Wrongfully Fired? Understanding Your Rights
Losing a job is one of the most stressful events you can experience. It is not just about the loss of income; it is about the sudden disruption to your life, your family’s security, and your professional dignity.
Often, employers will tell you that you are being let go due to “restructuring,” “performance issues,” or simply because California is an “at-will” state. But here is the truth: “At-will” does not mean “at-mercy.” Even in an at-will state, employers cannot fire you for illegal reasons.
At Rastegar Law Group, we have been helping wrongfully terminated workers across California stand up to their former employers since 1991. We are here to help you peel back the corporate excuses and find out what really happened.
Wrongful Termination
Was Your Termination Actually Unlawful?
Check the signs of Wrongful Termination
It is very common for employers to hide their true motives behind a polite termination letter. Use this checklist to evaluate if your firing crossed the line into illegal territory:
Sudden Firing After Speaking Up (Retaliation)
You were let go shortly after reporting workplace harassment, safety violations, wage issues, or fraudulent behavior.
A “Convenient” Excuse After Protected Leave
You were terminated soon after requesting or returning from pregnancy leave, medical leave, or family care leave.
Differential Treatment
You were fired for a minor mistake that other employees—of a different race, gender, or age—frequently make without any consequences.
Breach of Promise
You had a written contract, an implied agreement, or a clear promise from management guaranteeing job security, yet you were fired anyway.
Refusal to Do Something Illegal
You were let go because you refused to break a law, falsify documents, or participate in unethical business practices.
Important Realization: If your firing felt targeted, retaliatory, or deeply unfair, it is highly likely that your employer violated California labor laws. You deserve a professional legal opinion.
Taking Back Control: How We Help You
Navigating a dispute with an employer can feel intimidating, especially when they have HR departments and corporate legal teams on their side. Our goal is to level the playing field for you.
Here is how we stand by you, step-by-step:
1
We Listen to Your Story
During your free, confidential consultation, we take the time to understand your situation.
2
We Evaluate Your Case
We assess your claim under California law to determine the best legal strategy.
3
We Handle the Bureaucracy
We gather key evidence to challenge your employer’s claims and build a strong case.
4
We Fight for Your Recovery
We seek compensation for lost wages, emotional distress, and other available damages.
Best of all, we work on a contingency fee basis. This means we charge no fee unless and until we successfully recover compensation for you.
The Legal Foundation: What Protects You?
Many employees believe they have no case because they signed an “at-will” agreement. Let’s set the record straight:
The Myth
My employer can fire me for any reason they want.
The Reality
They can fire you for any legal reason. They cannot fire you based on your protected characteristics (race, gender, age, disability, religion) or as a punishment for exercising your legal rights.
The Myth
The company said it was for ‘performance issues’, so I can’t do anything
The Reality
Employers often fabricate paper trails (pretext) to justify firing someone they actually wanted to get rid of for discriminatory or retaliatory reasons. We know how to investigate and expose these pretextual firings.
In California, different deadlines apply depending on how your rights were violated:
- Discrimination-Based Terminations (FEHA): You must file a complaint with the Civil Rights Department (CRD) or EEOC within 300 days to 1 year of termination.
- Breach of Written Contract: If your employer broke a written employment agreement, you have 4 years to file a lawsuit.
- Breach of Implied Contract: If the agreement was based on verbal promises or company behavior, the deadline is 2 years.
Why Rastegar Law Group
Three Decades. One Focus.
We’ve dedicated our entire practice to representing employees wronged by their employers — no corporate defense work, no divided loyalties.
Since 1991
Admitted to Practice
Over 35 years of exclusive focus on California employment law and worker rights.
108 Years
Combined Experience
Our attorneys bring deep expertise in the tactics employers use to avoid accountability.
Statewide
California Coverage
Offices in Los Angeles and San Diego. We represent workers throughout the entire state.
Let’s Talk About Your Case
Legal deadlines can arrive sooner than expected. Speaking with an attorney early can help preserve important evidence, protect your rights, and give you a clearer understanding of the path forward.