Take the First Step
March 10, 2026 · Benjamin J. Treger
What to Do in the First 48 Hours
You just got fired. The reason they gave you doesn’t feel right. Maybe you saw it coming after you filed a complaint. Maybe it blindsided you a week after you told HR about a problem. Maybe they said “performance” but you’ve never had a bad review.
Whatever happened, the next 48 hours matter. What you do right now can make or break a future legal claim. Here’s what you should know.
If your employer handed you a severance agreement, a separation agreement, or any document that asks for your signature, stop. Read it, take it home, but do not sign it. These documents almost always contain a release of claims, meaning you are trading your right to sue for whatever they are offering. You may be entitled to significantly more. California law gives you time to consider these agreements; use it.
Before your email access gets cut off, forward any relevant communications to your personal email. Performance reviews. Emails from your manager praising your work. The complaint you filed with HR. Text messages with supervisors. Write down the names of coworkers who witnessed what happened. If you had a good relationship with colleagues, make sure you have their personal contact information.
Once you’re locked out of company systems, this evidence becomes much harder to obtain.
While the details are fresh, write a timeline. When did the problems start? What did you report, and to whom? How did your employer respond? What reason did they give for the termination? Who was in the room? The more specific you are now, the stronger your account will be later.
File your unemployment claim immediately through the California Employment Development Department (EDD). This is your right, and it starts a paper trail. If your employer contests it and claims you were fired for cause, that dispute can actually help your case by forcing them to state their reasons on the record.
It’s tempting. Don’t do it. Anything you post publicly can be used against you in litigation. Vent to a trusted friend or family member. Keep your online presence clean.
Most plaintiff’s employment attorneys, including our firm, offer free initial consultations. You pay nothing to find out whether you have a case. An experienced attorney can look at your situation and identify claims you may not even realize you have. Wrongful termination cases often involve multiple overlapping violations: discrimination, retaliation, wage theft, FMLA interference, and more.
The sooner you consult an attorney, the better your options. Statutes of limitations apply, and evidence disappears over time.
At Treger Legal, every case is taken on contingency. You pay nothing unless we win.
This post is for informational purposes only and does not constitute legal advice. If you believe you were wrongfully terminated, consult with a qualified employment attorney about your specific situation.