Beverly Hills Wrongful Termination Attorney
You were fired. Your employer gave you a reason. But something about the timing or explanation does not add up.
Employee Rights Attorney Group represents employees who were fired after reporting misconduct, requesting protected leave, complaining about discrimination or harassment, or exercising other workplace rights. We have an office in Beverly Hills.
- Fired after making a workplace complaint
- Terminated after medical or family leave
- Sudden “performance issues” before termination
- Fired after reporting harassment, discrimination, or misconduct
Was I Wrongfully Terminated or Just Fired?
California is an at-will employment state. That means an employer can usually end an employment relationship for a lawful reason, or sometimes for no stated reason at all. But at-will employment does not give an employer permission to fire you for an illegal reason.
The real question is often not simply why did they say they fired me? It is what was actually behind the decision? An employer may point to performance, restructuring, attendance, or another neutral explanation. If the facts suggest discrimination, retaliation, a protected leave request, whistleblowing, or another unlawful motive, the termination may deserve a closer look.
Signs your termination may deserve a closer look
- You had a solid work history until you complained about something at work.
- You were fired soon after requesting medical, pregnancy, or family leave.
- Negative reviews or write-ups appeared suddenly after years of acceptable performance.
- You reported harassment, discrimination, wage violations, safety issues, fraud, or other misconduct.
- Employees in similar situations were treated differently.
- Your employer says your position was eliminated, but your duties were quickly given to someone else.
- You were pressured to resign after exercising a workplace right.
What Changed Before You Were Fired?
In many wrongful termination matters, the story begins before the termination itself. The sequence of events can help an attorney understand whether the employer's stated explanation matches what was actually happening at work.
Work Was Normal
- Positive reviews
- No major discipline
- Regular duties
- Normal relationship with management
Something Happened
- You reported harassment
- Requested protected leave
- Disclosed a pregnancy or disability
- Requested an accommodation
- Reported illegal conduct
The Treatment Changed
- Sudden write-ups
- Duties removed
- Excluded from meetings
- Negative reviews or a PIP
- Termination
A close timeline does not automatically prove wrongful termination. But a sudden change in treatment after protected activity can be an important fact to investigate.
Your Employer's Reason Is Not Always the Whole Story
Employers often have documentation supporting the reason they give for a termination. That does not necessarily end the inquiry. In a disputed termination, an attorney may examine whether that explanation is consistent with your work history, how company policies were applied, what decision-makers said, how other employees were treated, and when the alleged problems began.
For example, an employee may receive positive reviews for years, make a discrimination complaint, and then suddenly face discipline for issues that were never previously raised. Another employee may return from protected leave and learn that the employer has decided the position is no longer available. The details and timing matter.
Common Wrongful Termination Cases We Handle
Wrongful termination is not one single type of claim. A firing may be unlawful because of the reason behind it or because it followed an employee exercising a protected right.
- Retaliation: termination after complaining about unlawful workplace conduct.
- Discrimination: termination connected to a legally protected characteristic.
- Pregnancy: firing after pregnancy disclosure, leave, or an accommodation request.
- Protected leave: termination related to qualifying CFRA, FMLA, or other protected leave.
- Disability and accommodations: termination after disclosing a disability or requesting a reasonable accommodation.
- Whistleblowing: retaliation after reporting or refusing to participate in conduct reasonably believed to be unlawful.
- Harassment complaints: termination after reporting workplace harassment.
- Wage complaints: termination after raising issues involving earned wages, overtime, commissions, or breaks.
Meet Diana Gevorkian
Diana Gevorkian began her legal career defending employers. Today, she uses that perspective to represent employees facing wrongful termination and other workplace disputes.
That background can be particularly useful when an employer says a firing was based on performance or another legitimate business reason. Understanding how employers and corporate counsel evaluate workplace disputes helps our firm focus on the evidence and inconsistencies that matter.
Employee Rights Attorney Group focuses on employee rights and provides personalized representation rather than treating clients like case numbers.
What Evidence Should You Save After Being Fired?
You do not need to build the case yourself. But preserving documents you already lawfully possess can help your attorney understand the timeline.
Letters, notices, severance agreements, and stated reasons for termination.
Reviews, awards, prior discipline, goals, and performance improvement plans.
Communications relating to complaints, leave, accommodations, discipline, or termination.
Dates of important conversations, complaints, requests, write-ups, and changes in treatment.
Relevant handbook provisions, leave policies, complaint procedures, and employment agreements.
Names of coworkers or others who personally observed relevant events.
What May Be Recoverable in a Wrongful Termination Claim?
Available remedies depend on the legal claims and the facts of the case. Depending on the circumstances, a claim may involve past or future lost wages, lost benefits, bonuses or commissions, emotional distress damages, statutory remedies, attorney's fees where authorized, or other relief.
Employee Rights Attorney Group has also negotiated non-monetary terms in employment matters, including references, non-disparagement provisions, career support, and other terms when appropriate. No attorney can determine the value of a case from a single fact, and past outcomes do not guarantee a future result.
What Happens When You Contact Employee Rights Attorney Group?
Wrongful Termination Representation From Our Beverly Hills Office
Employee Rights Attorney Group has an office in Beverly Hills and represents employees throughout Beverly Hills, Century City, West Hollywood, West Los Angeles, and surrounding communities.
For employees who have just lost a job, having local counsel is about more than a city name on a page. Our attorneys handle California employment disputes and can meet with clients to review the circumstances surrounding a termination, discuss the evidence, and explain potential next steps.
Beverly Hills Office
9465 Wilshire Blvd., Suite 300, Beverly Hills, California 90212
Beverly Hills, CA
Contact the office to discuss appointment availability.
Beverly Hills Wrongful Termination FAQs
What qualifies as wrongful termination in California?
Wrongful termination generally involves a firing that violates law, public policy, or an applicable employment agreement. Common examples include termination motivated by unlawful discrimination or retaliation for protected activity.
Can I have a case if my employer says I was fired for poor performance?
Potentially. The stated reason is one part of the analysis. An attorney may look at your performance history, when criticism began, whether explanations changed, how policies were applied, and whether the timing suggests another motive.
Can a layoff be wrongful termination?
A legitimate reduction in force can be lawful. But calling a termination a “layoff” does not protect an employer if the actual decision was motivated by an unlawful reason. The circumstances and selection process matter.
What if I resigned instead of being fired?
Some resignations may raise constructive discharge issues when working conditions become objectively intolerable. The standard is fact-specific, so a resignation should be evaluated based on the circumstances that led to it.
Should I sign a severance agreement after being fired?
A severance agreement can affect legal rights and may contain a release of claims. Consider having an employment attorney review the agreement before signing if you have concerns about the termination.
Do I need to come to the Beverly Hills office?
Contact Employee Rights Attorney Group at 310-300-3435 to discuss your situation and appointment options. The firm represents employees throughout Los Angeles and California.
You Were Fired. Now Find Out Where You Stand.
If the timing, explanation, or events leading up to your termination do not make sense, speak with Employee Rights Attorney Group about what happened and what options may be available.
Call 310-300-3435No result is guaranteed. Every matter depends on its individual facts and applicable law.
