Wrongful Termination Lawyer in San Diego

When a firing is legally 'wrongful'

The question is never whether the termination felt unfair — it is whether the motivating reason was one the law prohibits. Common unlawful reasons include:

• Discrimination based on race, sex, sexual orientation, national origin, religion, age, disability, or medical condition
• Retaliation for reporting harassment, discrimination, wage theft, or unsafe conditions
• Retaliation for taking protected leave under the FMLA or the California Family Rights Act
• Failure to accommodate a disability or pregnancy, followed by termination
• Whistleblower retaliation under Labor Code §1102.5
• Constructive discharge — conditions made so intolerable that resigning was the only option
• Termination in breach of a written or implied employment contract

Evidence that matters in a California termination case

Employers rarely state an unlawful reason out loud. Cases are usually built from timing and inconsistency: a complaint followed weeks later by discipline, a shifting explanation for the firing, performance reviews that were strong until they suddenly were not, or comparators who did the same thing and kept their jobs.

• Written performance reviews, warnings, and your personnel file
• Emails, texts, and Slack messages around the complaint and the termination
• The stated reason for termination and any later changes to it
• Comparison to how other employees were treated for the same conduct
• Medical documentation and accommodation requests, where relevant

Deadlines you cannot afford to miss

Most California discrimination and retaliation claims require an administrative filing with the Civil Rights Department (CRD) or the EEOC before a lawsuit can proceed, and each claim carries its own limitations period. Some claims run much shorter than the general rule. Speaking with an attorney early preserves options that expire quietly.

What we recover

• Lost wages and benefits, past and future
• Emotional distress damages
• Attorneys' fees and costs where the statute provides them
• Punitive damages in cases of malice, oppression, or fraud

Working with our firm

Ingrid Rainey has tried employment and business cases to verdict, including a $20.7 million jury verdict. That trial record matters in negotiation: employers and their insurers evaluate cases differently when the lawyer across the table is prepared to try one. Consultations are confidential.