California follows an “at-will employment” doctrine, which allows both employees and employers to terminate the working relationship at any time, with or without cause. However, specific legal constraints apply, and improper terminations may carry legal repercussions.
State employment laws prohibit discrimination-based terminations. If an employer dismisses an employee based on a legally protected characteristic, they could be subject to a wrongful termination lawsuit, exposing them to financial liability and other legal consequences.
If you believe you were unlawfully terminated, seeking legal counsel is essential. The Law Office of Fahim Rahman has extensive experience advocating for employees in wrongful termination cases, ensuring they receive the maximum compensation allowed by law.
How the At-Will Employment Rule Works in San Diego
Under California’s at-will employment laws, both employers and employees in San Diego have the right to terminate employment at any time, with or without explanation. This allows businesses to adapt to operational changes while giving employees the ability to pursue alternative career opportunities if they are not contractually bound.
However, state labor laws impose critical limitations on employment termination. Employers must adhere to regulations that define illegal reasons for dismissal, ensuring that employees are protected against wrongful termination practices.
Exclusions from the At-Will Employment Working Arrangement
Employers operating under California’s at-will employment laws must still comply with strict state and federal regulations. They are prohibited from discriminating, retaliating, or otherwise interfering with an employee’s continued employment beyond the legally permitted grounds for termination. Violations of these laws can lead to significant legal repercussions.
California enforces some of the strictest at-will employment exclusions in the country. With strong legal protections in place and severe penalties for noncompliance, the state ensures that employees are safeguarded against unlawful termination practices.
Employment Discrimination
Federal and state laws, including Title VII of the Civil Rights Act and the California Fair Employment and Housing Act (FEHA), prohibit terminating employees based on protected characteristics. Employers who disregard these regulations may be subject to legal action for workplace discrimination.
Unlawful termination based on a protected characteristic constitutes employment discrimination. Affected employees may have the legal right to file a wrongful termination lawsuit and seek appropriate compensation for their losses.
The following characteristics are as follows:
- Age (workers aged 40 and up)
- Disability
- Gender
- Race
- Religious Preference
- Sexual Orientation
California employment regulations strictly forbid discriminatory terminations. If an employee can prove their dismissal was based on an unlawful bias, they may have a claim for compensation, even under an at-will employment structure.
When discrimination influences a termination decision, legal action may be warranted. Employees who can demonstrate that their firing violated anti-discrimination laws may have grounds for a wrongful termination lawsuit against their employer.
Retaliatory Termination
Federal and state laws prohibit employers from retaliating against employees who exercise their legal rights. Workers who file harassment or discrimination complaints, act as whistleblowers, or report unsafe workplace conditions are legally protected from termination as a form of retaliation.
Any employer who retaliates against an employee for these actions may face a wrongful termination claim. Such violations of employment law can result in significant legal consequences.
Violations of Public Policy
California courts do not recognize at-will termination as valid when an employee is fired for refusing to engage in unlawful conduct or for upholding public policy. Employers who violate these principles may be liable for wrongful termination.
Employees cannot be dismissed for exercising their legal rights, such as requesting family or medical leave or fulfilling jury duty obligations. If an employer terminates a worker for these reasons, they may be subject to legal consequences.
Additional Employee Protections Under the Law in San Diego
Family and Medical Leave
Employees have the legal right to take family or medical leave without the risk of losing their jobs. Under California’s Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA), employers are prohibited from terminating workers for exercising this right.Wage and Hour Protection
Under state wage and hour laws, employers cannot retaliate against employees who exercise their rights by filing claims for minimum wage violations, unpaid overtime, or withheld benefits. Such actions are protected under employment law.Workplace Conditions Protections
California law strictly prohibits employers from retaliating against workers who report hazardous conditions or workplace violations to the California Occupational Safety and Health Administration (CalOSHA). Any act of retaliation, including unlawful termination, can result in legal consequences for the employer.
Do You Have a Wrongful Termination Case?
If you have experienced any of the violations listed above in San Diego, you may have a strong case for wrongful termination. However, proving wrongful termination requires legal evidence demonstrating that your dismissal was unlawful—meaning it violated protected employment rights through discrimination, retaliation, or other illegal means.
Employees facing wrongful termination have legal avenues to seek justice and compensation. Losing your job, or working under conditions where termination feels imminent, can have severe consequences for your emotional, financial, and overall well-being.
The Law Office of Fahim Rahman is prepared to evaluate your claim, guide you through the next legal steps, and advocate for your rights in court. Employers rely on skilled attorneys to protect their interests—you deserve equally powerful legal representation.
Call us today to take the first step toward holding your employer accountable.