Los Angeles · Statewide California
Masjedian Law Firm · Practice

Employment Lawyer in San Diego

Representation for San Diego employees — wrongful termination, discrimination, retaliation, harassment, and wage-and-hour claims under FEHA and the California Labor Code.

San Diego, California

Employment Representation for San Diego and San Diego County

San Diego’s economy of defense contractors, biotech, tourism, and hospitality employs a broad workforce that regularly faces wrongful termination, retaliation, and wage disputes.

The law that governs your case — California’s Fair Employment and Housing Act (FEHA) and Labor Code — is the same across the state. What differs locally in San Diego is practical: the employer and workplace involved, and the county court (typically the San Diego County Superior Court) that would hear a case that does not settle. The Masjedian Law Firm represents San Diego clients and people throughout California, with free case reviews.

Can a San Diego employee bring a wrongful termination or discrimination claim? Yes. California’s FEHA and Labor Code protect employees throughout the state, including San Diego. Claims often begin with the Civil Rights Department and, if filed in court, are heard in San Diego County Superior Court — for this area, the San Diego County Superior Court. The Masjedian Law Firm represents San Diego-area workers and clients across California.

Is employment law different in San Diego than elsewhere in California? The core protections are statewide under FEHA and the California Labor Code. Some California cities add their own minimum-wage or scheduling ordinances, but wrongful termination, discrimination, retaliation, and wage-and-hour rights apply across the state. The local employers and county court are what differ for a San Diego matter.

Employment — Serving California

Los Angeles · San Diego · San Francisco · Sacramento · Orange County

The Practice

California Rights, Enforced

California gives employees some of the strongest workplace protections in the country, but those rights only matter if they are enforced. The Masjedian Law Firm represents employees and executives in serious workplace disputes — confidentially, and with the case prepared to be tried if the employer will not do right by you.

Matters we handle. Wrongful termination, discrimination and harassment (including sexual harassment), retaliation and whistleblower claims, wage-and-hour disputes, unpaid commissions, leave and disability matters, and executive employment, severance, and equity issues.

The California framework. Most of these claims arise under the Fair Employment and Housing Act (FEHA) and the California Labor Code. FEHA prohibits discrimination and harassment based on protected characteristics — race, sex, age, disability, religion, national origin, and more — and bars retaliation against employees who report or oppose unlawful conduct. Many FEHA claims require first obtaining a right-to-sue notice from the Civil Rights Department, and deadlines apply.

Before you sign a severance. Severance agreements are often presented with a short deadline and a release of all claims. Once signed, your leverage is usually gone. If you have been pushed out, terminated, or handed a severance, it is worth having the agreement and the circumstances reviewed before you sign anything.

Is California “at-will,” and can I still have a claim? Yes, employment is generally at-will — but at-will does not permit termination for an illegal reason such as discrimination, retaliation, or refusing to break the law.

Do I have to report to HR first? Reporting can strengthen a retaliation claim, but it is not always required to have a case. Document what happened and keep copies either way.

Brian Masjedian, Esq.
Written & reviewed by Brian Masjedian, Esq. Attorney at Law · California State Bar #357298 · The Masjedian Law Firm
Last reviewed June 2026 · Attorney Advertising. This information is general and not legal advice.
Frequently Asked

Questions, answered.

Is California “at-will,” and can I still have a claim?

Yes, employment is generally at-will — but at-will does not permit termination for an illegal reason such as discrimination, retaliation, or refusing to break the law.

Do I have to report to HR first?

Reporting can strengthen a retaliation claim, but it is not always required to have a case. Document what happened and keep copies either way.

What counts as wrongful termination in California?

California is at-will, so an employer can generally fire for any reason except an illegal one. Termination is wrongful when based on a protected characteristic (race, sex, age, disability, religion, national origin and others), in retaliation for protected activity, or in violation of public policy.

What should I do right after being fired if I think it was illegal?

Write down the dates, who was involved, and the reasons given. Preserve documents you already had lawful access to, and note any comments tied to a protected trait or a recent report you made. California has filing deadlines (FEHA claims generally start with a right-to-sue notice from the Civil Rights Department), so do not wait indefinitely.

Can my employer retaliate against me for reporting harassment?

No. California law protects employees who report harassment, discrimination, wage violations, or unsafe conditions. Retaliation is broader than firing and can include demotions, reduced hours, sudden negative reviews, or exclusion that follows a protected report.

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