{"id":8350,"date":"2026-11-06T20:43:57","date_gmt":"2026-11-07T03:43:57","guid":{"rendered":"https:\/\/www.riselawfirm.com\/san-diego-wrongful-termination-lawyer\/"},"modified":"2026-11-12T19:34:27","modified_gmt":"2026-11-13T02:34:27","slug":"abogado-de-despido-injustificado-en-san-diego","status":"publish","type":"page","link":"https:\/\/www.riselawfirm.com\/es\/san-diego-wrongful-termination-lawyer\/","title":{"rendered":"Abogado de despido injustificado en San Diego"},"content":{"rendered":"\n
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Reviewed by Eliot J. Rushovich<\/a>, Managing Partner, Rise Law Firm, PC. Last updated November 2026.<\/em><\/p>\n

Can I sue for wrongful termination in California?<\/h2>

Yes, you can sue for wrongful termination in California. Although California is an at-will employment state, an employer may not fire you for an illegal reason, such as discrimination, retaliation for reporting misconduct or taking protected leave, or a reason that violates public policy. Rise Law Firm represents employees only, never employers, and handles wrongful termination cases on a contingency basis, so you pay no fees or costs unless we recover compensation for you.<\/p>

If you were recently fired, call (310) 728-6588<\/a> or contact us<\/a> to request a free, confidential consultation. Strict deadlines apply, and some begin to run on the day of your termination.<\/p>

Rise Law Firm represents employees who live or work in San Diego County, from downtown, Sorrento Valley and UTC to Chula Vista, Oceanside, Escondido and El Cajon. San Diego employers range from biotech and technology companies to defense contractors, hospitals, hotels and resorts, and public agencies, and the same California protections apply to all of them. If your employer is a public agency, such as a city, the county or a school district, claims outside FEHA may require a government claim within six months, so it is especially important to act quickly.<\/p><\/div>

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What counts as wrongful termination in California?<\/h2>

A termination is wrongful when the real reason for it is one the law prohibits. The most common grounds are the following; the list is not exhaustive.<\/p>\n

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Discrimination.<\/p>

The California Fair Employment and Housing Act (FEHA) prohibits firing an employee because of race, color, religion, national origin, ancestry, sex, gender, gender identity or expression, sexual orientation<\/a>, pregnancy<\/a>, age (40 and over), physical or mental disability<\/a>, medical condition, genetic information, marital status, or military or veteran status. Federal law provides similar protections.<\/p><\/div>

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Retaliation.<\/p>

An employer may not fire you for reporting discrimination or harassment, reporting illegal conduct or unsafe conditions, complaining about unpaid wages, participating in an investigation, or refusing to take part in something unlawful. Learn more about retaliation claims<\/a>.<\/p><\/div>

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Protected leave and accommodation.<\/p>

Firing an employee for taking leave under the California Family Rights Act or the federal Family and Medical Leave Act<\/a>, taking pregnancy disability leave or sick leave<\/a>, or requesting a reasonable accommodation for a disability is unlawful.<\/p><\/div>

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Violation of public policy.<\/p>

California law protects employees who serve on a jury, take time off to vote, serve in the military reserve or National Guard, or exercise other legal rights.<\/p><\/div>

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Breach of contract.<\/p>

A written employment agreement, or an implied promise that you would be fired only for good cause, can limit an employer’s right to terminate. In some cases, an employer’s own written policies may support such a claim.<\/p><\/div><\/div><\/div>\n

Doesn’t at-will employment mean my employer can fire me for any reason?<\/h2>

No. At-will employment means an employer can end your employment without notice and for any lawful reason. It does not allow an employer to fire you for an illegal reason. Employers rarely state an illegal motive, so these cases often depend on the timing of the termination, inconsistent explanations, how other employees were treated, and documents such as performance reviews and emails. Investigating those facts is a central part of our work.<\/p><\/div>\n

What should I do right after I am fired?<\/h2>
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  1. Keep track of what happened, including dates, who was involved, what was said and the reason you were given.<\/li>\n
  2. Keep copies of documents you are lawfully entitled to have, such as your offer letter, performance reviews, pay records and termination notice. Do not take confidential company materials.<\/li>\n
  3. Request your personnel file and payroll records. California law gives you the right to request both (Labor Code sections 1198.5 and 226).<\/li>\n
  4. If you believe you were fired for an illegal reason, do not sign a severance agreement or release before speaking with an employment lawyer.<\/li>\n
  5. Speak with an employment lawyer promptly, because deadlines may already be running.<\/li>\n<\/ol><\/div>\n

    Should I sign a severance agreement?<\/h2>

    Not if you believe your termination was illegal and you have not yet spoken with an employment lawyer. Most severance agreements require you to release all claims against your employer, including wrongful termination claims you may not know you have, and a signed release generally ends those claims. If you were fired because of discrimination, retaliation, taking protected leave or another unlawful reason, contact us before you sign. Rise Law Firm represents employees on a contingency basis in claims against employers that have broken the law. We do not review or negotiate severance agreements where there is no underlying legal claim.<\/p><\/div>\n

    Recognize your situation? Tell us what happened.<\/p>Request a free consultation<\/a><\/div>\n

    How long do I have to file a wrongful termination claim?<\/h2>

    The deadline depends on the type of claim. The most common deadlines are below.<\/p>\n

    \n\n
    Claim<\/th>Deadline<\/th><\/tr><\/thead>\n
    Discrimination, harassment or retaliation under FEHA<\/td>3 years to file with the California Civil Rights Department, then 1 year after a right-to-sue notice to file a lawsuit<\/td><\/tr>\n
    Federal discrimination claims (Title VII, ADA, ADEA)<\/td>300 days to file a charge with the EEOC<\/a> (the deadline for California employees), then 90 days after a right-to-sue notice to file a lawsuit<\/td><\/tr>\n
    Wrongful termination in violation of public policy<\/td>2 years<\/td><\/tr>\n
    Whistleblower retaliation under Labor Code section 1102.5<\/td>3 years<\/td><\/tr>\n
    Breach of a written employment contract<\/td>4 years<\/td><\/tr>\n
    Breach of an oral or implied contract<\/td>2 years<\/td><\/tr>\n
    Defamation<\/td>1 year<\/td><\/tr>\n
    Claims against a public employer<\/td>Non-FEHA claims generally require a government claim within 6 months<\/td><\/tr>\n<\/tbody>\n<\/table><\/div>\n

    These are general rules, and the facts of your case can change them. Contact us as early as possible so that no deadline is missed. Our guide to wrongful termination deadlines in California<\/a> explains them in more detail.<\/p><\/div>\n

    What compensation can I recover?<\/h2>

    Depending on the claim, a wrongfully terminated employee may recover:<\/p>\n