Fired or punished for speaking up in Los Angeles?
Losing your job, hours or standing after you reported misconduct, took protected leave or exercised a workplace right may be unlawful.
If your workplace rights were violated, you may be able to pursue compensation for lost pay or emotional harm, and hold your employer accountable.
Not sure whether it was "serious enough"? You can request a review even if you never reported it to HR or are still employed.
What wrongful termination can look like, and what the law calls it.
Not every unfair firing is unlawful. What matters is the real reason behind the decision, and whether that reason is one the law prohibits.
My reviews were fine for years. Then I raised a concern, and suddenly I was 'not a fit.'
The law calls it → potentially wrongful termination
- I was let go shortly after reporting a problem at work. The law calls it → possible retaliatory termination
- They didn't fire me outright, they made the job impossible until I quit. The law calls it → possible constructive discharge
- The stated reason for my firing doesn't match what actually happened. The law calls it → possible pretext for an unlawful termination
- I reported a problem on a Los Angeles production, and the next project suddenly disappeared from my schedule. The law calls it → possible retaliation or retaliatory termination
These cover fired for an unlawful reason, fired after reporting misconduct, fired in breach of an agreement, pushed out instead of formally fired, retaliation for asserting workplace rights, in any industry. If something here is familiar, you don't have to be sure before you ask.
Illustrative situations, not client accounts.
A Los Angeles firing can be unlawful when it retaliates against protected activity or violates a fundamental public policy. A FEHA retaliation complaint generally must reach California's Civil Rights Department within three years, and the federal EEOC window is 300 days. Wrongful termination in violation of public policy is a separate court claim, so one filing route does not automatically preserve the other.
What could taking action help you pursue?
Depending on the facts, legal action may help recover financial losses, address emotional harm, restore employment opportunities, or require workplace changes. Available remedies depend on the facts and applicable law; no outcome is guaranteed.
Recover what you lost
Lost pay, benefits, hours, and employment opportunities tied to the unlawful conduct.
Address the harm
Compensation for emotional distress may be available where the law provides for it.
Restore an opportunity
Some cases may involve reinstatement, promotion, corrected records, or another job-related remedy.
Create accountability
A resolution may include policy changes, training, or other corrective workplace action.
You do not need a perfect record, or even to know whether what happened was illegal, before asking what your options are.
Common concerns we hear from employees
I never reported it to HR.
You may still have legal options. Not reporting immediately does not automatically end your rights, although the specific facts can affect a claim.
I don't have screenshots or witnesses.
You do not need a complete evidence file before contacting us. We can help identify texts, emails, schedules, witnesses, and other evidence that may matter.
I still work there.
You can ask questions while still employed. Retaliating against a worker for opposing unlawful conduct or asserting protected rights may itself be unlawful.
My employer says I was fired for performance. Does that end the issue?
No. The stated reason is evidence, not the final answer. Timing, earlier reviews, shifting explanations, and how coworkers were treated can all show the real reason was retaliation.
Craig J. Ackermann
Shareholder · Admitted in California
Craig Ackermann represents California employees in wage-and-hour class actions, sexual and racial harassment, discrimination, and retaliation matters. He is licensed in California, Washington, and Texas.
Read Craig's full bio →Selected retaliation, discrimination, and harassment results.
$370K
Individual plaintiff · judgment includes fees and costs · Title VII retaliation judgment
Final
$23.5M
Financial-services workforce · 150 women · Sexual harassment settlement
Final · Craig Ackermann served as second chair (prior-firm experience)
$15M+
Apparel industry · individual plaintiff · Gender pay and promotion discrimination
Jury verdict, subject to post-trial proceedings, statutory limits, and appeal. Not a settlement or a collected recovery.
$1.3M
Construction workforce · 19 Black workers · Racial harassment
Final
Prior results do not guarantee a similar outcome. Every case is different; the value and outcome of your matter will depend on its specific facts.
What happens after you reach out?
You don't need documents, a lawyer-ready story, or even certainty that what happened was illegal.
- 01
Talk with us
A short initial conversation about what happened and when.
- 02
We assess the record
We identify possible claims, deadlines and evidence that may matter.
- 03
If we take the case
We handle the filing strategy, negotiations and litigation.
Deadlines can depend on where and how you file
California and federal claims may follow different filing routes. These are general time limits, not sequential steps.
Generally, to file a FEHA retaliation complaint with California's Civil Rights Department.
CRD, Employment ↗Often, to file a federal retaliation charge with the EEOC when state or local law also covers the claim.
EEOC, How to File a Charge ↗Generally, to file a lawsuit after receiving a California CRD right-to-sue notice.
CRD, Obtain a Right to Sue ↗Other claims and exceptions may have different or shorter deadlines. Contact counsel promptly so the applicable dates can be reviewed.
FEHA retaliation and wrongful termination in violation of public policy
Cal. Gov. Code § 12940(h); Tameny v. Atlantic Richfield Co.
Primary source, Cal. Gov. Code § 12940(h); Tameny v. Atlantic Richfield Co. ↗Share what happened in about two minutes. The firm will review your submission and contact you about possible options and next steps. There is no cost or obligation to request a review.
Deadlines and filing issues for workers in Los Angeles.
- The CRD and EEOC windows are not interchangeable, the federal retaliation window is shorter.
- A public-policy wrongful-termination tort is a court claim, not an agency charge. It requires its own limitations analysis.
- Signing a severance release can waive claims before the outside filing deadline arrives.
- The employer's stated reason is evidence, not the final answer. Preserve earlier reviews, shifting explanations, and comparator evidence.
- Waiting can erase texts, access logs, schedules, and witness availability even when a filing clock remains open.
Where do you file a wrongful termination claim in Los Angeles?
California Civil Rights Department
Los Angeles Office320 West 4th Street, Suite 1000, 10th Floor
Los Angeles, CA 90013
(800) 884-1684
Filing is CENTRALIZED statewide: online via California Civil Rights System (CCRS), phone 800-884-1684, 711 relay, TTY 1-800-700-2320, email contact.center@calcivilrights.ca.gov, or mail to HQ. CRD HQ/mailing is 651 Bannon Street, Suite 200, Sacramento, CA 95811.
File online →EEOC Los Angeles District Office
Roybal Federal Building, 255 East Temple St., 4th FloorLos Angeles, CA 90012
(213) 785-3090 EEOC Public Portal →
Los Angeles County Superior Court
Stanley Mosk Courthouse111 North Hill Street
Los Angeles, CA 90012
The public-policy tort is filed in court rather than with CRD or the EEOC. A related FEHA retaliation claim may still require an agency charge first.
The filing path, step by step
- 1Preserve the sequence: the report, complaint, leave request, refusal, or other protected activity; who knew about it; the adverse action; and every explanation the company gave.
- 2For FEHA retaliation, file with the California Civil Rights Department within three years. Filing is centralized, with the Los Angeles CRD office at 320 West Fourth Street.
- 3For a federal retaliation claim, use the EEOC Public Portal within 300 days. The Los Angeles District Office is in the Roybal Federal Building.
- 4A wrongful-termination-in-public-policy tort proceeds in court rather than through CRD or the EEOC. Do not assume an agency filing preserves the tort or that a court filing preserves an agency claim.
- 5Review the termination notice, performance history, severance or release, final pay, replacement hiring, and any arbitration agreement before choosing the route.
Wrongful-termination information in other California cities
- FresnoWrongful-termination information
- Long BeachWrongful-termination information
- Orange CountyWrongful-termination information
- RiversideWrongful-termination information
- SacramentoWrongful-termination information
- San BernardinoWrongful-termination information
Asked by Los Angeles workers.
Is an unfair firing automatically wrongful termination in California?
No. The firing must violate a statute, constitutional provision, or another fundamental public policy, or support a separate statutory claim such as retaliation.
I was fired after an internal complaint. Do I have to report to CRD first?
A FEHA retaliation claim generally uses the CRD or EEOC charge process. A public-policy wrongful-termination tort is filed in court. The facts may support both routes.
My employer says I was fired for performance. Does that defeat retaliation?
No. Timing, prior reviews, shifting explanations, unequal discipline, and evidence showing who knew about the complaint can support an argument that the stated reason was pretext.
Should I sign the severance agreement?
Not before understanding the release, arbitration language, confidentiality terms, equity treatment, and response deadline. A signature can waive claims that still have time left to file.