Know Your Rights. Protect Your Future.
Losing a job under any circumstance can be unsettling—but when that dismissal feels unjust, the emotional and financial toll can be even more devastating. If you live or work in Palo Alto and believe you were let go for illegal or discriminatory reasons, you may have grounds for legal action. California employment law is designed to protect workers from wrongful termination—and those protections extend to you.
You don’t need to face this process alone. If you suspect that your termination was unlawful, seeking help from an experienced wrongful termination law firm can help you understand your rights, preserve critical evidence, and hold your former employer accountable. While we’re not physically located in Palo Alto, we proudly serve individuals in the area who need aggressive and informed legal support.
Understanding Wrongful Termination in California
California’s “at-will” employment doctrine allows employers to dismiss employees at any time and for almost any reason—but there are exceptions. It’s illegal to terminate someone based on discrimination, retaliation, or because they exercised their legal rights. If any of these apply to your situation, you may have a valid wrongful termination claim.
Workers in Palo Alto are protected under both state and federal statutes, including the California Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act. A firing that violates these laws is not just unethical—it’s unlawful.
Common wrongful termination scenarios include:
- Termination based on race, religion, sex, gender identity, age (40+), disability, or national origin.
- Dismissal in retaliation for whistleblowing or reporting misconduct.
- Termination after requesting protected medical or family leave.
- Firing in response to reporting sexual harassment or unsafe working conditions.
If your situation mirrors one of these examples, it may be time to take legal action.
Key Wrongful Termination Situations Affecting Palo Alto Employees
Discrimination-Based Firing
Pregnancy-Related Discrimination
Employers are prohibited from terminating employees because of pregnancy, childbirth, or related medical conditions. This includes firing someone for requesting accommodations or medical leave. If your employer treated you differently or ended your employment after learning of your pregnancy, they may be in violation of state and federal protections.
Retaliation for Protected Actions
Sexual Harassment Reporting Retaliation
Firing someone for reporting sexual harassment, whether as a victim or a witness, is a direct violation of the law. If your employer terminated you after you spoke out about harassment, your rights have likely been violated. Palo Alto professionals deserve to work in a space free from harassment and retaliation—and legal action can help reinforce that principle.
Family and Medical Leave Retaliation
California employees are protected when taking family or medical leave under laws like the FMLA and CFRA. If you were fired after requesting or returning from leave for a serious health condition, you may be entitled to compensation.
Workers’ Compensation Retaliation
Filing a workers’ compensation claim is a protected activity. If your employer responded by cutting your hours, demoting you, or terminating your role, they may be in breach of California labor law. Employees in Palo Alto who suffer job-related injuries have the right to recovery without fear of retaliation.
Constructive Discharge: When Quitting Isn’t Really Voluntary
Sometimes a work environment becomes so toxic, discriminatory, or stressful that quitting feels like the only option. If you were forced to resign due to intolerable conditions created or allowed by your employer, this could qualify as constructive discharge which is legally treated as wrongful termination.
Examples may include ongoing harassment, targeted micromanagement, being passed over for deserved promotions, or being assigned demeaning tasks with no legitimate business reason.
What Palo Alto Employees Should Do If They Suspect Wrongful Termination
Don’t Delay
Wrongful termination claims are subject to strict deadlines. In California, you often have two years to file, but some claims involving government filings (like with the DFEH) have shorter time frames. Consulting an attorney early ensures you don’t miss crucial windows for action.
Document Everything
Start gathering emails, written performance reviews, text messages, and any HR-related correspondence. Write down names, dates, and events while they’re still fresh in your memory. These records can become key evidence in a future case.
Consult an Experienced Employment Lawyer
Legal action is complex, and attempting to navigate it without experienced representation can weaken your case. By speaking with a seasoned wrongful termination attorney, you gain clarity on your rights and receive guidance through every step of the process. Even if you’ve been offered severance, don’t sign anything before getting legal advice.
Compensation You May Be Entitled To
If your claim is successful, you may recover:
- Lost wages and benefits
- Emotional distress damages
- Legal fees and court costs
- Potential punitive damages (in egregious cases)
Each case is different, and compensation depends on the nature and impact of the termination.
Let Us Help. Serving Clients in Palo Alto
Although we do not have a physical office in Palo Alto, our firm proudly serves clients across California, including those in Santa Clara County. If you’re a tech worker, academic, health professional, or part of any other sector in Palo Alto, and you’ve been wrongfully terminated, we invite you to reach out.
Our team is here to advocate for you—to protect your rights and secure the compensation you deserve. With the right representation, you can turn this difficult chapter into a powerful step forward.
Contact us today to schedule a consultation and begin exploring your legal options. Justice starts with a conversation.