Wrongful Termination

No. The law does not prohibit every unfair or bad decision by an employer. Most employment is “at-will,” meaning you can be terminated for almost any reason or no reason at all. The line is crossed when the reason is illegal, such as discrimination, retaliation, or a violation of public policy. The analysis comes down to why you were actually fired, not just how it felt.

You are looking for a pretext: a false explanation used to cover the real reason. That can show up through inconsistent explanations, sudden negative reviews after a complaint, or different treatment compared to coworkers. Documents matter. Emails, performance history, and timing often tell the real story when the employer’s version doesn’t hold up.

In many cases, yes. Claims involving discrimination or retaliation often require filing a charge with the EEOC (Equal Employment Opportunity Commission) or a state agency before going to court. There are strict deadlines. Miss them, and you may lose your right to pursue the claim.

It depends on the case, but may include back pay (lost wages), front pay (future lost earnings), emotional distress damages, and in some cases, punitive damages for serious misconduct. The goal is to put you in the position you would have been in had the termination not occurred.

That can change the landscape. Many severance agreements include a release of claims, meaning you agree not to sue. But not all agreements are enforceable, and some can be challenged depending on how they were presented and what you were told.

Shorter than most people think. Deadlines can run in a matter of months, not years, depending on the type of claim. Waiting too long can permanently bar your case.