Executive Level Wrongful Termination Attorneys in Long Beach, California
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 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.
Rise Law Firm represents employees who live or work in Long Beach. Long Beach employers range from the Port of Long Beach and the logistics companies that serve it to hospitals, schools, aerospace companies and the City of Long Beach itself, and the same California protections apply to all of them. If your employer is a public agency, such as the City or the school district, a government claim may be due within six months, so it is especially important to act quickly.
What are the most common executive wrongful termination claims?
- 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.
What happens to my bonus, commissions and equity if I am fired?
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.
Is my non-compete agreement enforceable in California?
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.
What should an executive do after being terminated?
- 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.
- Write down 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.
Should I sign the severance agreement my employer offered?
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.
Will my employer pay my legal costs if I am sued because of my job?
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.
How long do I have to bring a claim?
| Claim | Deadline |
|---|---|
| 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.
What compensation can an executive recover?
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
Why executives choose Rise Law Firm
- Experience with senior executives. We are well known for handling high-profile cases involving executive-level employees, and have recovered millions of dollars for our clients. See our case results. Past results do not guarantee a similar outcome in any future case.
- Harvard educated lawyers trained at national law firms. Managing Partner Eliot J. Rushovich, a graduate of Harvard College and Harvard Law School, began his career in corporate transactions at O’Melveny & Myers LLP, which gives him a working knowledge of executive compensation and deal documents. Partner Lisa M. Watanabe-Peagler practiced in the Labor and Employment group at Epstein Becker & Green, P.C., where she represented employers.
- Recognized by our peers. 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.
- We represent employees only. We never represent employers.
Contact our Long Beach executive wrongful termination lawyers
Call (310) 728-6588 or contact us online to request a free, confidential consultation. We represent executives who live or work in Long Beach from our office at 8383 Wilshire Boulevard, Suite 800, Beverly Hills, CA 90211. Consultations are by appointment.
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