Wrongful Termination

Wrongful Termination

Wrongful termination, also known as wrongful dismissal or wrongful discharge, refers to a situation where an employee’s contract of employment has been terminated by the employer in circumstances where the termination breaches one or more terms of the contract of employment, a statute provision, or a public law.

Here are several categories of wrongful termination:

Discrimination: This includes termination based on race, color, national origin, sex, disability, religion, age, or pregnancy status. This form of wrongful termination is prohibited by numerous federal laws in the U.S., including the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act.

Retaliation: Retaliation happens when an employer terminates an employee as a punishment for engaging in legally protected activities, such as filing a complaint about harassment or discrimination, whistleblowing, or participating in an investigation into the company.

Breach of Contract: This can occur when an employer doesn’t follow the terms of an employment contract. This could be a written contract, or it could be an implied contract (for example, statements in an employee handbook or manual suggesting that employees will not be fired without cause).

Violation of Public Policy: This refers to the termination of an employee for reasons that society recognizes as illegitimate grounds for termination. For example, an employer cannot terminate an employee for taking time off to serve on a jury, to serve in the military, or to vote, among other reasons.

Constructive Discharge: This occurs when an employer makes the work environment so intolerable that the employee feels compelled to quit. Even though the employee technically resigned, the resignation was not truly voluntary.

Fraud/Misrepresentation: This occurs when an employer intentionally provides false information to an employee, and that misrepresentation leads to damages, including job loss.

Wrongful Termination FAQ

Wrongful termination refers to the unlawful dismissal of an employee from their job, often in violation of employment laws and regulations. While the specifics can vary based on jurisdiction and employment contracts, some common grounds for wrongful termination include discrimination based on characteristics such as race, gender, religion, age, or disability; retaliation for whistleblowing or reporting illegal activities; firing an employee in breach of an employment contract; dismissal as an act of retaliation for taking legally protected actions, like requesting medical leave or asserting workplace rights; and termination without adherence to established company policies or due process. Wrongful termination cases typically require demonstrating a direct link between the termination and the violation of employment laws, which is often pursued through legal action to seek remedies such as reinstatement, compensation for lost wages, and potential punitive damages.


Yes, you can file a lawsuit for being wrongfully terminated from your job if you believe your dismissal was in violation of employment laws or contractual agreements. If you have been fired for reasons that go against anti-discrimination laws, retaliation protections, or your employment contract terms, you may have a valid legal claim. To pursue a successful lawsuit, you typically need to establish that your termination was unlawful, based on recognized legal grounds, and that your employer’s actions directly violated your rights. Gathering evidence such as employment records, communication records, witness statements, and documentation of discriminatory or retaliatory actions is essential to build a strong case. Consulting with an experienced employment attorney who specializes in wrongful termination cases is highly recommended. They can evaluate the specifics of your situation, guide you through the legal process, and help you determine whether you have a viable claim to pursue in court.

Common examples of wrongful termination cases encompass various scenarios that violate employment laws and protections. These might include cases where an employee is fired due to their race, gender, religion, age, or disability, violating anti-discrimination laws. Retaliation cases involve an employee being terminated after reporting workplace misconduct, discrimination, or illegal activities, which is prohibited by whistleblower protections. Wrongful termination can also occur if an employee is fired for taking legally protected actions like requesting medical leave or asserting their workplace rights. Breach of employment contract cases arise when an employee is dismissed in contradiction to the terms outlined in their employment agreement. Additionally, cases where an employee is fired without proper cause or due process can also constitute wrongful termination, as established by company policies or labor laws. In each of these instances, the unlawfulness of the termination can provide grounds for pursuing legal action to seek remedies for lost wages, reinstatement, compensation, or other appropriate relief.

Determining if your termination was unlawful or unjust involves evaluating the circumstances of your dismissal in relation to applicable employment laws, regulations, and your employment contract, if one exists. If you suspect you were fired due to reasons such as discrimination, retaliation for protected actions, or a breach of contract, it’s advisable to gather all relevant documentation, including emails, performance reviews, and any communication related to your termination. Consulting with an experienced employment attorney is highly recommended, as they can review the details of your case, assess the evidence, and apply their knowledge of employment law to determine if your termination was unlawful or unjust. They can guide you on your legal rights, potential legal claims, and the best course of action to take to seek remedies for your situation.

Employees have various protections against wrongful termination, which vary based on jurisdiction and employment laws. Common protections include anti-discrimination laws that prohibit firing employees based on characteristics such as race, gender, religion, age, disability, and more. Whistleblower protections shield employees from retaliation for reporting illegal activities or misconduct within the workplace. Additionally, certain employment contracts might outline specific grounds for termination, ensuring employees are not fired arbitrarily. Labor laws in some jurisdictions provide protections against termination without just cause or without adherence to due process. Consulting an employment attorney is crucial to understanding the specific protections applicable in your situation and determining if your termination violated any of these safeguards.

The extent to which an employer can fire an employee varies based on the jurisdiction, employment laws, and employment agreements in place. In many jurisdictions, employment is considered “at-will,” meaning that employers have the right to terminate employees for any reason or no reason at all, as long as it’s not an illegal reason. However, there are limitations to this principle. Employers cannot terminate employees for reasons that violate anti-discrimination laws, whistleblower protections, or other established employment rights. Termination based on race, gender, religion, age, disability, or protected activities like reporting illegal activities is generally unlawful. Employment contracts, collective bargaining agreements, and company policies can also impose limitations on the grounds and procedures for termination. Consulting with an employment attorney can help you understand the specific regulations applicable in your situation and determine if your termination was within legal bounds or constituted wrongful termination.

If you believe you’ve been wrongfully terminated, taking strategic steps is essential to protect your rights. Start by carefully reviewing any relevant employment contracts, company policies, and communication related to your termination. Document all details of the termination, including dates, conversations, and reasons given by your employer. If you believe discrimination or retaliation played a role, gather evidence to support your claim, such as emails, performance evaluations, or witness statements. Consult with an experienced employment attorney who specializes in wrongful termination cases. They can assess the validity of your claim, guide you through the legal process, and help you determine the best course of action. Depending on the circumstances, your attorney might recommend sending a formal complaint to your employer or filing a complaint with the appropriate government agency. Their expertise is invaluable in ensuring your rights are protected and helping you pursue appropriate remedies for your situation.

Gathering strong evidence is crucial to support your wrongful termination claim. Start by preserving all documentation related to your employment, including contracts, offer letters, employee handbooks, and company policies. Collect emails, text messages, and any written communication that could be relevant to your termination or the events leading up to it. If you suspect discrimination or retaliation, document instances of unfair treatment, any complaints you made, and any responses you received. Gather performance evaluations, records of positive feedback, and evidence showing your job performance was satisfactory. If there were witnesses to any relevant conversations or incidents, obtain their statements or contact information. Consult with an experienced employment attorney who can guide you on the types of evidence needed to build a strong case and ensure you’re well-prepared to demonstrate the validity of your wrongful termination claim.

Retaliation is a significant factor in wrongful termination cases and occurs when an employer takes adverse actions against an employee in response to their engaging in legally protected activities. These protected activities can include reporting workplace discrimination, harassment, safety violations, or illegal activities to authorities, or participating in investigations related to such matters. If an employee is fired shortly after engaging in these protected activities, it could be indicative of retaliation. Proving retaliation involves establishing a clear link between the protected activity and the adverse employment action, such as termination. Gathering evidence like emails, witness statements, and documentation of the timing of events is essential. If you suspect retaliation played a role in your termination, consulting an experienced employment attorney is crucial to assess the strength of your claim and navigate the legal process effectively to seek remedies for your situation.

Yes, it’s possible to negotiate a severance package in a wrongful termination case, and in fact, it’s a common practice. A severance package typically includes compensation, benefits continuation, and other terms offered to an employee upon termination. In wrongful termination cases, negotiating a severance package can be advantageous for both parties, as it can provide the employer with a way to resolve the situation without litigation and provide the employee with financial support during the transition period. An experienced employment attorney can help you assess the strength of your wrongful termination claim, determine the potential value of your case, and advise you on how to approach negotiations for a fair severance package that adequately compensates you for your losses and the circumstances of your termination.

If you win a wrongful termination lawsuit, the compensation you can seek depends on the specifics of your case and the damages you’ve incurred due to the unlawful termination. Possible compensation includes back pay, which covers lost wages and benefits from the date of termination to the date of judgment. Front pay might also be awarded if it’s determined that you won’t be reinstated to your previous position. In addition, you could receive compensation for emotional distress or mental anguish caused by the wrongful termination. Punitive damages might be awarded if your employer’s actions were particularly egregious or intentional. It’s important to note that the type and amount of compensation can vary widely based on jurisdiction, applicable laws, and the details of your case. Consulting an experienced employment attorney is crucial to accurately assess the compensation you can seek and navigate the legal process effectively to secure the appropriate remedies for your situation.


The statute of limitations for filing a wrongful termination claim varies depending on jurisdiction and the specific circumstances of the case. Generally, it ranges from one to three years from the date of the termination or from the date the employee should reasonably have become aware of the wrongful termination. However, it’s important to note that statutes of limitations can be affected by factors like the type of claim, the applicable laws, and the jurisdiction in which the claim is being filed. Failing to file within the statute of limitations could result in the claim being barred. Given the complexities, consulting with an experienced employment attorney is crucial to determine the precise statute of limitations that applies in your situation and to ensure you meet the necessary deadlines for pursuing your wrongful termination claim.

In many jurisdictions, employers can generally terminate employees without any warning or prior notice, especially in “at-will” employment arrangements. “At-will” employment means that either the employer or the employee can terminate the employment relationship at any time, for any lawful reason, or even for no reason, without providing advance notice. However, there are exceptions to this rule. Employment contracts or collective bargaining agreements might specify certain procedures or conditions that need to be met before termination. Additionally, termination without notice could be considered wrongful if it violates anti-discrimination laws or other legal protections, such as whistleblower statutes. It’s important to consult with an employment attorney familiar with the laws in your jurisdiction to understand your specific rights and whether your employer’s actions were lawful or could be considered wrongful termination.


Choosing the right attorney to handle your wrongful termination case is a crucial decision. Look for an attorney with extensive experience in employment law and a strong track record of handling wrongful termination cases successfully. Consider their reputation and reviews from previous clients to gauge their professionalism and effectiveness. Personalized attention and communication are important, so opt for an attorney who listens to your concerns, explains legal complexities clearly, and keeps you informed throughout the process. A thorough understanding of local employment laws and regulations is essential, as these can vary widely based on jurisdiction. Consultation is key – meet with potential attorneys to discuss your case, assess their expertise, and determine if you’re comfortable with their approach. Ultimately, choosing an attorney who possesses a deep knowledge of employment law, a proven history of advocating for employees’ rights, and a commitment to achieving a fair outcome is crucial to navigating your wrongful termination case effectively.

Several factors contribute to a successful outcome in a wrongful termination lawsuit. Strong evidence is paramount – this includes documentation of employment records, communication related to your termination, and any evidence of discrimination, retaliation, or breach of contract. The expertise of your legal representation plays a significant role – an experienced employment attorney can navigate the complexities of employment law, assess the strength of your case, and build a persuasive argument. Clear legal arguments based on applicable statutes and precedents are crucial for presenting a compelling case. Effective negotiation skills are valuable, whether in pursuing a favorable settlement or presenting your case in court. Lastly, presenting a consistent and credible narrative that establishes the link between the adverse employment action and the legal violation is key. Overall, a comprehensive approach that combines strong evidence, legal knowledge, strategic advocacy, and effective communication is essential to achieving a successful outcome in a wrongful termination lawsuit.