and we use that knowledge to investigate gaps between the reason your employer gave and the reason you know to be true.
Employment disputes in Pasadena are handled through the Pasadena Courthouse within the Los Angeles Superior Court system. Familiarity with local procedures matters when pursuing wrongful or unlawful termination claims, from pre-filing administrative requirements through courtroom representation. An attorney who knows this landscape can help keep your case handled correctly at every stage.
Connect with a team member online or at (213) 772-5882 to request a free consultation with a Pasadena wrongful termination lawyer.
Reasons to File a Wrongful Termination Claim in California
California law protects workers from being terminated for several different reasons, such as the following:
Discrimination
FEHA makes it illegal for an employer to fire you based on a protected characteristic. Discrimination is often disguised through performance reviews or restructuring, so it isn’t always obvious at first. Documenting any discriminatory treatment, including emails and evaluations, can significantly strengthen an unlawful termination claim.
Protected characteristics under FEHA include:
- Race, color, or national origin: Including ancestry
- Sex or gender: Including pregnancy, sexual orientation, and gender identity
- Age: If over 40
- Genetic information
- Religion
- Physical or mental disability
- Marital status
Retaliation
It’s also illegal for your employer to fire you in retaliation for engaging in a protected activity. Retaliation is often disguised as a performance-related firing or restructuring, which makes it harder to identify without careful review of the timeline and circumstances.
Protected activities include the following:
- Complaining about unlawful acts: Reporting suspected violations to your employer
- Taking part in investigations: Participating in workplace or external inquiries
- Refusing unlawful orders: Declining illegal requests from your employer
- Reporting harassment or discrimination: Bringing issues to your employer or outside parties
- Requesting disability accommodations
- Family, medical, or pregnancy disability leave
You Filed a Workers’ Compensation Claim
You shouldn’t be punished for seeking compensation after a workplace injury or illness. If your employer fired you because you filed a workers’ compensation claim, you may have a wrongful termination claim. Employers frequently disguise this type of retaliation as legitimate discipline, which is why maintaining records of your performance and any communications that hint at the real motive matters.
Breach of an Employment Contract
If you have a contract stating that you can only be terminated for “good cause,” your employer can’t end your employment without meeting that standard. Good cause typically refers to behavior or performance serious enough to justify termination.
Examples of “good cause” include, but are not limited to:
- Serious misconduct: Theft, fraud, or assault
- Consistent underperformance: Persistent failure to perform job duties despite warnings and training
- Insubordination: Refusing to follow lawful and reasonable directives
- Chronic tardiness or absenteeism: Especially when it impacts business operations
- Breach of company policies: Particularly related to harassment or discrimination
If your situation falls outside these examples and you suspect something unlawful, get in touch with a wrongful termination lawyer at Domb Rauchwerger LLP as soon as possible. We can evaluate whether your circumstances support a contract-based claim.
Additional Considerations
In addition to the outlined reasons, consider the following factors:
Emotional & Psychological Impact
Wrongful termination frequently causes anxiety, depression, and disruption to family stability, and courts recognize these as compensable harms. Documenting your emotional response and working with a mental health professional creates a record that can support non-economic damages in your claim.
If you’re experiencing emotional challenges after a termination, consider these steps:
- Keep a detailed record of your emotional response, including specific symptoms like anxiety or sleep disruption
- Consult a counselor or psychologist for professional support and documentation
- Gather support letters from family, friends, or colleagues who can speak to the impact of the termination on your well-being
When you meet with a wrongful termination attorney, bring whatever records you’ve kept, including notes on how job loss affected your mental health, finances, and family. Evaluations from mental health professionals can serve as important evidence if your claim progresses. To see all the areas our firm serves, visit our Areas We Serve page.
Financial Implications
Lost wages, lost benefits, and reduced future earnings can add up quickly after an unlawful termination. Understanding the full financial picture can help you assess your damages and discuss what compensation to pursue with your attorney.
Legal Deadlines
Missing a filing deadline can bar your claim entirely. FEHA claims must generally be filed with the CRD within three years of the wrongful act, but other claim types carry different and sometimes shorter deadlines. Contact a Pasadena wrongful termination attorney promptly to help protect against missing a critical deadline.
Future Employment Impact
Wrongful termination can affect your professional reputation and future job prospects. Thinking carefully about how you frame the experience in interviews, and documenting your situation accurately now, can help protect you in the job market as your case moves forward.
Support Networks
Friends, family, and professional contacts can provide both emotional support and practical leads during this period. Connecting with others who’ve faced similar situations can offer perspective and encouragement as you navigate the process.
Warning Signs That a Termination May Be Unlawful
Not every unlawful termination is announced as one. Employers who know a termination is legally vulnerable often construct a paper trail designed to make the firing look legitimate. This practice, known as pretext, involves giving a false or misleading reason for the termination to conceal the real motive, whether that is discrimination, retaliation, or another protected ground.
Both founding partners at Domb Rauchwerger LLP spent years representing employers at a major employment defense firm. They understand how corporations frame termination decisions internally and how pretextual justifications get built. That insider knowledge is now applied on behalf of employees, giving our clients a direct line of sight into the tactics their former employers may be using.
Common warning signs that a termination may be unlawful include:
- Timing: The firing closely follows a protected activity, such as filing a complaint, requesting leave, or reporting harassment
- Sudden negative reviews: Performance evaluations turn critical shortly before termination despite a previously strong record
- Shifting or vague reasons: The stated basis for termination changes over time or can’t be supported with documentation
- Disparate treatment: Employees outside your protected class who engaged in similar conduct weren’t disciplined or terminated
If any of these patterns sound familiar, don’t sign a severance agreement before speaking with an attorney. Severance documents often include broad releases that can extinguish your right to pursue an unlawful termination claim. Preserve any accessible records, including emails, performance reviews, and written communications, before your system access is cut off.
Connect with a team member online or at (213) 772-5882 to request a free consultation with a Pasadena wrongful termination lawyer.
Domb & Rauchwerger What Qualifies as Wrongful Termination?
Don't face legal challenges alone. Contact us at (213) 772-5882 to discuss your case with our experienced attorneys.
How Does an Attorney Evaluate Wrongful Termination Cases?
When evaluating a wrongful termination case, the two most critical facts are the reason your employer gave for the termination and the reason you believe is the real one. The gap between those two answers is where a claim is built.
Both partners at Domb Rauchwerger LLP worked on the defense side of employment litigation and understand firsthand how employers frame these decisions internally. When an employer disguises an unlawful motive as a performance issue, we know how that justification gets constructed because we’ve seen it from the inside. That perspective directly informs how we investigate your case. We collect all relevant documentation, including emails, performance evaluations, and records of verbal communications, looking for the inconsistencies that reveal what actually happened.
Our Wrongful Termination Services for California Workers
If you believe you’ve been wrongfully or unlawfully terminated, our Pasadena team can provide the full range of services needed to pursue compensation and hold your employer accountable. We analyze your employment history to build a strong case, and our dual-partner model means every angle of your matter receives senior-level attention from start to finish, not after hand-offs to junior associates.
Determine If You Have Grounds for a Claim
Some firings are unfair but entirely legal. We assess your situation and determine whether the reason you were let go was actually unlawful. If you have grounds, we explain what the legal process looks like and what to expect at each stage, in plain language, adapted to you.
Analyze Evidence
To hold your employer liable, you need evidence that your firing violated the law. If you were discharged because of a protected characteristic, for example, you’ll need documentation showing that your protected status, not your performance, was the real reason.
If you have emails, performance records, written communications, or other documents relevant to your discharge, we review them and use what supports your claim. Testimony from a colleague who can speak to the employer’s actual motive can also strengthen your case considerably. If you know someone at the company with relevant knowledge, tell your attorney.
Help You Submit a Complaint
Depending on your claim, you may need to exhaust administrative remedies before filing in civil court. That means lodging a complaint with the Equal Employment Opportunity Commission (EEOC) or the California Civil Rights Department (CRD) to obtain a right-to-sue letter. We file that complaint on your behalf and make sure it contains the correct information, because errors at this stage can affect the strength of everything that follows.
Pursue Compensation on Your Behalf
Before filing a lawsuit, we attempt to negotiate a settlement. If your employer refuses a fair resolution, we pursue damages through litigation or arbitration, depending on your circumstances. Our firm has secured a $9.9 million arbitration award and a $5.7 million jury verdict in complex employment cases. We pursue every available avenue for recovery, including compensation for financial losses and non-economic damages such as emotional distress.
Ensure Your Claim Is Filed on Time
Different claims carry different filing deadlines, and missing one can bar your case entirely. We advise you on which deadline applies to your specific claim and make sure everything is submitted on time.
What You Could Gain from a Successful Claim
If the jury or arbitrator rules in your favor, you could be awarded the following damages, depending on your case:
- Economic damages: Compensation for lost income you would have earned had your employment not been unlawfully terminated, plus future income losses if your employer’s conduct affected your ability to find new work.
- Non-economic damages: Compensation for the psychological harm caused by your unlawful discharge, including emotional distress and the cost of mental health counseling.
- Punitive damages: Available when an employer’s conduct was particularly egregious, malicious, or fraudulent. These damages punish the employer and provide additional compensation for what you’ve endured.
If you need a wrongful termination attorney, call (213) 772-5882 or contact us online for legal help to protect your rights and pursue your case.
Frequently Asked Questions
What Is the Legal Definition of Wrongful Termination in California?
Wrongful termination in California means being fired in violation of federal or state law. That includes terminations based on discrimination, retaliation for whistleblowing or exercising protected rights such as taking medical leave, breach of an employment contract that conditions termination on good cause, and firings that violate California public policy. FEHA protects Pasadena workers from terminations based on race, sex, age, disability, religion, and other protected characteristics. Any firing that violates these protections can be pursued legally.
How Can I Prove My Wrongful Termination Case?
Building a wrongful termination case starts with documentation. Gather all relevant communications with your employer, including performance reviews and any exchanges where discriminatory or retaliatory intent was implied. Collect witness testimony from colleagues who can corroborate your account. If you were treated differently than other employees in comparable situations, that evidence matters too. A wrongful termination attorney at Domb Rauchwerger LLP can guide you through the process and help keep anything from being overlooked.
What Steps Should I Take If I Suspect Wrongful Termination?
Act quickly and methodically. Review your employment contract and any company policies governing termination. Document everything related to your firing, including written notices, emails, and informal conversations. Don’t sign a severance agreement before getting legal advice, as those documents often include broad releases that can eliminate your right to pursue a claim. Contact us so we can assess your situation and help protect against missing any filing deadlines.
Are There Protections for Workers Fired for Whistleblowing or Reasons Outside FEHA’s Scope?
Yes. California law protects workers fired for whistleblowing, refusing to participate in illegal activity, or for reasons that violate public policy, even when FEHA doesn’t apply. These protections can extend to workers at employers with fewer than five employees who fall outside FEHA’s coverage. If you were terminated for reporting unlawful conduct, refusing an illegal order, or another reason that offends public policy, we can evaluate whether a public policy claim or whistleblower protection applies to your situation. Contact Domb Rauchwerger LLP for a free consultation to discuss your options.
Trust our Pasadena wrongful termination lawyers at Domb Rauchwerger LLP to address your legal concerns. Act quickly by calling (213) 772-5882 or submitting an online form to request your initial consultation.
Workers Outside FEHA’s Coverage: Independent Contractors & Small Employers
FEHA applies only to employers with five or more employees and generally protects employees rather than independent contractors, though it does extend harassment protections to contractors. If you’ve been classified as an independent contractor, you should still consult an attorney. Worker misclassification is common, and your actual legal protections depend on whether you qualify as an employee under California law regardless of how your employer labeled your role.
If FEHA doesn’t apply because your employer is too small, you may still have a wrongful termination claim grounded in a violation of California public policy. That ground for a claim is independent of FEHA’s employer-size threshold, which means workers at small businesses aren’t necessarily without options.
If you believe you’ve been discharged illegally, a wrongful termination lawyer in Pasadena can evaluate your situation, help you gather evidence, and pursue the legal path that fits your circumstances.
Facing wrongful termination? Contact our wrongful termination lawyers today for support. Call (213) 772-5882 or reach out online to protect your rights.
What Makes Us Different
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Former Defense AttorneysGain a unique advantage with our firsthand knowledge of how corporations and insurance companies operate.
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Collaborative ApproachOur founders collaborate on every case. This dynamic approach enhances our ability to secure favorable outcomes for you.
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Respected in the Legal CommunityOur esteemed reputation and well-established connections within the legal community set us apart.
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Free ConsultationsTalk through all of your legal options during a free consultation.
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Millions Recovered on Behalf of Our ClientsOur track record of successful outcomes demonstrates our proficiency and commitment to fighting for your rights.
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Hablamos EspañolEmployment law help provided by a Spanish-speaking team.
Discuss Your Case With a Trusted Pasadena Wrongful Termination Attorney
We’ve secured settlements and verdicts for workers who’ve experienced sexual harassment, retaliation, discrimination, and wrongful termination. Former clients describe outcomes that exceeded their financial expectations and addressed the broader harm that workplace injustice causes. We know how to build a facts-based case and pursue the compensation you may be owed.
Both founding partners spent years as defense attorneys at a major employment firm. We know how corporations and their insurers approach these cases, how pretextual justifications get built, and where the vulnerabilities in an employer’s position tend to appear. That inside knowledge is now applied entirely on your behalf. We work every case together as two partners, so you get consistent senior-level attention from your first consultation through final resolution, with no hand-offs to junior associates. Throughout the process, you can reach us directly by call or text, and no concern is too small to address.
Find out if you can pursue financial remedies in a California wrongful termination case by contacting us at (213) 772-5882.
