Inglewood Wrongful Termination Attorney
Losing your job is one of the most stressful and disruptive events you can experience. The sudden loss of income, health insurance, and professional security can throw your entire life into disarray. But when you suspect that you were fired not for legitimate business reasons, but for an illegal motive—such as reporting discrimination, taking medical leave, or blowing the whistle on illegal company practices—the injustice is deeply painful.
California operates under the "at-will" employment doctrine, which often leads employers to believe they can fire workers at any time for any reason. However, at-will employment is not absolute. The law places strict legal boundaries on employers, prohibiting them from terminating workers for discriminatory, retaliatory, or unlawful reasons.
At Holtz Matthews LLP, our founding trial attorneys—Michael D. Holtz and Jordan Matthews—are recognized for providing fearless advocacy and high-profile representation to employees throughout Southern California. If you have been unlawfully discharged from your job, our Inglewood wrongful termination lawyer will stand by your side, investigate the truth behind your firing, and hold your employer fully accountable.
Contact us today at (818) 791-0555 to schedule a free, confidential consultation.
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?
Under California and federal law, wrongful termination occurs when an employer fires an employee in direct violation of state or federal statutes, public policy, or a binding employment contract.
Even though California employers frequently invoke "at-will" status to justify letting someone go, an employer can never use at-will employment as a shield for illegal conduct. To establish a valid wrongful termination claim, you must demonstrate that your discharge was motivated by an unlawful factor rather than genuine performance issues or legitimate economic restructuring.
Common illegal motivations include:
- Firing an employee because of their protected personal characteristics (race, gender, age, disability, religion, etc.).
- Punishing an employee with termination after they report sexual harassment or wage theft.
- Firing a worker for refusing to participate in illegal business activities or financial fraud.
- Discharging a worker who exercises legally protected rights, such as taking family or medical leave.
Employers rarely admit their unlawful intentions. They often manufacture fake performance reviews, exaggerate minor infractions, or disguise terminations as standard layoffs. Uncovering these hidden motives requires meticulous legal investigation and aggressive litigation.
Examples of Wrongful Termination
Wrongful termination can arise in many different contexts, including:
- Firing an employee shortly after they report sexual harassment or discrimination
- Terminating an employee for taking approved medical or family leave (CFRA/FMLA)
- Firing a whistleblower who reported illegal activity or safety violations
- Terminating an employee for refusing to participate in illegal conduct, such as fraud
- Firing based on pregnancy, disability, or a request for reasonable accommodation
- Terminating an employee for filing a workers' compensation claim
- Firing in violation of an employment contract's stated terms
- Terminating an employee for exercising a legal right, such as voting, jury duty, or military leave
- Constructive discharge — creating such intolerable working conditions that an employee is forced to resign, which can be treated as a termination under the law
If your termination followed closely after you engaged in any of these protected activities, the timing alone can be important evidence supporting a wrongful termination claim.
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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"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
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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
Why Choose Holtz Matthews LLP?
When challenging a powerful corporation, high-profile employer, or aggressive defense firm, you need elite legal representation with a proven track record of success.
- Fearless Litigators: Founded by trial attorneys Michael D. Holtz and Jordan Matthews, our firm is known for taking on tough, high-stakes cases and never backing down against powerful institutional adversaries.
- Proven Multi-Million Dollar Results: We have recovered tens of millions of dollars for clients in complex employment and personal injury litigation (including benchmark outcomes such as $65M, $6.8M, $2.5M, $2.4M, $2.1M, and more).
- Uncompromising Discretion & Privacy: We treat every client with deep respect, protecting your reputation, dignity, and personal privacy throughout the legal process.
- No Fee Unless We Win: We handle wrongful termination cases on a contingency fee basis. You pay zero upfront costs or out-of-pocket expenses—we only collect legal fees if 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
Can I be fired for any reason in California because it is an "at-will" state?
No. While at-will employment allows employers to terminate workers for many reasons, it never grants permission to violate state or federal anti-discrimination, anti-retaliation, or whistleblower protection laws. If your termination was motivated by discrimination, retaliation, or breach of contract, it is illegal wrongful termination.
How long do I have to file a wrongful termination lawsuit in California?
The statute of limitations varies depending on the legal basis of your claim. For discrimination, harassment, and retaliation claims under California’s FEHA, you generally have three years from the date of termination to obtain a Right-to-Sue notice from the Civil Rights Department (CRD). Claims against government or public entities often have much shorter deadlines (sometimes as short as six months).
What if I was forced to resign rather than explicitly fired?
If your employer intentionally created or allowed intolerable working conditions designed to force your resignation, California law treats your departure as a constructive discharge. Legally, constructive discharge is viewed the same as an actual termination, allowing you to pursue a wrongful termination claim.
How much does it cost to hire Holtz Matthews LLP for a wrongful termination case?
We handle all wrongful termination claims on a contingency fee basis. You do not pay any upfront hourly fees or out-of-pocket litigation costs. Our fee is strictly a percentage of the financial recovery we successfully secure on your behalf. If we do not win compensation for you, you owe us nothing.
