Employment Contract Attorney in Orange County

Representing Orange County Employees on Contract Reviews, Disputes, & Enforcement Since 1995

Before you sign an employment contract, and certainly before you decide whether to fight a breach, you need to know what the terms actually mean under California law. Many employees discover too late that a clause they signed years ago was either unenforceable from the start or has been used to unfairly restrict their options. At The Gould Law Firm, we’ve represented employees in Orange County since 1995, covering employment contract disputes alongside wrongful termination, discrimination, and wage violation claims. The first consultation is free, and we work on a contingency basis.

If you have questions about an employment contract or believe an employer has violated one, call our employment contract attorneys in Orange County today at (714) 592-4936 to schedule your free consultation.

At-Will Employment & How Contracts Change It

California defaults to at-will employment, meaning an employer can let someone go for almost any reason, or no reason at all, and an employee may leave without notice. A written employment contract, a collective bargaining agreement, or certain public policy protections can change that baseline significantly, limiting when and how a termination can legally occur.

When a contract governs the relationship, timing matters. A breach of a written employment contract generally must be filed within four years under California Code of Civil Procedure Section 337. For oral employment contracts, that window narrows to two years under Section 339. Waiting too long can foreclose a valid claim entirely.

Contract Terms to Review Before You Sign

Certain provisions carry risks that aren’t obvious from a plain reading. These are the clauses we most commonly see employees wish they had addressed before signing.

Non-Compete Clauses

California Business and Professions Code Section 16600 voids virtually all non-compete agreements in an employment context, regardless of how narrowly the clause is worded. Under Senate Bill 699, effective in 2024, an employee can sue an employer who attempts to enforce a void non-compete and may recover damages and attorney’s fees. Assembly Bill 1076, also effective in 2024, required employers to notify current and former employees by February 14, 2024, that previously signed non-competes are void. Even so, some employers continue relying on these clauses to pressure workers. Knowing your rights before that pressure arrives matters.

Arbitration Provisions

Arbitration clauses redirect employment disputes away from court and into a private process. These provisions can affect how claims are pursued and what remedies are available. An employee who signs an arbitration agreement without understanding its scope may find their options narrowed if a dispute arises later.

Severance Agreements

Severance agreements presented at or after termination often contain releases of claims, confidentiality requirements, and other restrictive terms. Signing without review can permanently waive rights an employee may not realize they hold. These agreements are negotiable in many cases, but only before they’re signed.

What Happens When an Employer Breaches an Employment Contract

A breach of contract occurs when a party fails to fulfill its obligations, communicates an intent not to perform, or appears unable to perform. When an employer breaches an employment contract, recovery is generally limited to what the employee was supposed to receive under the agreement, such as unpaid wages, promised commissions, or compensation for the remaining contract term.

Compensatory damages for emotional distress and punitive damages are rarely available in a straight breach of contract claim, though a related legal theory may support them. When the breach involves losses without a clear dollar value, liquidated damages provisions in the contract may govern how those losses are calculated. Identifying which type of claim fits the facts is part of what we address at the initial consultation.

Why Orange County Employees Work with The Gould Law Firm

Michael A. Gould has practiced employment law for over 30 years, representing employees exclusively. He has tried more than 30 cases to verdict and has handled breach of contract matters among them. The firm holds memberships in the California Employment Lawyers Association and the American Board of Trial Advocates, has received Super Lawyers recognition, and is admitted to practice in all Federal District Courts in California. Our attorneys bring over 40 years of combined experience to the employee side of these disputes.

At the first consultation, you meet directly with an attorney, not a law clerk or paralegal. The person reviewing your contract and answering your questions may be the same person who handles your case if you move forward.

Talk to an Employment Contract Lawyer About Your Situation

Whether you’re reviewing a new offer, evaluating a severance package, or dealing with an employer who isn’t honoring what was promised, we’re prepared to help. The consultation is free, and we work on a contingency basis, so you don’t pay unless we recover on your behalf.

Call The Gould Law Firm at (714) 592-4936 to speak with an employment contract lawyer serving Orange County employees.