25 Years Litigating Wrongful Termination Cases Throughout California.
The Only Firm Laser-Focused on Health-Related Firings
No Attorneys' Fees Unless We Recover
And . . . We get it
- You were punished for something beyond your control
- You lost your income and the sense of dignity related to your work
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You feel isolated, anxious, and unsure who to trust
- And it feels like your employer is getting away with it
We help you move from overwhelmed to empowered by guiding you through the process of enforcing your legal rights and making your former employer think twice before ignoring the protections of California law in the future.
You Don’t Need to Apologize for Enforcing Your Rights
I talk to employees all the time who almost seem to apologize for considering a legal claim. They tell me they know their illness was difficult for the employer. They missed work. They needed leave. They needed accommodations. They feel like they were a burden.
Here’s what I tell them.
Employers that do business in California make a bargain. They get to build businesses here, employ California workers, serve California customers, and make profits from both. In return, they have to follow California law—including the laws protecting employees when illness or disability interferes with their ability to work.
Sometimes an employer is perfectly happy with that bargain while an employee is healthy and productive. Then the employee gets sick, needs medical leave, or needs an accommodation, and suddenly the employer decides its part of the bargain is too expensive, too inconvenient, or too difficult.
That’s not the employee taking advantage of the employer. If the law required the employer to provide leave or another reasonable accommodation and the employer instead fired the employee, it is the employer that failed to honor the bargain.
Enforcing your rights isn’t asking for special treatment. And it isn’t something you need to feel guilty about. The laws protecting employees with health conditions mean something only if employers face consequences when they violate them.
In fact, every employee who insists that an employer honor those obligations makes it more likely that the next employee who gets sick will be treated the way the law requires.
Some Results* and Client Comments
* Results are a random sampling of a few cases with the resolution amounts reduced below actual results (so we do not publicize exact numbers). Every case result is based on the specific facts of that individual case. No prior case result is indicative of a future case result.
Early resolution for employee denied job because of pregnancy.
Early litigation resolution for a highly paid employee fired for health condition requiring medical leave.
Early resolution for employee fired for age and a record of health issues and medical leaves.
Verdict and attorneys’ fees for employee fired for sleeping at work due to health condition.
Early resolution for employee fired for taking “indefinite” medical leave
Resolution for employee not hired by new company because of medical leave with prior employer
Litigation resolution for employee fired for age and health condition
Early resolution for failure to hire because of health condition
“The most professional and intelligent attorney representative that I could have asked for. He
exceeded all of my expectations to the highest level imaginable. Perry was Just superb-epic.”
“I was lucky to find such great lawyers to help me with my case. I was always kept up to date, and most importantly established a complete trustworthy relationship. There were never any communication issues. Every time I called, I got a response or a call back in a timely manner. Personally, I always got the sense that they care and always let me know they are on my side. I have and will continue to recommend them. Thank you for everything.”
“[Sick & Fired Law] are the best to work with! They showed so much compassion and
care for my case. They kept me updated every step of the way and helped me understand the
process of the case. I am very happy with [the] outcome of my case. Thank you again
sickandfired.com lawyers.”
sick & fired law
Enforcing the Rights of Employees Wrongfully Terminated for Health-related Reasons with a No-Recovery-No-Fee Approach
We have been called “true believers” countless times by lawyers for corporate employers because they can see that we truly believe in the need to enforce the law and in our client’s cases. They can see how much it bothers us when employees needing accommodation for health conditions are treated as defective and not worthy of their jobs.
Here’s what so many California employers fail to acknowledge: California allows them to earn their corporate profits in California and on the backs of California employees. But by cashing in on California and its people, employers agree to comply with California’s laws protecting employees. Put simply, cashing in requires compliance. Employers who fire employees in violation of California’s protective laws are cashing in without compliance. We think the corrupt cash should go to compensate wrongfully fired employees.
Employers sued for cashing in without compliance often accuse the employees who sue them of “just trying to cash in.” The gaslighting is real.
LET US REVIEW WHAT HAPPENED TO YOU
We are ready to review what happened to you. Contact us today.