California operates under an “at-will employment” system, granting both employees and employers the freedom to end employment at any time. However, this freedom is not without limits. Certain circumstances surrounding job termination or resignation can carry significant legal consequences.
While employers generally have broad discretion in firing employees, they cannot do so for discriminatory reasons. If an employee is terminated due to a protected characteristic, the employer could face a wrongful termination lawsuit, potentially resulting in serious legal penalties.
If you’ve been unfairly dismissed, it’s imperative to take legal action. The Law Office of Fahim Rahman is dedicated to protecting employees’ rights and securing the maximum compensation for wrongful termination cases.
How the At-Will Employment Rule Works in Los Angeles
In an at-will employment state like California, neither employees nor employers in Los Angeles are required to justify their decision to end a working relationship. An employer can terminate an employee due to performance concerns or shifting company needs, just as an employee without a contractual obligation is free to seek better job prospects.
However, California law does not give employers unlimited power to fire workers without consequence. Specific restrictions prevent wrongful terminations, ensuring that employees are protected from unjust dismissal based on illegal grounds.
Exclusions from the At-Will Employment Working Arrangement
At-will employment does not give employers free rein to fire employees without accountability. State and federal laws strictly forbid discrimination, retaliation, or any form of wrongful termination that falls outside the legal framework of at-will employment. Any employer who violates these protections risks facing serious legal consequences.
Compared to other states, California imposes some of the nation’s toughest restrictions on at-will employment exceptions. With strict enforcement and substantial penalties, the state ensures that workers are given the strongest possible legal protections.
Employment Discrimination
Federal and state employment laws, including Title VII of the Civil Rights Act and the California Fair Employment and Housing Act (FEHA), explicitly prohibit firing employees based on protected characteristics. Employers who violate these protections are in direct violation of anti-discrimination laws.
Terminating an employee for a protected characteristic is considered workplace discrimination. If you have been wrongfully dismissed for this reason, you may have the right to file a lawsuit against your employer and seek justice for the unlawful termination.
The following characteristics are as follows:
- Age (workers aged 40 and up)
- Disability
- Gender
- Race
- Religious Preference
- Sexual Orientation
California law does not allow employers to hide behind at-will employment when discrimination is involved. If an employee can prove they were fired due to a protected characteristic, they may be entitled to compensation, regardless of their employment status.
Discriminatory terminations are illegal, and employees who experience them have the right to take legal action. If an employer’s decision was influenced by bias, the affected worker may be able to file a wrongful termination lawsuit.
Retaliatory Termination
Employees should never have to choose between reporting workplace misconduct and keeping their jobs. If you file a complaint about harassment, discrimination, or safety violations—or act as a whistleblower—you are legally protected from retaliation, including termination.
If an employer retaliates by firing an employee for exercising these rights, they could face serious legal consequences. Wrongful termination claims help hold employers accountable for unlawful actions.
Violations of Public Policy
No employer can use at-will employment as an excuse to fire someone for standing up for what’s right. If an employee is terminated for refusing to engage in unlawful conduct or for upholding public policy, the employer may be held accountable for wrongful termination.
Workers also have the right to take protected leave or fulfill civic duties like jury service without fear of retaliation. If an employer disregards these rights and fires an employee for such reasons, they may face serious legal consequences.
Additional Employee Protections Under the Law in Los Angeles
Family and Medical Leave
No employee should have to choose between their job and their family’s well-being. The CFRA and FMLA exist to ensure that workers can take necessary family or medical leave without the fear of being wrongfully terminated.Wage and Hour Protection
No employee should fear retaliation for demanding fair pay. Employers are legally barred from punishing workers who file claims for minimum wage, overtime, or benefits violations under state wage and hour laws.Workplace Conditions Protections
No employee should fear losing their job for reporting dangerous working conditions. The California Occupational Safety and Health Administration (CalOSHA) protects workers from retaliation, including wrongful termination, when they report workplace hazards or violations.