Beverly Hills Wrongful Termination Lawyer
Fired After Speaking Up About Harassment or Discrimination
Losing a job is stressful under any circumstances — but when that job is taken from you for an unlawful reason, the damage runs far deeper than a missing paycheck. It can shake your confidence, disrupt your career trajectory, and leave you questioning whether you did something wrong, even when the fault lies entirely with your employer. In a city like Beverly Hills, where careers are often built on reputation, relationships, and industry connections, an unlawful firing can feel like it threatens everything you've worked to build.
Holtz Matthews LLP represents employees throughout Beverly Hills and the surrounding Los Angeles area who have been let go for reasons that violate state or federal law. We know how intimidating it can be to challenge a former employer, particularly one with deep pockets and an in-house legal team. Our job is to change those odds — combining thorough investigation, strategic litigation, and genuine compassion to help you hold your employer accountable.
If you suspect your termination wasn't legal, call (818) 791-0555 for a free, confidential case review.
We provide a trusted space to discuss your case openly, while also safeguarding your rights, maintaining your dignity and offering the legal expertise necessary to pursue justice.
What Is Considered Wrongful Termination?
Wrongful termination happens when an employer ends someone's employment in violation of a law, public policy, contractual agreement, or anti-discrimination statute. California is generally an "at-will" employment state, meaning employers can typically terminate an employee for almost any reason — or no reason at all — without warning. However, "at-will" does not mean employers have unlimited power. There are firm legal boundaries an employer cannot cross, no matter how the termination is framed on paper.
A firing crosses into unlawful territory when it's motivated by discrimination, retaliation for protected conduct, a breach of an employment contract, or a violation of public policy — such as firing someone for refusing to break the law. Even if an employer offers a seemingly legitimate business reason for the termination, that explanation can be challenged as pretext if the real motivation was unlawful.
Examples of Wrongful Termination
Wrongful terminations can take many shapes, and employers rarely admit the true reason behind a firing outright. Some of the patterns our Beverly Hills clients have experienced include:
- Termination tied to a protected characteristic, such as race, sex, age, religion, disability, or sexual orientation
- Firing in response to a harassment or discrimination complaint, whether made internally or to a government agency
- Termination for taking legally protected leave, such as medical, family, pregnancy, or disability leave
- Being let go for refusing to engage in illegal activity, such as falsifying records or violating safety regulations
- Firing shortly after whistleblowing, including reporting suspected fraud, wage theft, or unsafe working conditions
- Termination in breach of an employment contract, including violations of specific terms regarding notice, cause, or severance
- Constructive discharge, where conditions become so intolerable that a reasonable employee would feel forced to resign
- Termination tied to pregnancy or a request for a reasonable accommodation
In entertainment, hospitality, and other industries with a strong Beverly Hills footprint, wrongful terminations are sometimes disguised as "restructuring," "creative differences," or "performance issues" to mask an unlawful motive. Our attorneys know how to look past these labels and uncover the truth.
California & Federal Laws Against Wrongful Termination
At Holtz Matthews LLP, your satisfaction is our priority! See for yourself what our clients have to say about working with us.
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"Michael is a true gem!"In the very first five minutes of our conversation about my case, it was evident that Michael is different. We hadn't even started, and Michael was on the case, so well prepared, and so familiar with every aspect of the situation. Michael's informed perspective and knowledge of the industry is clear in every assessment he makes, and his wealth of experience saved me from many potential disasters. I am truly grateful to Michael for his generosity, and for him patiently and clearly explaining the important strategic details that ensured the success of my case.Former Client
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"Jordan is Extremely Helpful."We must have spoken to 7 different lawyers and Jordan had the best information and most concise plan of action. You can tell he is very knowledgeable in his field.Former Client
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"Michael is an outstanding attorney."
I have the highest regard for his capabilities.
Former Client -
"Hard working, extremely diligent litigator"
Highest ethical and moral standards and someone who actually cares about his clients. In my experience, these are attributes often lacking from Los Angeles litigators.
Former Client -
"Jordan is a skilled and enthusiastic lawyer that I have had the pleasure of working closely with."I recommend Jordan to anyone who is seeking legal advice in Entertainment.Fellow Attorney in Community
Why Beverly Hills Employees Choose Holtz Matthews LLP
Holtz Matthews LLP has recovered significant results for employees across California, including outcomes exceeding $65 million, $6.8 million, and $2.5 million. Our reputation is built on relentless advocacy paired with genuine care for the people we represent. When you work with our firm, you can count on:
- A dedicated, compassionate team that understands the sensitive and often personal nature of employment disputes
- A comprehensive case evaluation that leaves no detail overlooked
- A tailored legal strategy, communicated clearly and without confusing legal jargon
- Aggressive, experienced litigators who are equally comfortable at the negotiating table or in a courtroom
- Absolute discretion, protecting your privacy and professional standing throughout the process
Because we handle wrongful termination cases on a contingency-fee basis, you won't pay any legal fees unless we successfully recover compensation for you.
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$65M RESULT
Client was the primary witness for the Wall Street Journal expose, entitled, "Dozens of People Recount Pattern of Sexual Misconduct by Las Vegas Mogul Steve Wynn", resulting in $55 million in fines levied against the company, a $10 million fine against Steve Wynn, and his removal from the gaming industry. The Nevada Gaming Control Board also changed its rules governing gaming licensees.
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$6.8M Result
Client was harassed and manipulated by high-level casino executives and forced to facilitate trafficking of women. The matter was resolved for a high seven-figure sum.
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$2.5M Result
Client was groped and propositioned by a top-level executive of a large multi-national company. The matter was resolved for a multi seven-figure sum.
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$2.4M Result
Client who worked for highly successful celebrity was discriminated against and harassed by company. The matter was resolved for multi seven-figure sum.
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$2.1M Result
Client, a female executive for a major studio and production company, was harassed and sexually assaulted by her male superiors. The matter was resolved for a multi seven-figure sum.
Frequently Asked Questions
I was told I'm an "at-will" employee — does that mean I can't sue?
Not necessarily. At-will employment means your employer generally doesn't need a reason to let you go, but it doesn't give them permission to fire you for an illegal reason, such as discrimination, retaliation, or breach of public policy.
My employer gave a reason for firing me — can I still have a claim?
Yes. Even when an employer provides a stated reason, that reason can be challenged as pretext if evidence shows the real motivation was unlawful.
What if I resigned instead of being fired?
If your working conditions became so intolerable that a reasonable person would feel forced to quit, you may still have a claim under a legal theory known as constructive discharge.
What evidence do I need to prove wrongful termination?
Key evidence includes written performance evaluations showing a history of good work, emails or text messages surrounding your firing, company handbooks, witness statements from former co-workers, medical leave requests, and a detailed personal timeline of events leading up to your termination.
What is the deadline to file a wrongful termination claim in California?
Under FEHA, employees generally have three years from the date of the unlawful termination to obtain a Right-to-Sue notice from the California Civil Rights Department (CRD). For claims based on public policy violations or breach of contract, different statutes of limitations apply. It is crucial to consult an attorney as quickly as possible to avoid missing legal deadlines.
