Wrongful Discharge Claims

While California recognizes at-will employment, wrongful termination claims can still arise if a firing violates public policy or employment laws. Employers face risks related to discrimination, retaliation, and contractual disputes. EAG Law Group defends businesses against wrongful termination claims, ensuring compliance while protecting companies from costly legal battles.

California law recognizes that the employer-employee relationship is fundamentally contractual—personal services exchanged for compensation. However, even where the employment contract that is formed may be at-will in nature, claims for wrongful termination are still recognized under California law.

In the absence of contractual terms to the contrary, at-will employment is the default status of employment contracts in California. (Labor Code section 2922.) However, even though a termination under a given circumstances may not give rise to a breach of contract, an employment termination may yet be illegal if it violates a recognized public policy or is inconsistent with employment discrimination or whistleblower statutes. Wrongful discharge in violation of public policy is a common law tort in California.

EAG defends employers in all forms of alleged wrongful employment termination claims, including the following:

• Termination in violation of public policy
• Termination in breach of implied contractual terms
• Retaliatory termination in violation of Labor Code section 1102.5
• Retaliatory termination in violation of Labor Code section 232.5
• Retaliatory termination in violation of the California Constitution
• Retaliatory termination in violation of workplace safety regulations