When you’re terminated from a job, you’re devastated and confused. It’s one of the most stressful situations you endure. What makes the situation worse is knowing you were let go for unfair reasons. In instances like this, it’s time to contact a lawyer because you were likely wrongfully terminated. In a nutshell, wrongful termination is when an employer lays off, fires, or terminates an employee for an illegal reason. Wrongful termination cases are complex. You often need a lot of evidence to even have your case tried as a wrongful termination case.

While there are several reasons that will qualify for wrongful termination, below are some common examples of wrongful termination and how to determine if you’re a victim.

What is definition of Wrongful Termination

Wrongful termination, a term fraught with legal and ethical implications, signifies the unjustifiable cessation of an employment relationship by an employer.

This breach occurs when an employee is fired or laid off in violation of established federal or state laws, contractual agreements, or principles of public policy.

Such terminations often involve discriminatory practices, where employees are dismissed based on factors like race, gender, age, disability, or other protected characteristics.

Additionally, wrongful termination encompasses retaliatory actions, where employees are fired for asserting their legal rights, such as reporting discrimination or unsafe working conditions.

Breach of contract cases also fall under this umbrella, where terminations violate explicit or implied agreements between employers and employees, promising job security or adherence to specific termination procedures.

Instances of constructive discharge, where employers create intolerable work environments forcing employees to resign, are also considered wrongful terminations. These actions can lead to legal proceedings, with remedies potentially including reinstatement, compensation for lost wages or benefits, and punitive damages.

Understanding the nuances of wrongful termination is essential for both employers and employees to uphold fair and just employment practices.

Examples of Wrongful Termination

If you read through these examples of wrongful termination, and your situation closely related to them, then you were likely wrongfully terminated.


1. You Were Fired Out of Retaliation

Being fired out of retaliation can mean a few things. One, it could mean that you were terminated for asking for a raise or promotion. Or it could me that you cannot be terminated for suggesting discrimination was the cause of denial. Fired out of retaliation also means that you were let go because you filed a harassment or discrimination complaint.

2. You Were Let Go Because of Your Sexual Identity

If you recently came out to your employer, and were fired shortly after, you may have a case for wrongful termination. This is also the case if you came out to colleagues and experienced homophobic behaviors that led to termination for something random or insignificant. Discrimination of any kind, especially homophobia, is illegal.

3. You Were Terminated Because of Age or Gender

Women often experience wrongful termination in a male-dominated industry. While there are many instances, a common situation is a woman asking for a promotion and getting denied as unfit for the position. While this is hard to prove, it is possible.

Age is also a common reason for wrong termination. If you were considered too old or too young for a job or certain position, then this is illegal behavior of your employer. If you are fired because someone older has more experience, this is considered wrongful termination.

4. You Were Fired Based on Your Race

Being let go from a position based on your skin color is illegal and considered racial discrimination. Racial discrimination is often proved by employers or colleagues making comments on your color, or people treating you differently. Whether you can prove wrongful termination, you may have a case for discrimination.

How to Avoid Wrongful termination

Avoiding wrongful termination requires employers to adhere to established employment laws, maintain transparent communication, and implement fair and consistent termination practices.

Here are several steps employers can take to minimize the risk of wrongful termination:

  1. Know and Follow Employment Laws: Stay informed about federal, state, and local employment laws and regulations, including anti-discrimination laws, wage and hour laws, and laws governing employee rights and protections. Ensure that all employment practices, including hiring, promotion, discipline, and termination, comply with legal requirements.
  2. Establish Clear Policies and Procedures: Develop comprehensive employee handbooks or policy manuals outlining company policies, procedures, and expectations regarding performance, conduct, and disciplinary actions. Ensure that all employees receive copies of these documents and have access to information about their rights and responsibilities.
  3. Provide Adequate Training and Support: Train managers, supervisors, and HR personnel on relevant employment laws, company policies, and effective management practices. Provide guidance and support to help managers address performance issues, provide constructive feedback, and document disciplinary actions appropriately.
  4. Document Performance and Conduct Issues: Maintain accurate and detailed records of employee performance evaluations, disciplinary actions, warnings, and corrective measures. Document instances of misconduct, poor performance, or policy violations in writing, including dates, specific incidents, and any actions taken.
  5. Communicate Expectations Clearly: Clearly communicate performance expectations, job responsibilities, and company policies to employees from the outset. Provide regular feedback, coaching, and support to help employees succeed in their roles and address any concerns or issues promptly.
  6. Offer Due Process and Fair Treatment: Ensure that disciplinary actions, including terminations, are based on objective criteria, consistent with company policies, and applied fairly and uniformly across all employees. Provide employees with opportunities to respond to allegations, present their perspective, and appeal decisions through established grievance procedures.
  7. Avoid Retaliation: Prohibit retaliation against employees who assert their legal rights, participate in workplace investigations, or engage in protected activities. Create a culture of openness, trust, and respect where employees feel comfortable reporting concerns without fear of reprisal.
  8. Seek Legal Guidance When Needed: Consult with legal counsel or HR professionals when making significant employment decisions, especially those involving terminations or disciplinary actions. Seek guidance to ensure compliance with applicable laws and regulations and minimize the risk of legal liability.

By implementing these strategies and fostering a culture of fairness, transparency, and respect in the workplace, employers can reduce the likelihood of wrongful termination claims and promote positive employee relations.


If you’re unsure if you were wrongfully terminated, ask yourself these questions:

– Was I fired for asking for a promotion?
– Was I let go for claiming workers’ compensation?
– Was I forced out of my position because of race of sexual harassment?
– Was I let go for taking family leave?

There are hundreds of situations in which wrongful termination cases exist. It’s best to work with an experienced lawyer who can prove your case and get you the justice you deserve.