What Should I Expect After an Employment Lawyer Agrees to Take My Case?
November 09, 2026
- The Law Offices of Jeannette A. Vaccaro PC
California has some of the strongest employee protections in the country. The California Fair Employment and Housing Act (FEHA), the California Labor Code, and federal laws such as Title VII of the Civil Rights Act and the Americans with Disabilities Act prohibit employers from terminating employees based on protected characteristics, for requesting disability accommodations, or for requesting or taking protected leave. California law also protects employees who are fired in retaliation for reporting legal and ethical violations. If your termination violated any of these laws, you may have grounds to file a lawsuit against your employer. Consulting with an experienced employment attorney can help you determine which laws apply to your situation and what legal options are available to you.
The Law Offices of Jeannette A. Vaccaro PC works to help wrongfully terminated employees understand exactly what happens after representation begins, so you know what to expect at each stage.
After your attorney agrees to take your case, here is what typically follows:
- Your attorney requests documents and a detailed account of your termination.
- The lawyer reviews the evidence and identifies which legal claims may apply.
- Your attorney notifies your former employer that you are represented.
- Communications from your former employer are redirected to your attorney.
- Your lawyer explains the realistic options ahead, including settlement, mediation, or litigation.
What Information and Documents Will Your Employment Lawyer Usually Need From You?
A wrongful termination case is built on documentation. Your attorney reviews your employment history to establish a clear, factual timeline of what happened and why.
Materials your lawyer will likely request include:
- Your offer letter, employment contract, and job description
- Performance reviews, both favorable and unfavorable, from throughout your employment
- Any performance improvement plans, written warnings, or disciplinary memos
- Emails, texts, or other written communications related to your treatment at work or your termination
- Internal complaints you submitted to human resources and any responses you received
- Your termination letter and any severance agreement you were offered
Your lawyer will also ask you to describe the events leading up to your termination in as much detail as possible. A clear account of dates and conversations helps your attorney assess whether your employer’s stated reason for termination holds up.
How Will Your Lawyer Evaluate the Facts, Evidence, and Possible Claims in Your Case?
Once your attorney has your documents and your account of events, the evaluation begins in earnest. California law, including the Fair Employment and Housing Act (FEHA), protects employees from termination based on discrimination, retaliation, or other unlawful motives.
Your attorney examines the sequence of events closely. A termination that followed shortly after you reported discrimination, requested medical leave, or raised a safety concern may point toward retaliation. Your lawyer also looks for inconsistencies in your employer’s explanation, since a shifting justification for termination can suggest the stated reason is a pretext for something unlawful. This evaluation determines which claims your case supports and how strong your evidence is likely to be.
What Communication or Contact With Your Former Employer May Happen After Representation Begins?
Once you retain an attorney, they become your primary point of contact with your former employer. Your attorney typically sends a demand letter notifying the company that you are represented by counsel, and a litigation hold notice requesting that the employer preserve all relevant documents and halt any automatic deletion programs.
If your employer attempts to reach you directly after this point, you should redirect that contact to your attorney.
What Are the Possible Next Steps Once Your Lawyer Has Reviewed and Prepared Your Case?
After evaluating your case and notifying your former employer, your attorney maps out a strategy suited to your circumstances. Depending on the facts, this may involve:
- Pre-litigation settlement negotiations, since many wrongful termination cases resolve before a lawsuit is filed
- Filing an agency charge, as certain claims must first go through the California Civil Rights Department before a lawsuit can proceed
- Mediation, where a neutral third party helps both sides work toward a resolution
- Filing a lawsuit, which may lead to discovery, depositions, and, ultimately, trial or arbitration
Your attorney explains which of these paths applies to your situation and what timeline you can reasonably expect at each stage.
If You Were Wrongfully Terminated, An Employment Lawyer Can Help
The period following a wrongful termination often brings uncertainty about what comes next. California law gives former employees the right to seek legal counsel, and finding the right attorney can shape the outcome of your claim.
The Law Offices of Jeannette A. Vaccaro PC stands beside wrongfully terminated employees throughout every stage of their claim. Contact our office today for a free case evaluation.
