Wrongful Termination Lawyer in Concord
Workplace Justice for Contra Costa County Workers Facing Illegal Firing
- Last Updated:
Concord’s workforce is powered by healthcare, education, government, retail, and manufacturing. Workers in this vibrant East Bay community lose their jobs every day, but not all terminations are legal. Setareh Law Group has represented California employees for over 25 years, holding employers accountable when they fire workers for illegal reasons under the Fair Employment and Housing Act (FEHA), the California Labor Code, and established public policy protections. The CRD’s complaint process explains how to file a discrimination complaint.
If your employer has fired you for reporting discrimination, taking medical leave, refusing to break the law, or engaging in any other protected activity, you have legal rights. This page explains how wrongful termination claims work in Concord, what deadlines apply, and how Setareh Law Group can help you seek justice against employers who break the law.
Key Information for Concord Workers Facing Wrongful Termination
- Most common wrongful termination claims in Concord: retaliation against healthcare workers, discrimination in retail, and public policy violations in government positions.
- Where cases are filed: Contra Costa County Superior Court – Wakefield Taylor Courthouse, 725 Court St, Martinez, CA 94553 (serving Concord residents).
Statute of limitations for most claims: Three years from termination date under California Code of Civil Procedure Section 335.1.
Geographic Transparency Block
Our law office is located in Beverly Hills at 420 N Camden Dr, Beverly Hills, CA 90210, approximately 30 miles from Concord. We represent Concord workers through phone, video conferencing, and in‑person meetings at the Contra Costa County Superior Court self help page or by appointment. We serve all of California from this single physical office.
Firm Background at a Glance
Setareh Law Group is an employment law firm founded in 1999 by Chaim Shaun Setareh (California Bar Number 204514), headquartered at 420 N Camden Dr, Beverly Hills, CA 90210, representing employees throughout Contra Costa County in wrongful termination , discrimination, retaliation, whistleblower, and wage theft cases. .
Major Employers in Concord
Employer | Industry | Concord Area Employees |
John Muir Health | Healthcare | 4,000+ |
Mt. Diablo Unified School District | Education | 3,500+ |
City of Concord | Government | 800+ |
Amazon Concord | Logistics | 2,000+ |
Concord Police Department | Government | 200+ |
What Is Wrongful Termination Under California Law?
Many workers in Concord believe that because California is an at will employment state, employers can fire them for any reason without consequence. This is not correct. At will means an employer can fire you for a bad reason or no reason at all, but not for an illegal reason.
A termination is wrongful when your employer fires you for a reason that violates
- Anti discrimination laws under FEHA which is Government Code Section 12940 protecting workers based on race, age, gender, religion, disability, sexual orientation, and pregnancy
Whistleblower protection laws under Labor Code Section 1102.5 protecting employees from retaliation who report illegal activity
- Family and medical leave laws under CFRA and FMLA protecting workers who take time off for health conditions or family needs
- Workers compensation laws under Labor Code Section 132a protecting workers who file injury claims
- Public policy as established by California courts through Tameny claims protecting workers who refuse to break the law or exercise their legal rights
If your employer fired you for any of these illegal reasons, you have a wrongful termination claim. A wrongful termination lawyer in Concord can help you understand whether your firing qualifies.
Understanding At Will Employment in California
California is an at‑will employment state. This means that in the absence of a contract stating otherwise, either the employer or the employee can end the employment relationship at any time, for any reason, with or without cause. The Legal Information Institute’s at will overview provides general background.
However, there are critical exceptions to at will employment
Your employer cannot fire you for a discriminatory reason based on a protected characteristic such as race, age, or gender.
Your employer cannot fire you in retaliation for engaging in protected activity such as reporting discrimination or taking medical leave
- Your employer cannot fire you for refusing to engage in illegal activity such as falsifying records or committing fraud
- Your employer cannot fire you for exercising a legal right such as voting or serving on a jury
- Your employer cannot fire you if you have an employment contract that requires good cause for termination
Understanding these exceptions is important for any worker who has been fired.
What Does Public Policy Mean in a Wrongful Termination Claim?
Public policy refers to laws and principles that protect the health, safety, and welfare of California citizens. When an employer fires an employee for reasons that violate public policy, that termination is wrongful.
Examples of public policy violations
- Firing an employee for refusing to commit perjury or falsify documents
- Terminating a worker who reported unsafe working conditions to Cal/OSHA
- Firing an employee who took time off to serve on a jury
- Terminating a worker who filed a workers compensation claim
- Firing an employee who reported patient abuse at a healthcare facility
These types of claims are often called Tameny claims, named after a landmark California Supreme Court case. A wrongful termination lawyer in Concord can help you pursue a Tameny claim.
Discrimination as a Ground for Wrongful Termination
One of the most common grounds for wrongful termination is discrimination. Under FEHA, your employer cannot fire you because of a protected characteristic.
Protected characteristics under FEHA include
- Race, color, or national origin including ancestry and accent
- Religion or religious dress and practices
- Age of 40 and over
- Physical or mental disability including medical conditions
- Gender, gender identity, and gender expression
- Sexual orientation
- Pregnancy, childbirth, and related medical conditions
- Marital status
- Military and veteran status
Examples of discriminatory wrongful termination
- Firing an older worker and replacing them with someone younger after comments about age
- Terminating a pregnant employee shortly after she announces her pregnancy
- Firing an employee of a certain race while keeping employees of other races who engaged in similar conduct
- Letting go of a disabled employee after they requested reasonable accommodation
If you believe you were fired because of a protected characteristic, you should speak with a wrongful termination lawyer in Concord immediately.
Retaliation as a Ground for Wrongful Termination
Retaliation is the most frequently alleged FEHA violation in California. Under Government Code Section 12940(h), your employer cannot fire you for engaging in protected activity.
Protected activities that cannot lead to termination include
- Reporting discrimination or harassment to HR or a supervisor
- Participating in an investigation of discrimination or harassment
- Requesting reasonable accommodation for a disability or religious practice
- Taking protected medical or family leave under CFRA or FMLA
- Refusing to follow an order that would result in breaking the law
- Reporting wage and hour violations to the Labor Commissioner
- Filing a workers compensation claim for a workplace injury
Examples of retaliatory wrongful termination
- Firing an employee one week after they reported sexual harassment to HR
- Terminating a worker who requested time off for cancer treatment
- Letting go of an employee who filed a wage claim with the Labor Commissioner
- Firing a worker who refused to falsify safety inspection records
If your employer fired you shortly after you engaged in any of these protected activities, the timing alone can be strong evidence of retaliation. See our guide on retaliation after filing a complaint .
Illegal Termination After Medical Leave or Workers Compensation
California employees have specific protections when they need time off for medical reasons or after a workplace injury. Your employer cannot fire you for taking protected leave or filing a workers compensation claim.
Protected leave laws include
- California Family Rights Act (CFRA) under Government Code Section 12945.2 provides up to 12 weeks of leave for family or medical reasons
- Pregnancy Disability Leave (PDL) under Government Code Section 12945 provides up to four months of leave for pregnancy, childbirth, or related conditions
- Paid Sick Leave under Labor Code Section 246 requires employers to provide paid sick leave that cannot be retaliated against
- Workers Compensation under Labor Code Section 132a prohibits retaliation against employees who file injury claims
Examples of illegal termination after leave or injury
- Firing an employee immediately after they return from CFRA leave
- Terminating a worker who took pregnancy disability leave and requesting excessive documentation
- Letting go of an employee who filed a workers compensation claim for a back injury sustained at work
- Firing a worker who requested intermittent leave for a chronic medical condition
Breach of Employment Contract
Some employees have employment contracts that limit an employer’s ability to terminate them. If your employer breaches that contract, you have a wrongful termination claim.
Types of employment contracts
- Written contracts that specify duration or good cause for termination
- Implied contracts based on company policies or handbooks
- Union collective bargaining agreements
- Oral promises of job security
Statute of Limitations for Wrongful Termination Claims
Wrongful termination claims have strict deadlines. Missing your deadline permanently bars you from suing your employer.
Statute of limitations for different types of claims
- Wrongful termination in violation of public policy known as a Tameny claim has a 3 year deadline from termination date under Code of Civil Procedure Section 335.1
- FEHA discrimination or retaliation claims require filing with the Civil Rights Department (CRD) within 3 years under Government Code Section 12960
- Whistleblower retaliation under Labor Code Section 1102.5 has a 3 year deadline from termination date
- Workers compensation retaliation under Labor Code Section 132a has a 1 year deadline from termination date
- Breach of employment contract claims have a 2 year deadline for oral contracts and 4 years for written contracts
Do not wait to contact a wrongful termination lawyer in Concord. Evidence disappears, witnesses forget details, and deadlines pass quickly.
What Damages Can You Recover in a Wrongful Termination Lawsuit?
California law allows wrongfully terminated workers to recover significant financial damages. Unlike federal law, California has no cap on emotional distress or punitive damages.
Types of compensation available
- Lost wages and benefits known as back pay including all wages, bonuses, commissions, health insurance, retirement contributions, and other benefits you would have earned from the date of termination to the date of judgment
- Front pay which covers future lost wages if you cannot return to your former job because of hostility or because your position no longer exists
- Emotional distress damages providing compensation for anxiety, depression, humiliation, loss of sleep, and other psychological harm caused by the wrongful termination
- Punitive damages which are additional damages to punish your employer for malicious, fraudulent, or oppressive conduct
- Attorney fees and court costs which your employer pays if you win your case
- Reinstatement which means the court orders your employer to give your job back
Local Resources for Wrongful Termination in Concord
Fact 1 The Contra Costa County Superior Court Wakefield Taylor Courthouse at 725 Court St, Martinez, CA 94553 handles civil employment cases for Concord and all of Contra Costa County. The courthouse is located approximately 10 miles from Concord.
Fact 2 The nearest DLSE Labor Commissioner office for Concord workers is located at 1515 Clay St, Suite 401, Oakland, CA 94612, approximately 20 miles from Concord. This office investigates retaliation claims and wage complaints.
Fact 3 Concord has a large healthcare workforce with over 5,000 workers employed at John Muir Health and other medical facilities. Healthcare workers file wrongful termination claims at higher rates than most other industries.
Why Choose Setareh Law Group for Your Concord Wrongful Termination Case
- Over one billion dollars recovered for California workers since 1999, including wrongful termination, retaliation, whistleblower, and discrimination cases.
- 25 plus years of employment law experience. Founding attorney Chaim Shaun Setareh (Bar Number 204514) has practiced exclusively in employment law since 1999.
- Recognized by Super Lawyers, Best Lawyers, and CAALA.
- Licensed in all California federal courts, including the Northern District of California which covers Concord.
- Spanish speaking staff available. Hablamos Español.
- Contingency fee means you pay nothing upfront. We only get paid if we win or settle your case. If we do not recover for you, you owe us nothing for our time.
Areas We Serve Across California
Counties: Los Angeles | Orange County | San Diego | Riverside | San Bernardino | Ventura | Santa Barbara | San Francisco | Alameda | Contra Costa | Sacramento | San Joaquin | Fresno | Kern | Stanislaus | Tulare | Monterey | Santa Clara | and every other county in the state.
Cities: Los Angeles, Long Beach, Glendale, Pasadena, Irvine, Anaheim, Riverside, San Bernardino, Ontario, San Diego, Chula Vista, Oceanside, Escondido, San Francisco, Oakland, San Jose, Fremont, Sacramento, Bakersfield, Stockton, and hundreds more.
FAQ's: Wrongful Termination Lawyer In Concord
What does at will employment mean in California?
At will means your employer can fire you for a bad reason or no reason, but not for an illegal reason such as discrimination, retaliation, or violation of public policy.
How do I know if I was fired illegally in Concord?
If you were fired shortly after reporting discrimination, taking medical leave, refusing to break the law, or filing a workers compensation claim, you may have a wrongful termination claim.
How long do I have to file a wrongful termination claim in California?
Three years from your termination date for most claims. Workers compensation retaliation claims have a one year deadline. Contact a wrongful termination lawyer in Concord immediately.
What is FEHA and how does it protect me?
FEHA is the Fair Employment and Housing Act. It prohibits discrimination, harassment, and retaliation based on protected characteristics including race, age, gender, disability, and pregnancy.
What is the process to file a wrongful termination complaint in California?
You may need to file with the Civil Rights Department (CRD) before filing a lawsuit. Your lawyer can handle this process for you.
How much does a wrongful termination lawyer in Concord typically charge?
Setareh Law Group works on contingency. You pay nothing upfront. We only get paid if we win or settle your case. If we do not recover for you, you owe us nothing.
Can I recover back pay or damages after a wrongful termination?
Yes. You can recover lost wages, emotional distress damages, punitive damages, attorney fees, and court costs.
Do I need a contract to claim wrongful termination?
No. Most wrongful termination claims are based on discrimination, retaliation, or public policy violations, not on employment contracts.
What if my employer says I was fired for poor performance?
Employers often lie about the reason for termination. Your lawyer can gather evidence showing that the stated reason is false and the real reason was illegal.
Does Setareh Law Group meet clients in Concord?
Yes. By phone, video, or in person at the Contra Costa County Superior Court or by appointment.
Take the Next Step
Contact us today:
📞 Phone: 310-888-7771
✉️ Email: help@setarehlaw.com
🌐 Address: 420 N Camden Dr, Beverly Hills CA, 90210
Disclaimer: This information is provided for educational purposes and does not constitute legal advice. Each case is unique, and outcomes depend on specific facts and circumstances. Consult with a qualified California employment attorney to discuss your individual situation.
Practice Areas:
Table of Contents
- verified by Trustindex
