Wrongful Termination Lawyer in Sacramento
Sacramento legal advocate for workers terminated in violation of state or federal law.
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Sacramento is the heart of California’s state government, healthcare, education, and logistics industries. Workers in California’s capital city face wrongful termination every day when employers fire them for discriminatory reasons, in retaliation for protected activities, or in violation of public policy. Setareh Law Group has represented California employees for over 25 years, holding employers accountable when they illegally terminate workers under the Fair Employment and Housing Act (FEHA), the California Labor Code, and established public policy protections.
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 Sacramento, what deadlines apply, and how Setareh Law Group can help you seek justice against employers who break the law.
Key Information for Sacramento Workers Facing Wrongful Termination
- Most common wrongful termination claims in Sacramento: retaliation against state workers, discrimination in healthcare, and whistleblower claims against government contractors.
- Where cases are filed: Sacramento County Superior Court Gordon D. Schaber Courthouse, 720 9th St, Sacramento, CA 95814.
- Statute of limitations for most claims: Three years from termination date under California Code of Civil Procedure Section 335.1.
Our Office Location Serving Sacramento Remotely
Our law office is located in Beverly Hills at 420 N Camden Dr, Beverly Hills, CA 90210, approximately 380 miles from Sacramento. We represent Sacramento workers through phone, video conferencing, and in person meetings at the Gordon D. Schaber Courthouse 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 California in wrongful termination, discrimination, retaliation, whistleblower, and wage theft cases. You can verify his bar status through the State Bar of California attorney search.
Major Employers in Sacramento
Employer | Industry | Sacramento Area Employees |
State of California | Government | 80,000+ |
Sutter Health | Healthcare | 18,000+ |
UC Davis Health | Healthcare / Education | 15,000+ |
Kaiser Permanente Sacramento | Healthcare | 12,000+ |
Sacramento City Unified School District | Education | 5,000+ |
What Makes a Termination Wrongful in Sacramento?
Many workers in Sacramento 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. The U.S. Department of Labor provides additional federal context on employment termination rights.
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 workers 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 California Labor Code § 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
The Employment Relationship in California Explained
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 California Supreme Court has consistently upheld at‑will employment while recognizing important exceptions.
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
- Your employer cannot fire you if there is an implied contract based on company policies or handbooks
Understanding these exceptions is important for any worker who has been fired. A wrongful termination lawyer in Sacramento can help you determine whether an exception applies to your situation. For more detail, see our what does at-will employment mean in California and exceptions to at-will employment in CA pages.
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. The California Civil Rights Department (CRD) enforces FEHA and investigates discrimination complaints.
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 Sacramento immediately. For more information, see our workplace discrimination and anti-discrimination laws in California pages.
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. The California Department of Industrial Relations outlines workers’ compensation rights that cannot be retaliated against.
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
If your employer fired you after you took medical leave or filed a workers’ compensation claim, you likely have a strong wrongful termination claim. Learn more about wrongful termination during pregnancy and FMLA vs. CFRA in California .
Constructive Termination When You Are Forced to Quit
Constructive termination, also known as constructive discharge, occurs when your employer does not fire you directly but makes working conditions so intolerable that you have no reasonable choice but to resign. California law treats constructive termination the same as actual termination.
Signs of constructive termination include
- Your pay was drastically reduced without explanation or justification
- You were demoted to a lower position with less responsibility and lower pay
- You were assigned undesirable shifts or locations to punish you
- You experienced ongoing harassment that your employer knew about but did nothing to stop
- You were excluded from meetings, training, and opportunities for advancement
- Your employer created a hostile work environment to push you out
If you resigned because your employer made your job unbearable, you may have a constructive termination claim. A wrongful termination lawyer in Sacramento can help you determine whether your situation qualifies.
How to Prove Wrongful Termination
Proving wrongful termination requires evidence. Your lawyer will help you gather the evidence needed to show that your termination was illegal.
Important evidence in wrongful termination cases includes
- Emails, text messages, or other communications showing discriminatory or retaliatory comments from supervisors
- Performance reviews that were positive before you engaged in protected activity and negative after
- Witness statements from coworkers who heard discriminatory comments or witnessed similar treatment
- Timing evidence showing you were fired shortly after reporting discrimination, taking leave, or engaging in other protected activity
- Company policies and handbooks showing what procedures your employer should have followed
- Personnel files showing your work history and any disciplinary records
- Statistics showing your employer treated employees of a certain race, age, or gender differently
You do not need to have all this evidence before calling a lawyer. A wrongful termination lawyer in Sacramento can help you gather evidence and build your case. See our what evidence do I need to sue my employer and how to sue your employer in California pages.
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
Setareh Law Group has recovered over one billion dollars for California workers, including millions in wrongful termination and retaliation cases. See our wrongful termination settlements in California and wrongful termination damages in California pages.
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 Sacramento. Evidence disappears, witnesses forget details, and deadlines pass quickly.
Local Resources for Wrongfully Terminated Workers in Sacramento
Fact 1: The Sacramento County Superior Court Gordon D. Schaber Courthouse at 720 9th St, Sacramento, CA 95814 handles civil employment cases for Sacramento County. This courthouse is located in downtown Sacramento near the State Capitol.
Fact 2: The nearest DLSE Labor Commissioner office for Sacramento workers is located at 2030 West El Camino Ave, Suite 200, Sacramento, CA 95833. This office investigates wage claims, retaliation complaints, and issues citations for labor code violations.
Fact 3: Sacramento is home to the California State Capitol and thousands of state workers. State employees have additional protections under the California State Civil Service Act and may file appeals with the State Personnel Board in addition to wrongful termination claims.
Why Choose Setareh Law Group for Your Sacramento Wrongful Termination Case
- Over one billion dollars recovered for California workers since 1999, including wrongful termination, retaliation, and whistleblower 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. These are third party recognitions you can verify.
- Licensed in all California federal courts, including the Eastern District of California which covers Sacramento.
- 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 Sacramento
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.
Can I be fired for filing a complaint with my company’s human resources department?
No. Filing a complaint with HR about discrimination or harassment is protected activity. Your employer cannot fire you in retaliation for making a good faith complaint.
How much will I get for my wrongful termination case?
Every case is different. Damages depend on your lost wages, emotional distress, and whether punitive damages apply. A wrongful termination lawyer in Sacramento can give you an honest assessment.
Do I need an attorney to get fair treatment after a wrongful termination?
Yes. Employers have lawyers. You should have a lawyer too. A wrongful termination lawyer in Sacramento can level the playing field and maximize your recovery.
What evidence do I need to provide in a wrongful termination case?
You do not need evidence before calling a lawyer. Your lawyer will help you gather emails, texts, performance reviews, and witness statements to build your case.
How long do I have to act after a termination?
Most claims have a three year deadline, but workers compensation retaliation claims have only a one year deadline. Contact a lawyer immediately after termination to protect your rights.
What if my employer says I was terminated for poor performance?
That is common. 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.
What is constructive termination?
Constructive termination is when your employer makes working conditions so intolerable that you are forced to resign. California law treats this the same as actual termination.
Does Setareh Law Group meet clients in Sacramento?
Yes, consultations are available by phone, video, or in person by appointment. The office is located in Beverly Hills, approximately 380 miles from Sacramento.
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.
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