06/29/2026
Real Workplace Scenario
An employee reports a concern at work.
A few weeks later, everything changes.
The employee receives their first negative performance review after years of positive feedback. They’re suddenly excluded from meetings, closely scrutinized, and every mistake is documented. Two months later, they’re terminated for “performance.”
Does that automatically make the termination lawful?
Not necessarily.
In California, the employer’s stated reason for a termination is only part of the picture. The timing of events, an employee’s work history, prior performance evaluations, and changes in how they’re treated may all be relevant in determining whether a termination was lawful.
Many employees assume that if an employer says they were fired for “performance,” that’s the end of the story. In reality, employment cases often involve looking beyond the reason given to understand what actually occurred.
If you’ve experienced a sudden change in how you’re treated after reporting discrimination, harassment, safety concerns, wage violations, requesting a reasonable accommodation, or engaging in other protected activity, it’s important to understand your rights.
Every situation is different, and this post is intended for general educational purposes only—not legal advice.
Larabee Law Firm represents California employees in discrimination, retaliation, harassment, wrongful termination, disability accommodation, and wage and hour matters.
