Best Wrongful Termination Lawyers in Burbank

About Wrongful Termination Law in Burbank, United States

Wrongful termination occurs when an employee is fired in violation of state or federal law or a contractual agreement. In California, most wrongful termination claims are rooted in the Fair Employment and Housing Act (FEHA) and federal anti-discrimination statutes. Burbank workers benefit from these protections just like other residents of California and the United States.

Grounds for a wrongful termination claim typically include discrimination, retaliation for exercising rights, harassment, or breach of contract. California also provides protections for whistleblowing, safety reporting, and family leave, which can support a wrongful termination case. If you believe your termination violated your rights, a lawyer can help determine which statutes apply and how to pursue remedies.

Because wrongful termination cases often hinge on timing, evidence, and the specifics of your workplace policies, early legal advice is valuable. An attorney can help you preserve evidence, identify applicable deadlines, and outline possible paths to compensation or reinstatement. In Burbank, the local employment landscape includes media, entertainment, retail, and services sectors, all of which are governed by state and federal protections.

Why You May Need a Lawyer

• You were terminated after reporting a safety concern in a Burbank workplace. If you blew the whistle on unsafe conditions, FEHA or California whistleblower protections may apply. A lawyer can assess whether retaliation occurred and prepare a claim that seeks back pay and remedies. In California, retaliation protections are enforceable under state law and can be pursued with the help of counsel.
• You believe your termination was based on a protected characteristic. If you were fired because of race, age, disability, sex, religion, or another protected status, a lawyer can evaluate FEHA and federal Title VII grounds. This evaluation informs whether a state or federal claim is appropriate and how to seek damages or reinstatement.
• You were terminated while on protected leave or after requesting leave. California laws protect family and medical leave rights under CFRA and, in some cases, the federal Family and Medical Leave Act. An attorney can determine whether leave rights were violated and how that impacts damages.
• You suspect unlawful retaliation for reporting wage and hour or other violations. If you were fired for reporting pay problems or other employer violations, California Labor Code sections addressing retaliation may apply. A lawyer can help quantify back wages and penalties you may be owed.
• You were terminated during a layoff and want to distinguish discrimination from a business decision. An attorney can review hiring records, performance reviews, and company policies to determine if the termination violated FEHA or the terms of any contract or policy.
• You are unsure whether you are an employee or an independent contractor. Some misclassifications affect protections against wrongful termination. A lawyer can evaluate your status and the applicable protections in your Burbank job context.

Local Laws Overview

• California Fair Employment and Housing Act (FEHA) - Gov. Code §12940 et seq. FEHA prohibits discrimination and harassment in employment and provides remedies for terminated employees based on protected characteristics or retaliation. It applies to most employers with five or more employees and covers a broad range of employment actions, including termination.
• California Labor Code Section 1102.5 prohibits retaliation by an employer against an employee for reporting illegal activities or taking part in protected whistleblower activities. This statute makes retaliation claims a common path in wrongful termination cases in California.
• Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, national origin, and certain other characteristics at the federal level. It applies to employers with 15 or more employees and often intersects with FEHA in California litigation.

FEHA applies to employers with five or more employees and prohibits discrimination and retaliation in employment.

Source: California Department of Fair Employment and Housing (DFEH) - Your rights in employment

The federal Title VII prohibits discrimination in employment by private employers with 15 or more employees.

Source: U.S. Equal Employment Opportunity Commission (EEOC) - Title VII of the Civil Rights Act

Frequently Asked Questions

What is wrongful termination under California law?

Wrongful termination means firing in violation of FEHA, federal anti-discrimination laws, or a contract. It can involve discrimination, retaliation, harassment, or breach of an implied contract. Legal remedies may include back pay, front pay, reinstatement, and damages for emotional distress in some cases.

How do I start a wrongful termination claim in Burbank?

Begin by identifying the applicable claim: FEHA discrimination, retaliation, or a federal claim. Gather documents, then file a complaint with the California Department of Fair Employment and Housing or the EEOC within the required deadlines. An attorney can guide you through the administrative process and potential court action.

When should I hire a wrongful termination attorney in Burbank?

Consider hiring an attorney as soon as you suspect discrimination, retaliation, or illegal termination. Early legal counsel helps preserve evidence and explains deadlines, such as FEHA filing timelines and the federal time limits for charges.

Where can I file a wrongful termination complaint in California?

You can file with the California Department of Fair Employment and Housing (DFEH) or the U.S. Equal Employment Opportunity Commission (EEOC). Filing venue depends on the claim type and deadlines. An attorney can determine the best path for your situation.

Why does the time limit matter for wrongful termination claims?

Time limits determine whether you can pursue a claim. FEHA typically requires a complaint within one year of the discriminatory act. Federal claims under Title VII follow a 300-day period in many cases when a state charge is involved.

Can I recover back pay and front pay if I win a wrongful termination case?

Yes, you may recover back pay (lost wages since termination) and front pay (future earnings). Additional damages may include emotional distress and attorney fees, depending on the claim and evidence.

Do I need to prove that my termination was the sole reason I was fired?

No. You must show that protected characteristics or rights were a substantial motivating factor, or that retaliation or discrimination occurred. The burden may shift as the case progresses.

Is a written contract required for a wrongful termination claim?

No, not always. California recognizes some implied contracts based on employee handbooks or company policies. A lawyer can help determine if a breach of contract claim applies.

What is the difference between FEHA claims and Title VII claims?

FEHA is state law applicable to California employers (usually with five or more employees). Title VII is federal law applicable to larger employers. Both prohibit discrimination, but the procedural paths and caps may differ.

Do I need to preserve emails, messages, or calendars from my termination?

Yes. Preserve all communication related to the termination, including emails, messages, and performance reviews. This evidence helps establish motives, timing, and legitimacy of the employer's actions.

Can I pursue damages if I was terminated for a legitimate business reason that was not discriminatory?

No. If the employer shows a legitimate, non-discriminatory reason for termination, the claim may fail unless you can show the reason was a pretext for discrimination or retaliation. A lawyer can assess the strength of your case.

What damages are commonly available in wrongful termination cases in Burbank?

Common damages include back pay, front pay, and potential emotional distress, along with attorney fees and costs. In some situations, reinstatement may be an option, depending on the employer and the judge or mediator.

Additional Resources

• California Department of Fair Employment and Housing (DFEH) - Protects, investigates, and resolves complaints of workplace discrimination and harassment under FEHA. Website: DFEH Employment Rights.
• U.S. Equal Employment Opportunity Commission (EEOC) - Enforces federal anti-discrimination laws, handles federal charges, and provides guidance on Title VII claims. Website: EEOC.
• California Department of Industrial Relations - Division of Labor Standards Enforcement (DLSE) - Oversees wage and hour laws, final pay, and enforcement actions related to employee terminations and pay. Website: DLSE.

Next Steps

1. Document your termination and collect key evidence within 24 hours of the event. This includes emails, performance reviews, and witness statements.
2. Identify the basis of your claim by listing protected characteristics, the type of retaliation, or contract terms you believe were violated. Create a clear timeline of events to discuss with a lawyer.
3. Find and consult with a wrongful termination attorney who handles FEHA and federal discrimination cases in the Burbank area. Verify licensing and check for client reviews and results.
4. Schedule a consultation and bring all relevant documents, including payroll records, HR communications, and witnesses. Prepare questions about fees, timelines, and strategy.
5. Clarify fee arrangements and potential costs. Many California wrongful termination lawyers offer free initial consultations and contingency-based fees for certain cases.
6. Discuss deadlines with your attorney. FEHA complaints typically start with DFEH and have one year for filing; federal charges may have different timelines depending on the situation.
7. Decide whether to pursue administrative claims, mediation, arbitration, or court litigation based on the attorney’s advice and your goals. Your lawyer will guide you through this choice and subsequent steps.