Were You Fired for the Wrong Reason?
California's wrongful-termination laws are some of the strongest in the country. We bring those laws to bear at trial.
If any of this happened to you, the timing matters.
California protects employees from termination tied to medical leave, protected complaints, and protected status. The closer the firing is to one of these moments, the more pressure that puts on the employer's stated reason.
Fired right after returning from medical leave
You took FMLA, CFRA, PDL, or a doctor-ordered leave. You came back to a "restructure," a sudden write-up, or a termination call within weeks. CFRA and FEHA protect against exactly this pattern.
Let go for reporting harassment, wage theft, or safety
You raised a real concern to HR, a manager, or a regulator. The retaliation came as a PIP, a demotion, or a firing. Labor Code §1102.5 was written for this.
Pushed out after a pregnancy, disability, or workers-comp claim
You disclosed a pregnancy, asked for an accommodation, or filed a workers-comp claim. The job suddenly became impossible, or it disappeared. FEHA covers far more than the federal ADA.
Built to try the case if it does not settle.
Plenty of plaintiff firms file complaints. Far fewer are ready to put a case in front of a Los Angeles jury. We are.
Trial-Ready From Day One
Every case gets built like it will be tried. That is what shapes the negotiating position when settlement comes up.
ABOTA Fellow Representation
David Safvati is a Fellow of the American Board of Trial Advocates, a peer-elected trial bar.
Direct Partner Attention
You meet with David, not an intake screener. He stays on the file from first call to verdict.
California-Only Practice
Deep state-court experience in LA Superior and the California Court of Appeal.
Free Consultation, Real Strategy
You leave the consult with a clear read on the case, not a sales pitch.
Award-winning trial lawyers. Verdicts that hold up.
Peer-recognized credentials and the trial record to back them. The recognitions below come from independent bar bodies and rating organizations.
After extensive motion practice, discovery, and trial, the jury returned a $146,000,000 verdict — recognized among the Top 100 Jury Verdicts in California.
Judgment entered prior to trial after extensive litigation and motion practice, resulting in a decisive recovery for the client.
After contested motion practice, discovery, and trial, the jury returned a verdict of $3,234,727 in favor of the client.
Prior results do not guarantee or predict a similar outcome. Each case turns on its own facts.
David M. Safvati
- ABOTA Fellow
- Founder, Westview Law
- Hon. Jessner Law-Clerk Fellowship
- Trial + Court of Appeal Record
David founded Westview Law to do plaintiff-side employment litigation the way it should be done: by lawyers who actually try cases. He is a Fellow of the American Board of Trial Advocates, a peer-elected bar reserved for attorneys with a substantive trial record. He regularly argues complex motions in California Superior Courts and at the California Court of Appeal.
Earlier in his career, David served as a law clerk fellow with the Hon. Samantha P. Jessner, Presiding Judge of the Los Angeles Superior Court. That bench-side perspective shapes how he prepares every wrongful-termination case at Westview: with the courtroom, not the conference room, in mind.
A clear path from the first call to the verdict.
No mystery, no runaround. Here is exactly how a wrongful-termination case moves through Westview.
You call or submit the form
Phone, form, or email. We respond the same business day, usually faster.
Free consultation with David
Not a screener. You sit with David, walk through the timeline, and leave with a real read on the case.
We investigate, demand, and file
Records, witnesses, a written demand. If it does not settle pre-suit, we file in California Superior Court.
We try the case if needed
If the offer is not what serves you, we take it to a jury. That is how the firm is built.
A picture of what wrongful-termination representation looks like at trial.
Worker fired three weeks after returning from cancer-surgery leave
The client took CFRA leave for cancer surgery, returned to work cleared by her doctor, and was placed on a sudden performance plan inside two weeks. Three weeks after that, she was fired for "ongoing performance issues" tied to metrics that had been rated satisfactory in her last review.
We pulled the prior reviews, the leave paperwork, and the supervisor's emails. The pattern was clean. The case proceeded to trial on FEHA disability-discrimination and CFRA-retaliation theories, and produced a jury verdict in the client's favor that included economic damages, emotional-distress damages, and a fee award.
Illustrative case study (composite). The scenario above is a composite drawn from the kinds of wrongful-termination matters our team has handled. It is not a description of a single client and is presented for general information only. Prior results do not guarantee or predict similar outcomes. Every case turns on its own facts.
The questions employees actually ask before they call.
California is at-will. Can I still sue?
What is "wrongful termination in violation of public policy"?
How does FEHA expand my rights beyond federal law?
My employer offered severance with a 30-day deadline. What should I do?
What are the deadlines for filing?
How long does a wrongful-termination case take?
What is my case worth?
What should I bring to the consultation?
Tell us what happened.
Request your consultation
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Prefer to call?
Speaking by phone is the fastest way to get a real read on a wrongful-termination claim. We answer or return calls within the business day.
(310) 906-4862 Direct line · free consultationWestview Law1880 Century Park East STE 1100
Los Angeles, CA 90067
HoursMonday – Friday, 9:00 a.m. – 6:00 p.m. Pacific. After-hours messages are returned the next business morning.
