California Labor Code § 2922, embodies the principle of at-will employment. The statute provides that, in the absence of a specific employment contract, both employers and employees have the right to terminate the employment relationship at any time, for any reason, or no reason at all. While this provision grants flexibility to employers and employees alike, it also raises questions about wrongful discharge and the rights of employees.

Understanding California Labor Code § 2922

California Labor Code § 2922 states: “An employment, having no specified term, may be terminated at the will of either party on notice to the other. Employment for a specified term means employment for a period greater than one month.” Essentially, this statute establishes the default rule of at-will employment in California, where either the employer or the employee can terminate the employment relationship at any time, with or without cause.

Implications for Wrongful Discharge Cases

While California Labor Code § 2922 upholds the principle of at-will employment, it does not provide employers with unfettered discretion to terminate employees arbitrarily. While an at-will employee may be terminated for no reason, or for an arbitrary or irrational reason, employers do not have the right to terminate an employee for an unlawful reason or a purpose that contravenes fundamental public policy. In such cases, employees may have grounds for legal action against their employer.

Role of Wrongful Discharge Lawyers

Wrongful discharge lawyers play a critical role in advocating for the rights of employees who have been unlawfully terminated from their jobs. They know employment law and have a deep understanding of the legal principles governing wrongful discharge cases. Wrongful discharge lawyers assist employees by:

  • Legal Analysis: Conducting a comprehensive analysis of the circumstances surrounding the termination to determine if it constitutes wrongful discharge.
  • Legal Representation: Representing employees in negotiations with employers, filing lawsuits, and advocating for their rights in court proceedings.
  • Pursuing Justice: Seeking remedies and compensation for employees who have suffered wrongful discharge, including back pay, damages, and other appropriate relief.

California Labor Code § 2922 establishes the foundational principle of at-will employment in the state, granting both employers and employees the flexibility to terminate the employment relationship at any time. However, this statute does not shield employers from liability in cases of wrongful discharge. Wrongful discharge lawyers play a crucial role in advocating for employee rights and holding employers accountable for unlawful terminations. By leveraging their expertise in employment law, wrongful discharge lawyers empower employees to assert their rights, seek justice, and obtain redress for wrongful termination.

Contact Akopyan Law Firm, A.P.C. when you need wrongful discharge lawyers serving Los Angeles, Orange, Riverside, San Bernardino, and Ventura. Please see our website and our case results to see what we have achieved for clients in Southern California. We offer a complimentary case evaluation, so do not hesitate to contact us.