Top 6 Examples Of Wrongful Termination Under California Law

Examining wrongful termination in California examples helps workers recognize when a job loss crosses legal boundaries. Termination does not become lawful simply because an employer says it is. California law protects employees from dismissals rooted in unfair, retaliatory, or unlawful motives.

Early conversations often reveal wrongful termination through forced resignation, when pressure replaces a direct firing. Others look into wrongful termination legal representation after realizing their discharge followed protected activity. These situations reveal patterns courts review carefully.

Example One: Retaliation After Reporting Violations

One common example involves retaliation.

An employee reports unpaid wages, missed breaks, or safety concerns. Soon after, hours are cut or employment ends. Timing and motive matter in these cases.

California law shields workers who raise concerns about labor violations. A termination tied to whistleblowing activity often triggers legal scrutiny.

Example Two: Termination Based on Discrimination

Discrimination based on race, gender, age, disability, or national origin remains a frequent cause of wrongful termination claims. Employers may cite performance while ignoring positive reviews or uneven enforcement of rules.

Evidence often includes comparisons to similarly situated coworkers. Disparate treatment can reveal unlawful bias rather than legitimate business reasons.

Example Three: Firing After Medical Leave or Accommodation Requests

Employees who request medical leave or workplace adjustments sometimes face termination shortly after disclosure. This pattern raises red flags under California employment protections.

Medical needs should not lead to job loss. Termination tied to health disclosures may violate state and federal law.

Example Four: Punishment for Refusing Illegal Conduct

Some workers lose their jobs after refusing to participate in unlawful acts. Requests to falsify records, skip required breaks, or ignore safety rules place employees in impossible positions.

California law does not allow employers to retaliate against workers who refuse illegal directives. Dismissal under these circumstances frequently supports a wrongful termination claim.

Example Five: Termination for Taking Protected Family or Pregnancy Leave

Family- and pregnancy-related leave receive strong protection under California statutes. Firing an employee for taking approved leave or planning to do so can violate these protections.

Employers sometimes disguise motive through restructuring or sudden policy changes. Courts examine context, timing, and internal communications.

Example Six: Constructive Termination Through Hostile Conditions

Some employers avoid direct termination by creating intolerable conditions. Harassment, demotion, reduced hours, or public humiliation may force a resignation.

When a reasonable person would feel compelled to quit, the law may treat the departure as a termination. These cases often overlap with retaliation or discrimination claims.

Why Patterns Matter in Wrongful Termination Cases

No single fact stands alone. Courts look at patterns of behavior, documentation, and employer responses. Emails, schedules, complaints, and witness accounts shape the story.

Employees do not need to tolerate mistreatment indefinitely. Recognizing warning signs helps protect rights before harm deepens.

How We Handle Wrongful Termination Claims

At Sirmabekian Law Firm, we handle wrongful termination cases with attention to detail and real-world context. We see how power imbalances affect workers, especially those in low-wage or labor-intensive industries. Our focus remains on accountability and lawful treatment.

We represent employees throughout Los Angeles and across California, including Spanish speaking workers and undocumented individuals. Our team listens carefully, responds promptly, and builds claims grounded in facts and law.

If you have questions about wrongful termination or want to discuss your situation, feel free to contact Sirmabekian Law Firm.