Frequently asked questions

It depends on the claim. FEHA discrimination and retaliation claims generally require a Civil Rights Department filing within three years of the act, followed by a lawsuit within one year of the right-to-sue notice. Other claims have their own deadlines. For example, many retaliation complaints to the Labor Commissioner must be filed within one year. Because dates control whether a claim can be brought at all, talk to a lawyer promptly.

No. At-will means no reason is required, but a firing for an unlawful reason (discrimination, retaliation, protected leave, or refusing to break the law) may still violate California law.

If you were fired or laid off, all wages are generally due at the time of termination. If you quit with at least 72 hours' notice, generally on your last day; without notice, generally within 72 hours.

Under Labor Code 203, if an employer willfully fails to pay final wages on time, it may owe a penalty of up to 30 days of your daily wages in addition to the unpaid wages.

In California, accrued vacation or PTO is generally treated as earned wages and is typically paid out at separation. Policy details matter.

A severance agreement usually releases claims. It is worth having it reviewed before signing so you understand what you are giving up and whether the terms are negotiable.

California generally requires the consent of all parties to record a confidential conversation. Recording without consent can create legal problems for you, so speak with an attorney before recording anything.

Not always. Internal reporting can be important in some cases, but not reporting to HR does not by itself rule out protection. A lawyer can review your facts.

Most FEHA discrimination claims apply to employers with five or more employees. Harassment protections apply to employers of any size.

The CRD is the California agency that handles FEHA complaints. Filing with the CRD and obtaining a right-to-sue notice is generally required before bringing a FEHA lawsuit.

Classification is based on the actual relationship, not the label. Workers labeled contractors are sometimes found to be employees, which can open additional protections.

An employer may still make lawful decisions unrelated to leave, but a termination because of protected leave may be unlawful. Timing and documentation are important.

A change that allows an employee with a disability to do the job, for example modified schedules, equipment, remote work, reassignment, or additional leave, unless it causes undue hardship.

California requires a good-faith interactive process about accommodations. Failing to engage in that process can be a separate violation.

California's WARN Act generally requires covered employers to give 60 days' notice before a mass layoff, relocation, or plant closing. Missing notice may lead to back pay and benefits for affected workers.

No. Wrongfully Fired LA is an independent educational resource about California employment law. It does not give legal advice, and using it does not create an attorney-client relationship.

It varies widely. Some matters resolve in months through pre-litigation negotiation; litigated cases can take a year or more.

This site does not contact employers. The checker runs in your browser, and its answers are not stored.

Your offer letter, pay stubs, final paycheck, performance reviews, any complaints you made, termination paperwork, and any severance agreement. Do not take confidential company documents that you are not allowed to keep.

It depends on the issue. The Civil Rights Department handles discrimination, harassment, and related retaliation. The Labor Commissioner handles unpaid wages and many retaliation complaints. The Where to file page lists each agency with a link to its official site.