I was an at-will employee. Can I still have a wrongful termination case?

Yes. At-will employment never allows firing for an illegal reason such as discrimination, retaliation, pregnancy, protected medical leave, or whistleblowing.

Will my employer find out I submitted a case review?

No. Your submission is private, your employer is not contacted, and retaliation for asserting workplace rights is illegal in California.

California Employment Law · Free Case Evaluation

Fired, harassed, or cheated out of pay?
California law is on your side.

Q: I signed an arbitration agreement. Can I still bring a claim?

Often yes. Arbitration generally changes where a claim is decided, not whether you have one, and California courts decline to enforce agreements that are unconscionable or improperly presented.

Find out in about 60 seconds whether you may have a case — free, confidential, and no fee unless you win.

Maria · Case Review Team Answer a few quick questions and we’ll tell you if you may have a case. Free, confidential, about 60 seconds.

Confidential Case Evaluation Free · No obligation

No fee unless you win Private & secure Reviewed by a CA law firm

Your information is private and protected. We’ll only contact you about your case — no spam, no obligation.

Prefer to talk it through? Call (510) 470-6007

No fee unless you win 100% confidential Free review in 60 seconds Reviewed by a California law firm Se habla español Your employer is never contacted

You have rights — even if you were “at-will”

Did any of this happen to you?

Tap everything that applies. Most workers who contact us had no idea their situation was illegal until an attorney looked at it.

Select anything above — or skip straight to the free review.

Start My Free Case Review

Selecting an item doesn’t submit anything or create an attorney–client relationship. It just helps you see what to raise.

The numbers that decide your claim

Four numbers most California workers never hear

5

employees is all it takes for California’s discrimination law to apply — and just one for harassment.

8

hours in a day before overtime starts in California — not just 40 in a week. Past 12, it doubles.

1^hr

of extra pay owed for each day you were denied a meal break — and again for rest breaks.

3^yrs

is the usual window to file most discrimination complaints with the state — but other deadlines run far sooner.

General information about California law, current as of 2026. Thresholds, exceptions and deadlines vary by claim and employer — this is not legal advice about your situation.

The law is more on your side than you think

California protects workers further than federal law does

You don’t need to prove your case to ask a question. These are the laws that decide whether what happened to you was legal.

FEHA · Gov. Code §12940

Discrimination & harassment

California’s Fair Employment and Housing Act reaches employers with as few as 5 employees — just one for harassment — and covers age, race, sex, gender identity, disability, religion, national origin, pregnancy and medical condition.

Labor Code §1102.5

Whistleblower retaliation

If you reported something you reasonably believed was illegal — to a supervisor, an agency, or anyone with authority to fix it — retaliation is unlawful. You do not have to be proven right about the violation.

Labor Code §§510, 226.7, 512

Overtime, meal & rest breaks

Overtime starts after 8 hours in a day, not just 40 in a week, and doubles past 12. Every missed meal or rest break owes you an extra hour of pay, and late final wages can trigger waiting-time penalties.

FEHA · Gov. Code §12940(m)

Disability accommodation

Your employer must engage in a good-faith interactive process about accommodating a disability. Skipping that conversation is its own separate violation — even if they later argue no accommodation was possible.

CFRA · Gov. Code §12945.2

Family & medical leave

CFRA covers employers with 5 or more employees and protects up to 12 weeks of job-protected leave — for your own condition, a family member’s, or bonding with a new child. Punishing you for taking it is unlawful.

Labor Code §226.8 · AB 5

Misclassification

Calling you a “contractor,” a “manager,” or paying a salary does not settle the question. California applies the ABC test — and a wrong label can mean years of unpaid overtime and penalties owed to you.

General information about California law, current as of 2026 — not legal advice, and not a statement about your specific situation. Exceptions, thresholds and deadlines vary. Only a licensed attorney reviewing your facts can tell you what applies to you.

See Which Laws May Apply To Me

Simple, fast, and private

How your free case review works

1.

Answer a few questions

Tell us what happened at work — about 60 seconds, completely confidential. No documents needed to start.

2.

Get a free attorney review

If your situation qualifies, an experienced California employment law firm reviews your case and explains your options in plain English — free.

3.

Pay nothing unless you win

If the firm takes your case, they work on contingency. No hourly fees, no retainers, no surprise bills. They only get paid if you do.

What compensation can include

California lets workers recover more than lost pay

Lost wages and future lost earnings
Emotional distress damages
Unpaid wages, overtime, and break-time penalties
Statutory penalties owed under the Labor Code
In egregious cases, punitive damages

What’s available depends entirely on the claim and the facts. This is not a promise of any recovery — an attorney can tell you what actually applies to your situation.

Deadlines are shorter than you think

California sets strict time limits on employment claims, and some run in months rather than years. Emails, schedules and witness memories fade just as fast. Waiting is the most common reason strong cases are lost.

Start My Free Case Check

Or call (510) 470-6007 — it’s free.

Illustration only. The dial does not reflect any deadline in your case.

You’re not alone — and you’re probably not overreacting

The four reasons people wait too long

Most workers who finally call say the same thing: “I wish I’d done this a year ago.” Here’s what held them back.

“I can’t afford a lawyer”

“I looked up hourly rates and closed the tab.”

Employment cases are typically handled on contingency — no retainer, no hourly bill, and no invoice if the case doesn’t recover anything. The review itself costs nothing either way.

“It wasn’t bad enough”

“Other people have it worse. I don’t want to overreact.”

The legal test isn’t how dramatic it felt — it’s whether a law was broken. Plenty of real claims start with someone saying “this is probably nothing.” A free review settles it in one conversation.

“They’ll find out and fire me”

“I still work there. I can’t risk my job.”

Your submission is confidential — your employer is not contacted and not notified. Retaliating against you for consulting a lawyer or asserting your rights is itself illegal in California.

“I signed something”

“There was paperwork at hire. I think I gave up my rights.”

Many workplace clauses are unenforceable in California, and an arbitration agreement changes where a claim is heard — not whether you have one. Bring the document; it takes minutes to check.

Check My Case — Free

About 60 seconds. No cost. No obligation.

Straight answers

Questions California workers ask most

How much does it cost to talk to an employment lawyer?

Nothing. The case review is free, and employment cases are typically taken on contingency — meaning no fees unless money is recovered for you. Court costs and case expenses are handled as described in the firm’s written retainer agreement.

I was an “at-will” employee. Can I still have a case?

Yes. At-will employment means you can be let go for many reasons — but never for an illegal one. Firing someone because of discrimination, retaliation, pregnancy, protected medical leave, whistleblowing, or reporting harassment is unlawful in California regardless of at-will status.

How long do I have to file an employment claim in California?

It depends on the claim. Most discrimination complaints go to the Civil Rights Department within three years, while other deadlines — including some government-employer claims — run in months. Because the windows vary and evidence fades, the safest move is to have your situation reviewed promptly.

Will my employer find out I submitted this form?

No. Your submission is private, your employer is not contacted, and the information is used only to review your potential case. It is also illegal for an employer to retaliate against you for consulting a lawyer or asserting your workplace rights.

I still work there. Should I wait until I quit or get fired?

Don’t wait. Understanding your rights while still employed often puts you in a much stronger position — and an attorney can advise you on documenting what’s happening before evidence disappears.

I signed an arbitration agreement. Is it over?

Not necessarily. Arbitration generally changes where your claim is decided, not whether you have one, and California courts decline to enforce agreements that are unconscionable or improperly presented. Have the document reviewed rather than assuming.

What is my case worth?

Nobody can answer that honestly without the facts, and anyone who quotes you a number up front should be treated with caution. Depending on the claim, California workers may recover lost wages, unpaid overtime and penalties, emotional distress damages, and in some cases punitive damages. A free review is the fastest way to understand your options.

Get My Free Case Review

California employment attorneys, protecting workers statewide

If you’re searching for a California employment lawyer, chances are something serious happened at work. Maybe you were fired days after reporting harassment. Maybe your paychecks never included the overtime you actually worked. Maybe a manager’s “jokes” crossed the line long ago. Whatever brought you here, California law is on your side — the Fair Employment and Housing Act (FEHA), the California Labor Code, and the state’s whistleblower statutes give workers some of the strongest protections in the country, often reaching well beyond federal law.

Cases our network of California employment attorneys handles

Free case reviews are available for wrongful termination, workplace discrimination (age, race, gender, disability, religion, national origin, sexual orientation and pregnancy discrimination), sexual harassment and hostile work environment claims, workplace retaliation and whistleblower cases, unpaid wages and overtime, missed meal and rest breaks, employee misclassification, and failure to accommodate a disability or protected medical leave (FMLA/CFRA).

Serving workers across California

Whether you work in Los Angeles, San Diego, San Francisco, Sacramento, San Jose, Orange County, the Inland Empire, Fresno, Oakland, Bakersfield, or anywhere else in California, you can request a free, confidential case evaluation online in about 60 seconds — or call (510) 470-6007. There are no upfront costs and no fee unless you win.

Why acting quickly matters

Employment claims in California are governed by strict statutes of limitations. Some administrative deadlines arrive within months, and key evidence — schedules, texts, emails, witness memories — degrades quickly. Speaking with an employment attorney in California early costs you nothing and protects everything.

Sponsoring law firm
Hillguard Injury & Employment Lawyers · David E. Jacobson, Esq. · California State Bar No. 292067
15260 Ventura Blvd., Suite 1200, Sherman Oaks, CA 91403 · Serving employees throughout California

ATTORNEY ADVERTISING. This advertisement is brought to you by David E. Jacobson, Esq. (SBN 292067) of Hillguard Injury & Employment Lawyers, located at 15260 Ventura Blvd., Suite 1200, Sherman Oaks, CA 91403. Hillguard provides legal representation to employees throughout California and is responsible for the content of this advertisement.

The information on this page is for general informational purposes only and is not legal advice. No attorney–client relationship is formed by using this site, submitting the form, or calling. An attorney–client relationship is created only by a signed written agreement with the law firm. Every case is different and must be evaluated on its own facts; no outcome is promised or guaranteed.

LegalFavor.com is a legal advertising and marketing service. It is not a law firm or a lawyer referral service and does not provide legal advice. If you qualify, your information will be shared with the sponsoring law firm identified above for a free consultation. “No fee unless you win” refers to contingency-fee representation; court costs and other case expenses may apply as described in the firm’s retainer agreement.

Fired, harassed, or cheated out of pay? California law is on your side.