Losing a job is never easy, especially when it happens suddenly or under questionable circumstances. While many employees are considered “at-will” and can be let go for almost any reason—or no reason at all—there are important exceptions. In some cases, a termination crosses the line into illegality. If you suspect that your employer’s decision to fire you was unfair or unlawful, it’s essential to understand the signs of wrongful termination.
Here are the top five signs that you may have been wrongfully terminated:
1. You Were Fired After Reporting Illegal or Unethical Behavior
If you were terminated shortly after reporting misconduct—such as harassment, discrimination, safety violations, wage theft, or any other illegal activities—you may be a victim of retaliation. Employers are prohibited by law from firing employees for blowing the whistle on unlawful practices, whether internally to management or externally to a government agency.
Retaliation-based wrongful termination is one of the most common and well-documented forms. Timing is key: If your firing closely followed your report, and you had no prior disciplinary issues, that’s a red flag worth investigating.
2. You Experienced Discrimination Before or During Your Termination
Federal and state laws protect employees from being fired based on certain characteristics, including:
- Race
- Gender
- Age (40 and over)
- Disability
- National origin
- Religion
- Sexual orientation (in most states)
- Pregnancy status
If you noticed biased comments, unequal treatment, or exclusion in the workplace prior to being let go—and you belong to one or more protected classes—discrimination may have played a role in your termination. Even if the reason given was unrelated, discriminatory motives can be masked behind vague or inconsistent justifications.
3. You Were Let Go After Taking Medical or Family Leave
The Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) protect employees who take leave for legitimate medical reasons or who request reasonable accommodations for disabilities.
If you were fired:
- After returning from medical leave
- While on pregnancy or maternity leave
- After requesting time off to care for a sick family member
- After asking for accommodations (like a modified schedule)
…you may have legal grounds to claim wrongful termination.
Employers often try to cover these terminations by citing “performance issues” or “restructuring,” but the timing and context matter. If your record was solid before your leave or request, it’s worth exploring further.
4. Your Firing Violated an Employment Contract or Company Policy
Not all employment is “at-will.” If you have a written employment contract or are covered by a collective bargaining agreement (such as in a unionized workplace), your employer must follow specific procedures and standards before terminating you.
Similarly, if your company has clear policies in place about progressive discipline, performance improvement plans, or notice requirements, failure to follow those could indicate a breach of internal rules—or even a breach of contract.
If you were promised job security, certain warnings before termination, or other conditions that weren’t honored, it’s worth reviewing those documents with a legal professional.
5. The Reason Given for Your Termination Doesn’t Add Up
Employers often offer vague or shifting explanations when trying to justify an unlawful firing. If the reason you were given doesn’t match your recent performance, conflicts with past evaluations, or keeps changing, that inconsistency is worth noting.
For example:
- You were told you were being let go due to “downsizing,” but your role was filled by someone else a week later.
- You received positive performance reviews right up until the termination.
- Management cited a “violation of policy” but refused to specify or provide documentation.
Unclear or dishonest reasoning can be a strong indicator that the real motivation for your firing was improper.
What to Do If You Suspect Wrongful Termination
If any of these signs sound familiar, here are the next steps to consider:
- Document Everything – Save emails, performance reviews, HR communications, and anything else that could support your case.
- Request a Written Explanation – Ask your employer to provide the reason for your termination in writing.
- Consult an Employment Attorney – A qualified lawyer can evaluate your situation, explain your rights, and help you pursue compensation if your termination was unlawful.
You may be entitled to reinstatement, back pay, emotional distress damages, or even punitive damages, depending on the circumstances.
Final Thoughts
Wrongful termination isn’t always obvious—and employers may go to great lengths to cover their tracks. But if your firing was motivated by discrimination, retaliation, medical leave, or a breach of contract, the law may be on your side. Speaking with an employment attorney can help you determine whether your rights were violated and what recourse you have.
Don’t assume you have no options—what feels unfair might also be illegal. We recommend wrongful termination lawyers maryland.
