{"id":2757,"date":"2020-12-21T12:59:00","date_gmt":"2020-12-21T19:59:00","guid":{"rendered":"https:\/\/www.riselawfirm.com\/?page_id=2757"},"modified":"2026-11-04T08:19:23","modified_gmt":"2026-11-04T15:19:23","slug":"despido-injustificado-abogado-de-nivel-ejecutivo-de-los-angeles","status":"publish","type":"page","link":"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/","title":{"rendered":"Abogado de despido injustificado de ejecutivos en Los \u00c1ngeles y Beverly Hills, CA"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#Can_a_senior_executive_sue_for_wrongful_termination_in_California\" >Can a senior executive sue for wrongful termination in California?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#What_are_the_most_common_executive_wrongful_termination_claims\" >What are the most common executive wrongful termination claims?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#What_happens_to_my_bonus_commissions_and_equity_if_I_am_fired\" >What happens to my bonus, commissions and equity if I am fired?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#Is_my_non-compete_agreement_enforceable_in_California\" >Is my non-compete agreement enforceable in California?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#What_should_an_executive_do_after_being_terminated\" >What should an executive do after being terminated?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#Should_I_sign_the_severance_agreement_my_employer_offered\" >Should I sign the severance agreement my employer offered?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#Will_my_employer_pay_my_legal_costs_if_I_am_sued_because_of_my_job\" >Will my employer pay my legal costs if I am sued because of my job?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#How_long_do_I_have_to_bring_a_claim\" >How long do I have to bring a claim?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#What_compensation_can_an_executive_recover\" >What compensation can an executive recover?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#Why_executives_choose_Rise_Law_Firm\" >Why executives choose Rise Law Firm<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/#Contact_our_executive_wrongful_termination_lawyers\" >Contact our executive wrongful termination lawyers<\/a><\/li><\/ul><\/nav><\/div>\n\n<div class=\"rlfp\">\n<p><em>Reviewed by <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, Managing Partner, Rise Law Firm, PC. Last updated October 2026.<\/em><\/p>\n<div class=\"rlfp-band rlfp-light\"><div class=\"rlfp-intro\"><div class=\"rlfp-intro-text\"><h2><span class=\"ez-toc-section\" id=\"Can_a_senior_executive_sue_for_wrongful_termination_in_California\"><\/span>Can a senior executive sue for wrongful termination in California?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Yes. Executives in California are usually employed at will, but an employer still may not fire an executive for a discriminatory or retaliatory reason or in breach of an employment agreement. Executive terminations often involve more than lost salary: bonuses, equity, deferred compensation and reputation are also at stake. Rise Law Firm represents executives, physicians and other senior professionals, and handles these cases on a contingency basis, so you pay no fees or costs unless we recover compensation for you.<\/p><p>If you are a senior executive and believe you were terminated unlawfully, call <a href=\"tel:+13107286588\">(310) 728-6588<\/a> or <a href=\"\/contact\/\">contact us<\/a> to request a free, confidential consultation.<\/p><\/div><div class=\"rlfp-intro-art\"><svg role=\"img\" aria-label=\"\" viewBox=\"0 0 360 300\"><path class=\"d\" pathLength=\"1\" d=\"M20 260 H340\" stroke=\"#9AA4B1\" stroke-width=\"2\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M180 60 V240 M120 240 H240 M80 95 H280\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M90 95 L60 170 H120 Z M270 95 L240 170 H300 Z\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><\/div><\/div><\/div>\n<div class=\"rlfp-sec\"><img loading=\"lazy\" decoding=\"async\" class=\" wp-image-7436 aligncenter\" src=\"https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Wrongful-Termination-Lawyer-300x187.jpg\" alt=\"Wrongful Termination Lawyer\" width=\"640\" height=\"399\" srcset=\"https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Wrongful-Termination-Lawyer-300x187.jpg 300w, https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Wrongful-Termination-Lawyer.jpg 749w\" sizes=\"auto, (max-width: 640px) 85vw, 640px\" \/><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_are_the_most_common_executive_wrongful_termination_claims\"><\/span>What are the most common executive wrongful termination claims?<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"rlfp-grid\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Breach of an employment agreement.<\/p><p>A written, oral or implied agreement can limit an employer&#8217;s right to terminate, for example by requiring good cause, a notice period, or a fixed term. Many executive agreements also define &#8220;cause&#8221; narrowly and require the employer to follow specific steps before terminating.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 V56 M18 56 H46 M12 18 H52\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M12 18 L4 36 H20 Z M52 18 L44 36 H60 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-ct\">Discrimination.<\/p><p>Age discrimination is especially common in executive terminations, but the Fair Employment and Housing Act also prohibits termination based on race, sex, gender identity, sexual orientation, national origin, religion, disability, medical condition, pregnancy, and other protected characteristics. See our page on <a href=\"\/los-angeles-wrongful-termination-attorney\/\">wrongful termination<\/a>.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M16 12 H48 V56 H16 Z M26 8 H38 V16 H26 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M24 30 H40 M24 39 H40 M24 48 H33\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Retaliation and whistleblowing.<\/p><p>Executives are often the ones who raise compliance, accounting or safety concerns. Termination after doing so may be unlawful under Labor Code section 1102.5, the Sarbanes-Oxley Act, or other laws. See our pages on <a href=\"\/los-angeles-retaliation-attorney\/\">retaliation<\/a> and <a href=\"\/los-angeles-whistleblowing-attorney\/\">whistleblower claims<\/a>.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M10 16 H54 V54 H10 Z M10 26 H54 M22 10 V20 M42 10 V20\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M20 36 H28 M36 36 H44 M20 45 H28\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Fraudulent inducement.<\/p><p>An employer may be liable for false promises made to persuade an executive to accept a position or relocate (Labor Code section 970).<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M8 24 L32 10 L56 24 Z M14 28 V50 M26 28 V50 M38 28 V50 M50 28 V50\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M6 54 H58\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Protected leave.<\/p><p>Termination during or after medical or family leave may violate the California Family Rights Act. See our page on <a href=\"\/los-angeles-family-medical-leave-act-attorney\/\">family and medical leave<\/a>.<\/p><\/div><\/div><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_happens_to_my_bonus_commissions_and_equity_if_I_am_fired\"><\/span>What happens to my bonus, commissions and equity if I am fired?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>It depends on the terms of your agreement and the plan documents. Under California law, earned wages, including earned bonuses and commissions, must be paid at the time of termination. If an employer willfully fails to pay them, it may owe a penalty of up to 30 days&#8217; wages (Labor Code sections 201 and 203). For executives, that penalty alone can be substantial. Equity and deferred compensation are governed by the plan documents, which determine what vests and what is forfeited at termination. We review these documents as part of every executive matter.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Is_my_non-compete_agreement_enforceable_in_California\"><\/span>Is my non-compete agreement enforceable in California?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>In most cases, no. California law makes non-compete agreements void, with narrow exceptions for the sale or dissolution of a business (Business and Professions Code sections 16600 through 16602.5). Since 2024, a non-compete is unenforceable in California regardless of where it was signed, and an employer that tries to enforce one may be liable to the employee. Non-solicitation of employees and similar restrictions are often unenforceable as well. Confidentiality obligations and trade secret protections still apply.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_should_an_executive_do_after_being_terminated\"><\/span>What should an executive do after being terminated?<span class=\"ez-toc-section-end\"><\/span><\/h2><ol class=\"rlfp-ol\">\n<li>Do not sign a separation agreement or release until you have had it reviewed, if you believe the termination was unlawful. A release usually gives up every claim you have.<\/li>\n<li>Gather your employment agreement, offer letter, bonus and equity plan documents, and any amendments.<\/li>\n<li>Keep track of the timeline: when concerns were raised, what was said, and the reasons you were given.<\/li>\n<li>Keep documents you are lawfully entitled to have. Do not take confidential company information or trade secrets.<\/li>\n<li>Request your personnel file and payroll records (Labor Code sections 1198.5 and 226).<\/li>\n<li>Speak with an employment lawyer promptly. Some deadlines are short, and agreements may contain notice or arbitration requirements.<\/li>\n<\/ol><\/div>\n<div class=\"rlfp-cta\"><p>Recognize your situation? Tell us what happened.<\/p><a class=\"rlfp-btn rlfp-btn-navy\" href=\"\/contact\/\">Request a free consultation<\/a><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Should_I_sign_the_severance_agreement_my_employer_offered\"><\/span>Should I sign the severance agreement my employer offered?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Not before you understand what you are giving up. Executive severance agreements usually require a broad release of claims, and often add non-disparagement, cooperation and confidentiality terms. If you believe your termination was unlawful, contact us before you sign. We represent executives on a contingency basis in claims against employers that have broken the law or breached their agreements. We do not review or negotiate severance agreements where there is no underlying legal claim.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Will_my_employer_pay_my_legal_costs_if_I_am_sued_because_of_my_job\"><\/span>Will my employer pay my legal costs if I am sued because of my job?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>California law generally requires employers to indemnify employees for necessary expenditures incurred in carrying out their job duties, including the cost of defending lawsuits based on work done within the scope of employment (Labor Code section 2802). Executives may also be covered by indemnification agreements, bylaws, or directors and officers insurance.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"How_long_do_I_have_to_bring_a_claim\"><\/span>How long do I have to bring a claim?<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"rlfp-table\"><table>\n<thead><tr><th>Claim<\/th><th>Deadline<\/th><\/tr><\/thead>\n<tbody>\n<tr><td>Breach of a written employment agreement<\/td><td>4 years<\/td><\/tr>\n<tr><td>Breach of an oral or implied agreement<\/td><td>2 years<\/td><\/tr>\n<tr><td>Fraud or fraudulent inducement<\/td><td>3 years from discovery<\/td><\/tr>\n<tr><td>Unpaid wages, bonuses or commissions<\/td><td>3 years<\/td><\/tr>\n<tr><td>Discrimination or retaliation under FEHA<\/td><td>3 years to file with the California Civil Rights Department, then 1 year after a right-to-sue notice<\/td><\/tr>\n<tr><td>Whistleblower retaliation under Labor Code section 1102.5<\/td><td>3 years<\/td><\/tr>\n<tr><td>Wrongful termination in violation of public policy<\/td><td>2 years<\/td><\/tr>\n<tr><td>Sarbanes-Oxley retaliation<\/td><td>180 days to file a complaint with OSHA<\/td><\/tr>\n<\/tbody>\n<\/table><\/div>\n<p>These are general rules, and an arbitration clause or other contract terms may change the process. Contact us as early as possible so that no deadline is missed.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_compensation_can_an_executive_recover\"><\/span>What compensation can an executive recover?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Depending on the claim, an executive may recover:<\/p>\n<ul class=\"rlfp-list\">\n<li>Lost salary, including any contractual salary continuation<\/li>\n<li>Earned but unpaid bonuses and commissions, and incentive compensation owed under your agreement<\/li>\n<li>The value of lost equity, including stock options, restricted stock and RSUs<\/li>\n<li>Lost benefits and deferred compensation<\/li>\n<li>Waiting-time penalties for unpaid earned wages<\/li>\n<li>Losses caused by a fraudulent recruitment, such as relocation costs<\/li>\n<li>Damages for emotional distress and harm to reputation, in tort claims<\/li>\n<li>Punitive damages when the employer acted with malice, oppression or fraud<\/li>\n<li>Attorney&#8217;s fees and costs under FEHA and certain other statutes<\/li>\n<\/ul><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Why_executives_choose_Rise_Law_Firm\"><\/span>Why executives choose Rise Law Firm<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 a24 24 0 1 0 0.01 0 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M32 18 V32 L42 38\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Experience with senior executives.<\/p><p>We are well known for handling high-profile cases involving executive-level employees, and have recovered millions of dollars for our clients. See our <a href=\"\/results\/\">case results<\/a>. Past results do not guarantee a similar outcome in any future case.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Harvard educated lawyers trained at national law firms.<\/p><p>Managing Partner <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, a graduate of Harvard College and Harvard Law School, began his career in corporate transactions at O&#8217;Melveny &amp; Myers LLP, which gives him a working knowledge of executive compensation and deal documents. Partner <a href=\"\/lisa-watanabe-peagler\/\">Lisa M. Watanabe-Peagler<\/a> practiced in the Labor and Employment group at Epstein Becker &amp; Green, P.C., where she represented employers.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 V56 M18 56 H46 M12 18 H52\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M12 18 L4 36 H20 Z M52 18 L44 36 H60 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-ct\">Recognized by our peers.<\/p><p>Eliot J. Rushovich and Lisa M. Watanabe-Peagler have each been selected to Southern California Super Lawyers for 2022 through 2027. Mr. Rushovich holds an AV Preeminent Peer Review Rating from Martindale-Hubbell.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M16 12 H48 V56 H16 Z M26 8 H38 V16 H26 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M24 30 H40 M24 39 H40 M24 48 H33\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">We represent employees only.<\/p><p>We never represent employers.<\/p><\/div><\/div>\n<p>Executives 40 and older who were replaced by younger employees may also have age discrimination claims. Read more on our <a href=\"\/los-angeles-age-discrimination-lawyer\/\">age discrimination page<\/a>. If you live or work in Long Beach, see our <a href=\"\/long-beach-executive-level-wrongful-termination-lawyer\/\">Long Beach executive wrongful termination page<\/a>. For an overview of the cases we handle, see our <a href=\"\/los-angeles-employment-lawyer\/\">Los Angeles employment lawyer page<\/a>.<\/p>\n<p>If you work or worked for a technology company or startup, see our page for <a href=\"\/tech-industry-employment-lawyer\/\">tech industry employees<\/a>.<\/p>\n<p>If you work or worked at a studio, network, production company, agency or other entertainment company, see our page for <a href=\"\/entertainment-industry-employment-lawyer\/\">entertainment industry employees<\/a>.<\/p><\/div>\n<div class=\"rlfp-band rlfp-light\"><h2><span class=\"ez-toc-section\" id=\"Contact_our_executive_wrongful_termination_lawyers\"><\/span>Contact our executive wrongful termination lawyers<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Call <a href=\"tel:+13107286588\">(310) 728-6588<\/a> or <a href=\"\/contact\/\">contact us online<\/a> to request a free, confidential consultation. Our office is at 8383 Wilshire Boulevard, Suite 800, Beverly Hills, CA 90211. Consultations are by appointment, and we represent executives throughout Los Angeles County and Southern California.<\/p>\n<p><strong>Related articles<\/strong><\/p>\n<ul class=\"rlfp-list\">\n<li><a href=\"\/when-can-you-sue-an-employer-for-wrongful-termination\/\">When Can You Sue an Employer for Wrongful Termination?<\/a><\/li>\n<li><a href=\"\/what-are-the-risks-of-paying-employees-in-cryptocurrency-eliot-rushovich-analyzes-the-issue-in-a-feature-article-in-the-california-daily-journal\/\">What Are the Risks of Paying Employees in Cryptocurrency? Firm Partner Eliot Rushovich Analyzes the Issue<\/a><\/li>\n<\/ul><\/div>\n<\/div>\n<script type=\"application\/ld+json\">\n{\n \"@context\": \"https:\/\/schema.org\",\n \"@type\": \"FAQPage\",\n \"mainEntity\": [\n  {\n   \"@type\": \"Question\",\n   \"name\": \"Can a senior executive sue for wrongful termination in California?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Yes. Executives in California are usually employed at will, but an employer still may not fire an executive for a discriminatory or retaliatory reason or in breach of an employment agreement. Executive terminations often involve more than lost salary: bonuses, equity, deferred compensation and reputation are also at stake. Rise Law Firm represents executives, physicians and other senior professionals, and handles these cases on a contingency basis, so you pay no fees or costs unless we recover compensation for you. If you are a senior executive and believe you were terminated unlawfully, call (310) 728-6588 or contact us to request a free, confidential consultation.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What are the most common executive wrongful termination claims?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Breach of an employment agreement. A written, oral or implied agreement can limit an employer's right to terminate, for example by requiring good cause, a notice period, or a fixed term. Many executive agreements also define \\\"cause\\\" narrowly and require the employer to follow specific steps before terminating. Discrimination. Age discrimination is especially common in executive terminations, but the Fair Employment and Housing Act also prohibits termination based on race, sex, gender identity, sexual orientation, national origin, religion, disability, medical condition, pregnancy, and other protected characteristics. See our page on wrongful termination. Retaliation and whistleblowing. Executives are often the ones who raise compliance, accounting or safety concerns. Termination after doing so may be unlawful under Labor Code section 1102.5, the Sarbanes-Oxley Act, or other laws. See our pages on retaliation and whistleblower claims. Fraudulent inducement. An employer may be liable for false promises made to persuade an executive to accept a position or relocate (Labor Code section 970). Protected leave. Termination during or after medical or family leave may violate the California Family Rights Act. See our page on family and medical leave.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What happens to my bonus, commissions and equity if I am fired?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"It depends on the terms of your agreement and the plan documents. Under California law, earned wages, including earned bonuses and commissions, must be paid at the time of termination. If an employer willfully fails to pay them, it may owe a penalty of up to 30 days' wages (Labor Code sections 201 and 203). For executives, that penalty alone can be substantial. Equity and deferred compensation are governed by the plan documents, which determine what vests and what is forfeited at termination. We review these documents as part of every executive matter.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"Is my non-compete agreement enforceable in California?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"In most cases, no. California law makes non-compete agreements void, with narrow exceptions for the sale or dissolution of a business (Business and Professions Code sections 16600 through 16602.5). Since 2024, a non-compete is unenforceable in California regardless of where it was signed, and an employer that tries to enforce one may be liable to the employee. Non-solicitation of employees and similar restrictions are often unenforceable as well. Confidentiality obligations and trade secret protections still apply.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What should an executive do after being terminated?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Do not sign a separation agreement or release until you have had it reviewed, if you believe the termination was unlawful. A release usually gives up every claim you have. Gather your employment agreement, offer letter, bonus and equity plan documents, and any amendments. Keep track of the timeline: when concerns were raised, what was said, and the reasons you were given. Keep documents you are lawfully entitled to have. Do not take confidential company information or trade secrets. Request your personnel file and payroll records (Labor Code sections 1198.5 and 226). Speak with an employment lawyer promptly. Some deadlines are short, and agreements may contain notice or arbitration requirements.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"Should I sign the severance agreement my employer offered?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Not before you understand what you are giving up. Executive severance agreements usually require a broad release of claims, and often add non-disparagement, cooperation and confidentiality terms. If you believe your termination was unlawful, contact us before you sign. We represent executives on a contingency basis in claims against employers that have broken the law or breached their agreements. We do not review or negotiate severance agreements where there is no underlying legal claim.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"Will my employer pay my legal costs if I am sued because of my job?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"California law generally requires employers to indemnify employees for necessary expenditures incurred in carrying out their job duties, including the cost of defending lawsuits based on work done within the scope of employment (Labor Code section 2802). Executives may also be covered by indemnification agreements, bylaws, or directors and officers insurance.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"How long do I have to bring a claim?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Breach of a written employment agreement: 4 years. Breach of an oral or implied agreement: 2 years. Fraud or fraudulent inducement: 3 years from discovery. Unpaid wages, bonuses or commissions: 3 years. Discrimination or retaliation under FEHA: 3 years to file with the California Civil Rights Department, then 1 year after a right-to-sue notice. Whistleblower retaliation under Labor Code section 1102.5: 3 years. Wrongful termination in violation of public policy: 2 years. Sarbanes-Oxley retaliation: 180 days to file a complaint with OSHA. These are general rules, and an arbitration clause or other contract terms may change the process. Contact us as early as possible so that no deadline is missed.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What compensation can an executive recover?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Depending on the claim, an executive may recover: Lost salary, including any contractual salary continuation Earned but unpaid bonuses and commissions, and incentive compensation owed under your agreement The value of lost equity, including stock options, restricted stock and RSUs Lost benefits and deferred compensation Waiting-time penalties for unpaid earned wages Losses caused by a fraudulent recruitment, such as relocation costs Damages for emotional distress and harm to reputation, in tort claims Punitive damages when the employer acted with malice, oppression or fraud Attorney's fees and costs under FEHA and certain other statutes\"\n   }\n  }\n ]\n}\n<\/script>\n","protected":false},"excerpt":{"rendered":"<p>Reviewed by Eliot J. Rushovich, Managing Partner, Rise Law Firm, PC. Last updated October 2026. Can a senior executive sue for wrongful termination in California? Yes. Executives in California are usually employed at will, but an employer still may not fire an executive for a discriminatory or retaliatory reason or in breach of an employment&#8230; <a href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-executive-level-wrongful-termination-lawyer\/\">read more<\/a><\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-2757","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Executive Wrongful Termination Attorney Los Angeles<\/title>\n<meta name=\"description\" content=\"Our Los Angeles &amp; Beverly Hills executive-level wrongful termination attorneys represent business executives who have been wrongfully terminated.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.riselawfirm.com\/es\/despido-injustificado-abogado-de-nivel-ejecutivo-de-los-angeles\/\" \/>\n<meta property=\"og:locale\" content=\"es_MX\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Executive Wrongful Termination Attorney Los Angeles\" \/>\n<meta property=\"og:description\" content=\"Our Los Angeles &amp; 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