At-will employment does not mean employment without limits. California law prohibits terminations that violate public policy, punish protected conduct or breach an implied promise of continued employment. And not every termination arrives as a pink slip — constructive discharge, where an employer creates intolerable working conditions designed to force a resignation, is treated as a wrongful termination under California law.
California Labor Code, the Fair Employment and Housing Act (FEHA) and federal employment law collectively establish a broad set of protections against wrongful discharge. An employer may generally terminate an employee for any reason or no reason — but not for an illegal reason.
For high-level executives, a termination is not just a loss of income — it is a reputational event that can impact your standing in the industry for years. Eagan Law scrutinizes every "For Cause" termination notice to ensure employers are not using pretextual justifications to avoid paying out earned bonuses, equity or severance. In mixed-motive terminations — where a lawful reason is used to disguise an unlawful one — we build the evidentiary record that exposes the true basis for the decision.
Wrongful termination claims arise in many contexts: retaliation for whistleblowing or reporting illegal activity, termination based on a protected characteristic such as race, gender or disability, violation of an implied contract not to terminate without good cause, and termination that violates a fundamental public policy of the state.
California's employee protections are among the strongest in the country. Eagan Law represents employees in wrongful termination claims with the same level of sophistication it brings to all its matters — and pursues every available remedy including reinstatement, back pay, front pay, emotional distress damages and, where appropriate, punitive damages.
Wrongful termination claims frequently arise alongside related employment claims — workplace discrimination where the termination was motivated by a protected characteristic, sexual harassment retaliation where the employee was fired for reporting misconduct, and wage and hour violations where the termination coincided with unpaid compensation. For senior executives, termination disputes also involve severance agreement negotiations that require immediate attention.
FEHA — Broader Than Federal Law
California's Fair Employment and Housing Act provides broader protections than federal Title VII — including coverage of employers with five or more employees, a longer filing deadline and a wider range of protected characteristics including gender identity and sexual orientation.
Tameny Claims — Public Policy Violations
Under Tameny v. Atlantic Richfield Co., 27 Cal. 3d 167 (1980), an employee terminated for refusing to violate the law or for performing a legally required duty may bring a tort claim — not just a contract claim — allowing recovery of emotional distress damages and punitive damages.
Three-Year FEHA Filing Deadline
Employees must file a complaint with the California Civil Rights Department (CRD) within three years of the discriminatory or retaliatory act before filing a civil lawsuit. Missing this administrative deadline can permanently bar the civil claim.