San Francisco Wrongful Termination Lawyer

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.

Wrongful Termination Statistics in San Francisco, CA

Employment claims out of San Francisco can develop often. The California Civil Rights Department logged 579 complaints from San Francisco County in 2024, including 180 employment complaints accepted for investigation and 322 requests for an immediate right-to-sue notice, the route most fired employees take before suing. Statewide, retaliation for reporting or resisting discrimination was the second most common basis in investigated employment cases, behind only disability.

Those figures capture only people who filed with the state. Many terminations are never reported at all. Either way, a wrongful termination lawyer in San Francisco, CA is handling a category of case that agencies see constantly, and one where the same sequence repeats: a complaint, a leave request, or a disclosure, followed by a firing.

• The CRD 2024 annual report shows 16,924 Californians requested an immediate right-to-sue notice in 2024 so they could take an employment claim directly to court.
• CRD opened 4,077 employment investigations statewide that year. Reporting or resisting discrimination or harassment was a basis in 1,775 of them.
• The department reached 872 settlements in 2024, worth more than $99 million in relief for complainants across all case types.
• Federal EEOC data show 88,531 new discrimination charges nationwide in fiscal year 2024, up more than 9% from the prior year, with nearly $700 million recovered for workers.

Mistakes That Can Damage Your Wrongful Termination Claim

Many claims lose value in the first few weeks after a firing, before the employee has spoken with anyone.

1. Signing the severance agreement on the spot. Severance packages almost always include a release of all claims. Once you sign, your case is usually over. Employers know this, which is why the offer often comes with a short deadline. Take the document home. Have a San Francisco wrongful termination attorney read it first. In some cases we negotiate a far larger number using the very facts the employer hoped you would waive.
2. Losing the paper trail. Texts with your manager, emails about your complaint, screenshots of group chats, performance reviews. These are frequently the only evidence of what happened before the termination. Your access to company systems ends the day you’re fired. Preserve what you lawfully have. Do not take confidential company data, though, because that creates problems of its own.
3. Posting about it online. A public post about your former employer, or one celebrating a new job the following week, will end up in the defense attorney’s file. It can undercut emotional distress damages or be twisted into proof that you were the problem.
4. Waiting. Each claim carries its own deadline, and the shortest one controls. Some employees assume they have years when the shortest deadline may be months away.
5. Telling the story inconsistently. You will describe the events to HR, an unemployment examiner, an agency investigator, and eventually opposing counsel. Small variations get magnified at deposition. Write a dated, factual account now, while it is fresh, and keep it private.
6. Skipping the unemployment claim. File for benefits even if you plan to sue. What the employer tells the Employment Development Department about why you were let go can become useful evidence if the company’s story changes.
7. Handling the internal appeal alone. If the company offers a chance to contest the termination or respond to allegations, whatever you submit becomes part of the record. Get advice before you send anything.
8. Assuming a bad reason is an illegal one. Being fired unfairly is not the same as being fired unlawfully. The question a court will weigh is whether a protected characteristic or protected activity drove the decision.

San Francisco Wrongful Termination Lawyer FAQs

How much does a wrongful termination attorney in San Francisco cost?

Nothing up front. Bloom Fudali takes these cases on contingency, so our fee is a percentage of what we recover for you, and if we recover nothing, you owe nothing. Several California employment statutes also let the court order the employer to pay your attorney’s fees on top of your damages.

Can I be fired for no reason in California?

In most cases, yes. At-will employment lets an employer end the relationship without giving a reason. What it cannot do is fire you for an illegal reason, such as age, disability, or pregnancy, or because you complained about harassment or unsafe conditions.

How long do I have to file a wrongful termination claim?

It depends on the claim. Discrimination and retaliation complaints must reach the Civil Rights Department within three years of the unlawful act. A federal charge with the EEOC generally must be filed within 300 days. A claim for termination in violation of public policy carries a two-year limit. We calendar all of them at the first meeting.

What if I was laid off instead of fired?

A layoff can still be wrongful. If the restructuring happened to remove the one employee who requested medical leave, or the reduction in force skewed toward workers over 40, the label does not protect the employer. Our job discrimination lawyer looks at who was selected, who was kept, and what was said beforehand.

Do I have a case if I resigned?

Possibly. When conditions become so intolerable that a reasonable person would quit, California treats the resignation as a constructive discharge. A hostile work environment the employer ignored after repeated complaints is the most common example we see.

Is it still retaliation if my harassment complaint turned out to be weak?

Yes. You are protected when you reported, in good faith, conduct you reasonably believed was unlawful, even if the underlying complaint is never proven. A workplace harassment lawyer can often pursue the harassment and retaliation claims together, which strengthens both.

Can I be fired for my religion or for asking for a religious accommodation?

No. Terminating an employee over religious dress, grooming, or a request for schedule changes violates California law. Our religious discrimination lawyer has watched employers reframe these firings as attendance problems. The timing usually tells a different story.

What if I was fired after coming out or transitioning at work?

California prohibits termination based on sexual orientation, gender identity, or gender expression. Deadnaming, sudden schedule changes, or exclusion in the weeks before a firing is evidence. A sexual orientation discrimination claim can be brought alongside the wrongful termination claim in one lawsuit.

What is my San Francisco wrongful termination case worth?

It depends on your salary, how long you were out of work, what you found afterward, and how the employer behaved. Lost pay is the starting point. Emotional distress can add significantly. In egregious cases, punitive damages are on the table, though they require a higher standard of proof.

Should I talk to HR before calling a wrongful termination lawyer in San Francisco?

If you have already been fired, HR’s investigation is over. Anything you send now is evidence. Requesting your personnel file and final paycheck is fine. Hold any substantive discussion about what happened until after a consultation.

Important Resources for San Francisco Wrongful Termination Cases

San Francisco Courthouses and Local Employment Agencies

State-law wrongful termination lawsuits in San Francisco, CA are filed at the Superior Court’s Civic Center Courthouse at 400 McAllister Street. Cases with federal claims go to the Northern District of California in the Phillip Burton Federal Building on Golden Gate Avenue, three blocks away. That same federal building houses the EEOC’s San Francisco District Office, and the state Labor Commissioner’s San Francisco office sits directly across the street. The Civil Rights Department does not keep a San Francisco office. Its closest location is in Oakland.

What Are Important Local Resources for San Francisco Wrongful Termination Cases?

These offices handle filings, records, and free guidance that come up in nearly every San Francisco wrongful termination case.

• Civic Center Courthouse: Superior Court of California, County of San Francisco: (415) 551-4000
• Northern District of California: U.S. District Court, San Francisco Clerk’s Office: (415) 522-2000
• EEOC San Francisco Office: (800) 669-4000
• Labor Commissioner’s Office: San Francisco: (415) 703-5300
• Legal Aid at Work: Workers’ Rights Clinic for low-income workers: (415) 864-8848

Bloom Fudali is not affiliated with these organizations and does not endorse them. They are listed for informational purposes only.

About Bloom Fudali

Arick Fudali began his career as an Assistant State Attorney in Broward County, Florida, and has represented survivors and mistreated employees in civil litigation since 2011. He earned his J.D. from the University of Florida Levin College of Law in 2010 and is admitted to practice in California, New York, and Florida. Every attorney at Bloom Fudali works on every case. The firm’s employment results include an $850,000 sexual harassment and employment recovery and a pro bono wrongful termination win for LGBTQ advocate Melanie Nathan, who was removed as a Navy Pride speaker over her political tweets.

What Our Clients Say

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“I am a licensed California Employment attorney who had the amazing privilege of referring clients to the Bloom Firm. Lisa Bloom is well respected, smart, tough, and kind, and her entire staff is phenomenal. It was evident that they truly care about their clients and go above and beyond. Additionally they were able to get amazing results that allowed the clients to find justice. If you want kind, knowledgeable, strong, and effective counsel, then you are in great hands at the Bloom Firm.” – Brian Heit

Read more reviews on our Google Business Profile.

Additional Resources for San Francisco Wrongful Termination Cases

• When NDAs Hide Sexual Harassment at Work
• Workplace Harassment No One Talks About
• 5 Big Mistakes Made by Sexual Harassment Victims
• Harassment vs Discrimination Based on Sexual Orientation

Contact Bloom Fudali

If you were fired after speaking up, taking leave, or simply being who you are, talk to us before you sign anything. Bloom Fudali represents employees only, and we take wrongful termination cases on contingency, so there is no fee unless we recover money for you. In your free consultation, a San Francisco, CA wrongful termination lawyer will review the timeline, give a candid assessment of whether the facts support a claim, and explain what happens next. Contact us to schedule your consultation.