Wrongful Termination Lawyer


The law prohibits the termination of employees for reasons stemming from discrimination, harassment, retaliation, whistleblowing, breach of contract and violations of public policy.

The ability to earn a living has been a sacred and necessary function of society for as long as we can remember. Our work empowers us to provide for our families by serving others. We work a lifetime to be skilled at what we do and to nurture the relationships that maintain demand for our goods and services.

It can take years to develop a strong and stable career and only one letter or phone call from an employer to destroy it all. The loss of a job can be a devastating experience that may cause lasting or permanent damage to one’s quality of life.

Accordingly, the law protects victims of wrongful termination by holding employers accountable when they terminate employees for the wrong reasons.


1. Lost Wages and Benefits

2. Compensation for Emotional Distress

3. Physical Pain

4. Loss of Proffesional Reptation

5. Attorney’s Fees

6. Punitive Damages

Need Representation?

Contact Us

Areas of Practice

Wrongful Termination


Private Attorney General Act (PAGA)


Catastrophic Personal Injury




What to do in the Event of a Termination

Losing a job can be devastating, especially if you are injured, support a family or have no other sources of income. While a termination can understandably leave us angry, embarrassed or upset, it’s important to not let our emotions get the best of us and step back from the situation to address it objectively. Aside from seeking legal representation immediately, here are four steps you can take to make sure you are on the right track to helping yourself take back control of your life:

1. Do Not Sign Anything

An employer will often approach a newly terminated employee with a severance agreement, offering a sum of money in exchange for a release of all potential claims against the employer. It is highly recommended that you review this agreement with an attorney before signing away your rights.

2. Preserve Documentation

Documentation is critical to memorializing the facts and circumstances of your potential case. Do not destroy anything and immediately compile all your employment related documents in an organized and readily-accessible format (Legible PDF copies of all contracts, handbooks, emails, texts, social media, job applications, resumes, etc.) Your attorney will likely ask you for these documents anyways, so the sooner you accomplish this, the better.

3. Create a Timeline of Events

Your timeline should be formatted clearly and chronologically. It should begin with the job application process and end with the outcome of your termination. Your timeline should be detailed in its description of any communications and adverse employment conditions. It should include facts regarding your emotional responses to events as they unfold, your achievements, performance reviews and any disciplinary actions taken against you. Do not exclude bad facts from your case, as these are facts that will require the depest review and analysis.

4. Look for Work

The law imposes a duty on wrongfully terminated Plaintiffs to make reasonable efforts to mitigate their damages. Accordingly, you should begin your job search immediately and create a record of all your efforts to replace your lost income. Failure to mitigate one’s damages can results in a reduction of recovery, so do not delay in looking for work!