Fired for the wrong reason? You may have a case.
California is at-will — but FEHA, the SF Charter, the Whistleblower Act, and federal protections create real exceptions. Discrimination, retaliation, refusal to commit illegal acts, or breach of contract can entitle you to back pay, front pay, emotional distress, and punitive damages.
These 10 SF firms are some of the most respected employee-side employment plaintiffs' practices in the Bay Area. Most work on contingency, all offer free consultations.
How we picked these 10: We reviewed published verdicts and settlements, peer rankings (Best Lawyers, Super Lawyers, Chambers and Partners, Avvo), client review patterns, and bar association recognition. Firms that appeared consistently across independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Wrongful termination, discrimination, harassment, civil rights
$20M wrongful termination verdict (2016, whistleblower); $61M employment record verdict. Multiple Best Lawyers attorneys.
Practice focus: Wrongful termination, discrimination, class action
David Sanford has recovered over $1B since 2004. Lead counsel in 50+ class actions including $253M Novartis verdict (largest Title VII verdict in U.S. history).
Practice focus: Wrongful termination, sexual harassment, discrimination
Barbara Lawless — Lawdragon 500 Leading Civil Rights & Plaintiff Employment Lawyers. Decades of plaintiff experience.
Practice focus: Wrongful termination, sexual harassment, discrimination
50 combined years successfully representing employees in Bay Area. Strong negotiation track record.
Practice focus: Wrongful termination, executive employment, discrimination
25+ years of SF employment plaintiffs' practice. Strong executive-employee representation.
Practice focus: Wrongful termination, wage and hour, class action
Bay Area plaintiff-side employment boutique with strong wage-and-hour collective action practice.
Practice focus: Wrongful termination, discrimination, harassment, retaliation
Top SF plaintiffs' employment boutique. Multiple Super Lawyers attorneys.
Practice focus: Wrongful termination, discrimination, retaliation
Top-tier client representation. Founders are former big-firm attorneys.
Practice focus: Wrongful termination, discrimination, harassment
SF plaintiffs' employment boutique with strong client communication.
Practice focus: Sexual harassment, wrongful termination, discrimination, class action
Long-established Bay Area employment plaintiffs' boutique. Multiple Super Lawyers attorneys.
Tell us about your situation and we'll match you with vetted wrongful termination attorneys in San Francisco. Free, confidential, no obligation.
Request Free Consultation →Most SF wrongful termination cases begin with a CRD or EEOC charge. Suit follows in SF Superior Court (FEHA) or N.D. Cal. (federal). Cases typically resolve in 12-24 months through mediation or summary judgment.
Most SF plaintiff-side firms work on contingency for litigation (33-40%). FEHA fee-shifting can pay your lawyer's fees from the employer if you win.
The legal directory you find on Google has thousands of San Francisco wrongful termination firms. Most are competent. A few are problematic. The patterns to avoid:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery, dismissal, or visa approval, walk away.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. The case is handled by an unsupervised junior or a paralegal. Ask in writing who will be your day-to-day attorney.
Pressure to sign immediately. Reputable firms give you the retainer in writing, time to read it, and the option to take it home. High-pressure intake is almost always a sign of a volume mill, not a craftsperson's practice.
No verifiable track record. The firm should be able to point to verdicts, settlements, peer rankings, or bar association recognition. "We've helped thousands of clients" is marketing copy. Specific numbers, named cases, and third-party rankings are evidence.
Vague fee terms. "Don't worry about cost" is a red flag. Every legitimate San Francisco lawyer will give you a written engagement letter with the fee structure, what's covered, what triggers extra charges, and what happens if you fire them.
Most San Francisco firms on this list offer a free initial consultation. Use it. Bring a list of questions and write down the answers. Compare across at least two firms before you sign.
San Francisco is its own market. The procedure, the courts, and the strategy are city- and state-specific in ways that matter to your outcome.
Local courthouses matter. the San Francisco Superior Court at Civic Center and the Northern District of California have judges, calendars, and procedures that shape how cases move. A firm that knows the local courthouse has an advantage.
Filing deadlines are strict. Notice of Claim windows for cases against the City or County, Statute of Limitations periods, and pre-suit certification requirements vary by case type and are unforgiving. A missed deadline often means a lost case — full stop.
Local procedure rules matter. Each court has its own forms, motion practice, and judge preferences. The right San Francisco firm will know not just the law, but the unwritten rules of the courthouse you'll be in.
Local plaintiffs/defendants do well in front of local juries. Verdict patterns vary by venue, and a trial-capable firm uses venue strategically.
CRD/FEHA — 3 years. EEOC — 300 days. Whistleblower (Labor Code § 1102.5) — 3 years.
Discrimination, retaliation, refusal to commit illegal acts, exercise of statutory rights, or breach of contract.
Not yet. A lawyer can usually negotiate a higher number — and you give up legal claims by signing.
Most SF employment cases settle in mediation or before summary judgment.
CFRA prohibits retaliation for taking covered leave. If fired during or after leave, talk to a lawyer immediately.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many cases like mine have you taken to verdict in the last three years? The answer tells you everything. — The LawFirmSquare team