Losing a job can be one of the most challenging experiences an employee may face. Beyond the financial strain of losing a steady income, termination can lead to emotional distress, uncertainty about the future, and disruptions to personal and family stability. When a termination feels unjust, employees may question whether their dismissal was lawful or if their rights were violated under workplace laws that are designed to ensure fair treatment.

Fortunately, state and federal labor laws protect employees from being terminated for unlawful reasons. While most employment relationships in the United States are considered “at-will,” meaning either party can end the employment at any time, there are exceptions. Certain terminations are considered wrongful when they violate legal protections or public policy. Understanding these laws can help employees recognize when their termination might fall under the category of wrongful discharge.

Can I Be Fired for Filing a Complaint With My Employer?

Employees have the right to report misconduct, unsafe working conditions, discrimination, or other violations without fear of retaliation. Retaliation occurs when an employer takes adverse action—such as termination, demotion, or harassment—against an employee for engaging in legally protected activity. Filing a complaint with a supervisor, the human resources department, or a government agency is generally considered protected activity.

If an employee is fired for raising concerns about illegal practices, discrimination, or workplace safety issues, that termination could be considered retaliatory and therefore unlawful. Federal agencies such as the Equal Employment Opportunity Commission (EEOC) and the Occupational Safety and Health Administration (OSHA) enforce laws that prohibit retaliation. An employment law attorney can assist employees in understanding whether their firing may have been retaliatory and what steps they can take to protect their rights.

How Are Employees Protected From Wrongful Termination?

Federal labor laws provide essential protections for workers who are wrongfully terminated. The EEOC enforces laws that prohibit discrimination and retaliation in the workplace based on factors such as race, gender, religion, and other protected categories. The U.S. Department of Labor (DOL) oversees additional regulations related to wage and hour violations, family and medical leave, and workplace safety.

When employees believe they have been wrongfully terminated, these agencies can investigate complaints, mediate disputes, and take enforcement actions against employers that violate federal law. Employees may be required to file a complaint with one of these agencies before pursuing a lawsuit. Through these federal mechanisms, workers may be able to seek remedies for unfair or discriminatory treatment in the workplace.

How Do State Laws Address Wrongful Termination?

In addition to federal protections, many states have enacted their own employment laws that safeguard workers from wrongful termination. These laws often supplement federal standards, providing employees with additional rights and avenues for redress. Some states recognize specific public policy exceptions to at-will employment, and employees may be protected from being terminated for reasons that violate state laws or ethical principles.

For example, Maryland provides legal protections for employees who are terminated in violation of public policy. This may include cases where an employee was fired for refusing to engage in illegal activities, exercising a statutory right, or reporting wrongdoing. State labor departments may also provide complaint procedures and mediation services. Because these protections vary from state to state, understanding the applicable laws can be complex. An employment law attorney can help clarify how both state and federal laws may apply to a particular situation.

Firings Based on Discriminatory Reasons

One of the most common bases for wrongful termination claims involves discriminatory practices. Federal law prohibits employers from firing employees based on certain protected characteristics. The EEOC enforces these protections under laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act. Employees are protected against termination due to:

• Race or color: Employers cannot base employment decisions on an employee’s race, skin color, or personal characteristics associated with race.
• National origin: Discrimination based on a person’s ancestry, accent, or perceived ethnicity is prohibited.
• Sex, gender, or pregnancy: Terminating an employee due to sex, gender identity, sexual orientation, or pregnancy is unlawful.
• Religion: Employers must reasonably accommodate employees’ religious beliefs unless doing so would cause undue hardship for the employer.
• Age: Workers aged 40 or older are protected from age-based discrimination in employment decisions.
• Disability: Employers must provide reasonable accommodations, and they cannot terminate an employee based on a qualified disability.

Employees who believe they were fired for discriminatory reasons can file a complaint with the EEOC. The process typically begins with submitting a charge of discrimination, after which the EEOC will investigate the claim. If the investigation finds evidence of discrimination, the agency may seek to resolve the issue through a settlement or pursue legal action on behalf of the employee. If the EEOC does not find sufficient evidence or chooses not to proceed, it will typically issue a “right to sue” letter, allowing the employee to pursue a claim in court.

What Remedies Are Available for Wrongful Termination?

When wrongful termination is proven, several remedies may be available to help restore the employee’s financial and professional standing. These remedies are designed to compensate an employee for the harm caused by the unlawful firing, and they may include:

• Reinstatement: Returning the employee to their former position or a comparable role within the organization.
• Back pay: Compensation for wages and benefits lost as a result of the termination.
• Front pay: Payment for future lost earnings if reinstatement is not possible.
• Compensatory damages: Monetary awards for emotional distress or other harm suffered.
• Punitive damages: In some cases, additional compensation may be awarded to punish particularly egregious employer conduct.
• Injunctive relief: Court orders may require the employer to take specific actions, such as implementing anti-discrimination policies or training programs.

These remedies can vary based on the facts of the case and the laws that apply. An employment law attorney can help employees understand which remedies may be available in their circumstances.

Issues Involved in Wrongful Termination Claims

Building a strong wrongful termination case often involves careful documentation and an understanding of employment law. Employees who suspect that their firing was unlawful may gather evidence such as employment records, written communications, performance evaluations, and witness statements that may demonstrate discriminatory or retaliatory motives. Maintaining records of complaints made to management or government agencies can help establish a pattern of unlawful behavior.

An employment law attorney can help evaluate the strength of a potential claim, assist in gathering supporting evidence, and guide employees through the process of filing a complaint with the appropriate agency or court. With proper guidance and documentation, a worker may be able to take meaningful steps toward enforcing their rights and achieving a fair resolution.

Disclaimer: The content in this article is provided for general knowledge. It does not constitute legal advice, and readers should seek advice from qualified legal professionals regarding particular cases or situations.