Wrongful Termination

Understanding Wrongful Termination law is essential because employment decisions must comply with federal and state protections that safeguard workers from unlawful dismissal.

Federal laws such as Title VII, the ADA, ADEA, FMLA, and whistleblower statutes prohibit employers from firing workers based on protected characteristics or in retaliation for protected activities. Many states offer additional protections ensuring employees are treated fairly regardless of race, gender, disability status, age, religion, pregnancy, or military leave. Employers must make termination decisions based on legitimate business reasons not discriminatory motives.

Forbidden termination reasons include reporting harassment, requesting medical leave, filing a workers’ compensation claim, refusing unsafe tasks, or complaining about illegal company practices. Attorneys analyze performance evaluations, disciplinary records, communication logs, complaint reports, and termination documentation to determine whether the dismissal was lawful.

Wrongful Termination occurs across industries because employers sometimes misuse authority, retaliate against complaints, or rely on discriminatory assumptions instead of objective evaluations.

Retaliation is one of the most common forms of unlawful termination. Employees who report harassment, discrimination, wage violations, safety hazards, or unethical practices may face dismissal soon after. Discriminatory terminations may target pregnant employees, older workers, individuals with disabilities, or members of protected groups. Employers often disguise discriminatory motives by citing vague performance concerns.

Wrongful Termination may also occur when employers terminate workers after medical leave, family leave, or pregnancy leave. Some dismiss employees to avoid paying benefits, bonuses, or severance. Layoffs may be structured to remove certain individuals rather than reduce workforce fairly. Attorneys identify red flags, timing patterns, and inconsistent explanations to show that termination was motivated by unlawful reasons.

Building a strong Wrongful Termination claim requires detailed evidence because employers may deny wrongdoing or provide alternative explanations for the dismissal.

Attorneys review emails, text messages, HR reports, supervisor notes, disciplinary records, and performance evaluations to determine whether termination was justified. Comparing past evaluations with recent negative write ups may reveal sudden changes that indicate retaliation. Timing analysis is also critical when termination follows a protected activity such as reporting harassment or requesting accommodations.

Coworker testimony can support claims by showing discriminatory statements, suspicious behavior, or inconsistent enforcement of policies. Internal records may highlight differences in how similar employees were treated. Attorneys may also analyze company policies, handbooks, and personnel files to evaluate whether employers followed required procedures.

Wrongful Termination creates extensive financial and emotional harm because employees lose income while dealing with stress, uncertainty, and long term damage to their careers.

Economic damages include lost wages, lost benefits, reduced earning capacity, and out of pocket job search expenses. Employees may struggle to replace their income immediately especially when the employer provides negative references or conceals unlawful motives behind performance claims. Some workers lose healthcare coverage forcing them to pay high medical costs during unemployment.

Non economic damages include emotional suffering, anxiety, depression, embarrassment, and fear of future retaliation. Job loss may disrupt family stability and cause long term financial insecurity. Wrongful Termination may also damage professional reputation which affects future job opportunities. Attorneys ensure that compensation reflects both economic and personal harm.

Pursuing a Wrongful Termination claim requires strategic planning because employers often defend decisions aggressively to avoid liability and protect internal reputation.

Attorneys may begin by filing complaints with state or federal agencies such as the EEOC or state civil rights divisions. These agencies investigate complaints and may issue findings supporting the claim. Many cases resolve through negotiation or mediation where attorneys seek reinstatement, back pay, front pay, clean employment records, or monetary compensation.

If settlement is not possible litigation may proceed in court where attorneys present evidence of discriminatory motives, retaliation, or unlawful conduct. Expert testimony, timeline analysis, document reconstruction, and witness statements help establish employer misconduct. Successful litigation holds employers accountable and compensates victims for the full extent of their losses.

Clients choose SJKP LLP because Wrongful Termination cases require precise analysis, strong advocacy, and a deep understanding of employment law to secure justice for workers.

Our attorneys examine employer motives, policy compliance, communication patterns, and performance history to uncover unlawful actions. We collaborate with employment experts, financial analysts, and investigators to build compelling claims. Through aggressive negotiation and litigation we pursue meaningful compensation that reflects both economic losses and emotional harm.

SJKP LLP is committed to protecting workers from abuse of power and unlawful treatment. Wrongful Termination affects more than a career because it disrupts financial stability, personal confidence, and long term opportunities. Our mission is to restore balance, hold employers accountable, and ensure clients receive the justice they deserve.