Employment Law

Wrongful Termination

Being fired is stressful, but being fired for an illegal reason is actionable. We help you sort out which one happened and what to do about it.

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How Krankemann Law helps after a firing

We examine the real reason behind your termination, preserve the relevant communications and records, and identify which legal protections apply. Then we deal with the employer or their counsel and pursue the remedy the law allows. The first step is determining whether your firing crossed a legal line.

When a termination is unlawful

California is an at-will state, so most terminations are legal, but firing someone for an illegal reason is not. Unlawful reasons generally include discrimination, retaliation for protected activity, refusing to commit an illegal act, or taking protected leave. Identifying the true motive is the heart of these cases.

What we handle

  • Firing based on a protected characteristic
  • Retaliation for reporting illegal conduct
  • Termination for taking protected leave
  • Being fired for refusing to break the law
  • Constructive discharge through intolerable conditions
  • Pretextual reasons masking an illegal motive

FAQ

Wrongful Termination — Common Questions

I was fired without warning. Is that wrongful termination?
Not by itself. Because California is at-will, an employer can generally fire without warning or a stated reason. It becomes wrongful when the real reason is illegal, such as discrimination or retaliation. We look at the true motive behind the firing.
What counts as an illegal reason to fire someone?
Illegal reasons generally include discrimination based on a protected characteristic, retaliation for protected activity such as reporting harassment, firing someone for taking protected leave, or for refusing to commit an unlawful act. Employers often give a cover reason instead. Part of our work is exposing the real one.
What evidence helps a wrongful termination case?
Emails, texts, performance reviews, witness accounts, and the timing of events all matter, especially when a firing follows closely after protected activity. Preserve what you have and avoid deleting anything. We help organize and build on that record.
Is there a deadline to act?
Yes, and it can be short. Some claims require filing with a state agency before a lawsuit, and the timelines vary by claim type. Because missing a deadline can end a claim, it is best to consult an attorney promptly.

Free, Confidential Consultation

Talk to a Krankemann attorney about your employment law matter.

A free, confidential consultation costs nothing and tells you exactly where you stand.

Call (707) 524-2200 Request a Consultation