Schedule a consultation with a San Francisco wrongful termination lawyer at a firm trusted by employees since 2010.
If you were fired after reporting harassment, requesting medical leave, or speaking up about illegal conduct at work, the termination itself may have been unlawful. California protects employees from retaliation and discrimination, but proving it takes evidence and the right strategy. Bloom Fudali has represented employees and victims exclusively since Lisa Bloom founded the firm in 2010. Our San Francisco, CA wrongful termination lawyer handles these cases on contingency, which means you owe nothing unless we recover money for you. Reach out today for a free consultation.
Wrongful Termination Lawyer San Francisco, CA
California is an at-will employment state, so your employer can fire you for almost any reason, or no reason at all. However, a termination becomes wrongful when the motive behind it violates the law. Firing someone because of their race, gender, age, disability, pregnancy, religion, or sexual orientation is illegal. So is firing someone for reporting harassment, filing a wage complaint, taking protected leave, or refusing to participate in unlawful activity.
The distinction between a bad firing and an illegal one is not always obvious. Employers rarely announce the real reason. They may cite performance, restructuring, or budget cuts. Our job is to uncover what actually happened, and at-will employment does not shield an employer from accountability when the true motive was discriminatory or retaliatory.
Types of Wrongful Termination Cases We Handle in San Francisco
Wrongful termination claims come in many forms, and the underlying motive shapes the entire case. We have handled each of these scenarios for employees across California.
- Retaliation. Employees fired for reporting harassment, discrimination, safety violations, or wage theft have strong legal protections. We trace the timeline between your complaint and your termination to expose the connection.
- Discrimination-based termination. Firings motivated by race, gender, religion, national origin, or other protected characteristics violate state and federal law. Sometimes the evidence is a pattern and other times it is a singular incident that violates law.
- Sexual harassment. Reporting harassment should never cost you your job. These cases frequently combine harassment and retaliation claims, which can increase the value of a recovery.
- Pregnancy discrimination. Employees fired after announcing a pregnancy, requesting accommodations, or returning from leave may have claims under California’s Fair Employment and Housing Act.
- Disability discrimination. Employers must engage in a good faith process to accommodate disabilities. Firing someone instead of accommodating them is illegal.
- Age discrimination. Workers over 40 who are pushed out of the office in favor of younger, cheaper replacements often have viable claims, particularly when layoffs tend to include older workers.
- LGBTQ discrimination. We’ve seen employees deadnamed, mocked, and then fired after coming out. California law prohibits termination based on sexual orientation or gender identity.
- Whistleblower retaliation. We have resolved cases for employees who raised safety concerns or reported legal violations to their superiors and were fired.
- Constructive discharge. When an employer makes conditions so intolerable that a reasonable person would resign, the law can treat that resignation as a termination. A hostile work environment often precedes these cases.
Why Choose Bloom Fudali as my Wrongful Termination Lawyer in San Francisco, CA?
A Firm Built to Represent Employees, Not Employers
We only represent employees and victims, and never the companies themselves. That focus shapes how we approach every wrongful termination case, because we are not worried about conflicts with corporate clients on the other side. Lisa Bloom founded the firm in 2010 and has been practicing law since the early 1990s, with a career centered on employment law, discrimination, harassment, and civil rights.
Attorney Bloom has been selected as a Super Lawyer every year since 2015 and earned her J.D. from Yale Law School. Our employment lawyer in San Francisco, CA covers the full range of workplace claims.
Proven Results for Fired and Mistreated Employees
Our case results involve recovering millions of dollars for clients in employment and related matters, including an $11 million sexual harassment verdict, a $10.1 million employment result, and a recent $1.8 million award in a gender pay disparity case under the California Equal Pay Act. We handle wrongful termination cases on contingency. There are no upfront costs and no hourly bills. We get paid a percentage only if we win money for you.
Understanding Wrongful Termination Cases
Charges, Penalties, and Compensation for Wrongful Termination Cases
A wrongful termination claim is a civil lawsuit, not a criminal one. The goal is to recover compensation for what the firing cost you. Damages in these cases generally fall into a few categories:
- Lost wages and benefits, covering income from the termination date through trial and, in some cases, projected future losses.
- Emotional distress damages, which compensate for anxiety, depression, humiliation, and the toll of losing your livelihood. Emotional distress can be a significant component of recovery.
- Punitive damages, available when an employer acted with malice, oppression, or fraud.
- Attorney’s fees and costs, recoverable under several California employment statutes.
Important Aspects of a Wrongful Termination Case
Two things decide most wrongful termination cases, including motive and proof. The legal question is rarely whether you were fired, it’s why. Here are aspects of your wrongful termination case that tend to be important:
- Timing. A termination shortly after a complaint, a leave request, or a disclosure of pregnancy is powerful circumstantial evidence.
- Pretext. If the employer’s stated reason doesn’t hold up, that invalid excuse helps prove the real motive. Distinguishing a bad boss from illegal conduct is often the first analysis we examine.
- Documentation. Emails, performance reviews, texts, and witness accounts frequently decide these cases.
- Administrative filing requirements. Many claims must go through a state or federal agency before a lawsuit can be filed, and filing a complaint correctly.
Wrongful Termination Case Timeline
Every wrongful death case moves at its own pace, but most follow a similar arc. Some resolve in months, while others take two years or longer. Generally, this is the case timeline to anticipate:
- Free consultation and case evaluation. We assess the facts and the laws that protect you during employment.
- Agency filing. Typically with the California Civil Rights Department or the EEOC, to obtain a right-to-sue notice.
- Demand and pre-litigation negotiation. Resolves many cases before a lawsuit is ever filed.
- Litigation and discovery. Depositions, document exchanges, and motions.
- Mediation, settlement, or trial. Most cases settle, but we prepare every case as if it will be tried, because that preparation yields better settlements.
What to Bring to Your Wrongful Termination Consultation
You don’t need a perfectly organized file to talk to us. Bring what you have to your consultation appointment. It helps if you have the following for us to review:
- Your termination letter or separation paperwork, plus any severance offer.
- Emails, texts, or written complaints related to the conduct that preceded firing.
- Performance reviews and your employment agreement or offer letter.
- Pay stubs and a record of your job search since the termination.
California Legal Resources for Wrongful Termination Cases
If you want to research your rights before or after speaking with a San Francisco wrongful termination attorney, these official resources are a good starting point.
- California Civil Rights Department: Explains how to file a discrimination or retaliation complaint.
- EEOC Filing Process: Covers federal discrimination charges, which carry shorter deadlines than state claims.
- California Labor Commissioner: Handles retaliation complaints tied to wage and labor code violations.
- U.S. Department of Labor: Publishes guidance on federal wage and leave protections.
Reach Out to Bloom Fudali to Schedule a Consultation
If you believe your firing was illegal, talk to us before signing anything your employer gives you. Bloom Fudali offers free consultations, and we take wrongful termination cases on contingency, so there are no fees unless we win. We’ll review your situation, explain your options, and give you an honest assessment of your case. Contact us today so we can speak further and offer advice.