People who suddenly lose their jobs may sometimes pursue wrongful termination lawsuits. They assert that the company violated their rights by firing them. They may request compensation for the economic impact of their job loss or even reinstatement to their position at the company.
California, like many other states, has at-will employment statutes. Do at-will employment arrangements prevent employees from pursuing wrongful termination lawsuits?
Employers can still violate worker rights
At-will employment laws permit either party in an employment arrangement to terminate the relationship without financial and legal consequences. Workers can quit without notice, and companies can fire employees for almost any reason.
However, employers still have a legal obligation to comply with laws prohibiting certain types of company misconduct. Employers cannot discriminate against workers by terminating them because of their protected characteristics. Medical conditions, race, religion and sex are among the protected characteristics that employers should not consider when making employment-related decisions.
Additionally, companies cannot fire workers as retaliation for engaging in protected activities. Employees have a right to report safety concerns or on-the-job injuries. They can ask for assistance handling sexual harassment or unpaid leave if they qualify.
Employers should not retaliate against workers by firing them after they report concerns to human resources or ask for medical accommodations. Prior interactions with supervisors, discussions during the termination process and the timing of the firing can all help workers determine whether they may have experienced a wrongful termination.
Pursuing a wrongful termination lawsuit is possible despite California’s at-will employment laws. If companies fire workers for inappropriate reasons, affected workers could ask the courts to hold their former employers accountable.