Wrongful Termination

Wrongful termination occurs when an employee is fired for illegal reasons, including discrimination, retaliation, whistleblowing, or exercising legally protected rights. Although California is an at‑will employment state, at‑will employment does not permit employers to terminate workers for unlawful motives.

When a termination is driven by bias, retaliation, or an attempt to silence an employee, the law provides powerful remedies. Employers often claim they had a legitimate business reason for firing an employee, but timing, inconsistent explanations, and unequal treatment frequently reveal the true motive. When illegal reasons play any role in a termination decision, the employer can be held legally accountable.

Common Illegal Reasons for Termination

Employees are protected from termination based on:

• Discrimination (including age, disability, gender, pregnancy, and other protected characteristics)
• Retaliation for reporting harassment or discrimination
• Whistleblowing and reporting illegal or unethical conduct
• Taking legally protected medical, family, or disability leave
• Refusing to participate in unlawful conduct
• Exercising workplace rights under California or federal law

Wrongful termination claims often overlap with retaliation and discrimination, and employers frequently attempt to mask illegal conduct as performance issues or restructuring.

Examples of Wrongful Termination

Wrongful termination can take many forms. Common examples include:

• Termination after reporting harassment or discrimination
  Firing an employee shortly after they complain, cooperate in an investigation, or support another employee’s complaint
• Firing for taking protected medical or family leave
  Termination after using legally protected leave, requesting accommodations, or disclosing medical conditions
• Retaliation for refusing illegal or unethical conduct
  Termination after refusing to falsify records, violate the law, or comply with improper instructions
• Sudden termination following protected activity
  Strong performance history followed by termination shortly after engaging in protected conduct

Why this matters: An employer does not need to openly admit an unlawful motive. Courts often rely on timing, shifting explanations, and comparative treatment to determine whether a termination was illegal.

Employer Tactics Used to Conceal Wrongful Termination

Employers frequently attempt to justify wrongful termination by citing:

• Performance deficiencies raised for the first time after protected activity
• Restructuring or layoffs that selectively impact the terminated employee
• “Personality conflicts” or vague behavioral issues
• Policy violations inconsistently enforced

When termination reasons change over time or are unsupported by documentation, those inconsistencies often become powerful evidence of wrongful termination.

How We Help Employees Wrongfully Terminated

At Servin Rodriguez Law, we take wrongful termination cases seriously and approach each claim with strategic precision. We do not rely on surface‑level explanations, we investigate the real reason behind the termination.

Our Representation Includes:

• Investigating the true motive behind termination
  We analyze timing, performance history, internal communications, and decision‑maker conduct
• Building evidence‑driven wrongful termination claims
  Identifying inconsistencies, comparative treatment, and unlawful decision‑making
• Pursuing claims for lost wages and damages
  Including back pay, future wages, emotional distress, and other recoverable losses
• Representing clients through litigation and trial when necessary
  Preparing cases thoroughly and aggressively when employers deny responsibility
• Fighting for justice and accountability
  Holding employers accountable for unlawful terminations that affect livelihoods and careers

We are prepared to challenge dishonest explanations, expose unlawful motives, and pursue full accountability through civil litigation.

You Do Not Have to Accept an Unlawful Termination

Losing a job is disruptive and deeply personal, especially when it happens because an employee exercised their legal rights or refused to stay silent. If you believe your termination was motivated by discrimination, retaliation, whistleblowing, or another unlawful reason, you may have a strong wrongful termination claim.

We can help you understand your rights, evaluate your options, and take action against unlawful employer conduct. If your employer chose retaliation or discrimination over compliance with the law, we are ready to fight for you.