As a California employee, you have the right to leave your employment whenever you like and for any reason. Employers in our state have the right to terminate employment relationships. They often do so without providing anything more than a vague reason (like saying it’s not working out).
However, employers cannot terminate an employee solely in retaliation for filing a complaint or participating in an investigation of misconduct. Such a firing constitutes wrongful termination, which harms many employees.
How can you tell if your firing was retaliatory?
It may surprise you, but it is common to wonder if a termination was wrongful and retaliatory or occurred because of poor performance. Even employees confident in their work record suffer from doubt about job terminations.
Below are several examples of wrongful termination due to retaliation that may provide insight into your situation:
- The termination occurred soon after you participated in a whistleblower or other investigation into your workplace.
- The termination occurred shortly after you filed a complaint involving workplace discrimination or harassment.
- The termination occurred after exercising your employment rights (taking medical leave) despite warnings from management not to do so.
- The termination occurred after you spoke with co-workers about the possibility of making a formal complaint regarding work conditions.
If the details of your firing resemble any of the above examples, consider learning more about wrongful termination and retaliation. Delving deeper into your circumstances and the law can help you decide whether to pursue a legal solution for your harm. Your actions may also prevent other California employees from suffering from mistreatment, including retaliatory termination, in the workplace.