Wrongful Termination

Wrongful termination occurs when an employee is dismissed from their job in violation of employment law, an existing employment contract, or established public policy, such as being fired for discriminatory reasons, in retaliation for reporting illegal activity, or in violation of specific contractual protections against termination without cause. Even in jurisdictions with at-will employment, where employers generally have broad discretion to terminate employees, important legal exceptions exist that can render a specific termination wrongful. Common grounds for a wrongful termination claim include termination based on a protected characteristic such as race, gender, or age, retaliation against an employee for engaging in legally protected activity such as whistleblowing or filing a workers' compensation claim, and termination that violates the specific terms of an employment contract or an implied agreement created through company policies or handbook language. Employees who believe they have experienced wrongful termination may pursue legal remedies through channels such as filing a complaint with a relevant government agency or pursuing a civil lawsuit, potentially seeking remedies such as reinstatement, back pay, or other damages. Employers can reduce wrongful termination risk by ensuring termination decisions are well-documented, consistently applied, and based on legitimate, non-discriminatory business reasons.