Unlawful Termination in NYC : Wrongful Termination Lawsuit Guide

Federal employment law prohibits discrimination based on race, color, religion, sex, or national origin under Title VII. The ADEA protects workers age 40 and older from age-based discrimination. The ADA requires employers to provide reasonable accommodations for employees with disabilities, and prohibits termination based on disability status. New York State Human Rights Law extends protections to include sexual orientation, gender identity, military status, and domestic violence victim status. These overlapping protections create multiple avenues for pursuing a wrongful termination lawsuit.

Employers cannot terminate employees in retaliation for reporting illegal activity, filing a workers compensation claim, serving on jury duty, or taking protected leave under the Family and Medical Leave Act (FMLA). New York recognizes the public policy exception, which prevents employers from firing workers for refusing to commit illegal acts or for exercising legal rights. Retaliation claims are among the most common bases for unlawful termination cases in NYC.

For discrimination-based wrongful termination lawsuits, you must prove that you belong to a protected class, you were qualified for your position, you suffered an adverse employment action (termination), and similarly situated employees outside your protected class were treated more favorably. This burden-shifting framework is established under McDonnell Douglas Corp. V. Green and applies in New York courts. Once you establish a prima facie case, the employer must articulate a legitimate, nondiscriminatory reason for the termination. You then must prove that reason is pretextual or that discrimination was a motivating factor in the decision.

Retaliation claims require proof that you engaged in protected activity, your employer knew of the activity, you suffered an adverse employment action, and a causal connection exists between the protected activity and the adverse action. Constructive discharge occurs when working conditions become so intolerable that a reasonable employee would feel forced to resign. New York courts recognize constructive discharge as equivalent to termination for purposes of wrongful termination lawsuits. Proving constructive discharge requires showing that conditions were objectively intolerable and the employer either intended to force resignation or knew the conditions would likely result in resignation.

Before filing a wrongful termination lawsuit in New York courts, you must file a charge with the New York State Division of Human Rights (DHR) or the Equal Employment Opportunity Commission (EEOC) within the applicable statute of limitations. For discrimination claims under New York State Human Rights Law, you have three years from the discriminatory act to file with DHR. Federal Title VII claims must be filed with the EEOC within 300 days of the discriminatory act. Failure to exhaust administrative remedies can result in dismissal of your case. Once you receive a right-to-sue letter from DHR or EEOC, you have 90 days to file your lawsuit in court. The procedural rules in New York Supreme Court require compliance with the Civil Practice Law and Rules (CPLR), including proper service of process, filing of pleadings, and discovery obligations. Understanding these local procedural requirements is essential for pursuing a successful wrongful termination case.

Compensatory damages include back pay (wages from termination until trial or settlement), front pay (future lost wages if reinstatement is not feasible), and emotional distress damages. You may recover the difference between your former salary and any wages earned from substitute employment during the period of unemployment. Emotional distress damages compensate you for anxiety, humiliation, and psychological harm caused by the unlawful termination. Punitive damages are available in cases involving intentional discrimination or reckless disregard for your rights. Under Title VII and the ADEA, compensatory and punitive damages are capped at $50,000 to $300,000 depending on employer size. New York State Human Rights Law does not cap compensatory damages, potentially allowing for greater recovery in state court cases.

Courts may order injunctive relief requiring the employer to reinstate you to your former position or a substantially equivalent position. Employers may also be ordered to expunge your personnel file, provide positive references, and implement policies preventing future discrimination. Prevailing employees in wrongful termination lawsuits can recover reasonable attorney fees and costs from the employer. This provision encourages employees to pursue meritorious claims and levels the playing field between individual workers and large employers. The following table outlines the primary remedies available in wrongful termination cases:

Immediately gather all documentation related to your employment and termination, including your employment contract, offer letter, performance reviews, emails, text messages, and any written communication regarding the termination. Document the date, time, and details of any discriminatory comments, actions, or events that led to your termination. File a charge with the New York State Division of Human Rights and the EEOC within the applicable statute of limitations. Provide detailed information about the discriminatory conduct, the dates it occurred, and the impact on your employment. Do not delay in filing your administrative charge, as missing the deadline will bar your claim forever.

Contact an experienced employment law attorney as soon as possible after your termination. An attorney can evaluate your case, identify all potential claims, and advise you on the best course of action. Your attorney will handle all communication with your employer and their counsel, protecting you from inadvertent statements that could harm your case. Legal representation ensures you understand your rights, comply with procedural requirements, and maximize your recovery. Many wrongful termination lawsuits are resolved through settlement negotiations, and an attorney's experience in valuing claims and negotiating with employers is invaluable to achieving the best outcome for your situation.