Losing your job is never easy, but if something about your firing doesn’t feel right, you may be wondering whether it was legal. In Maryland, most employment is considered “at-will,” meaning your employer can fire you at any time and for almost any reason. However, there are clear exceptions—and when those are violated, your termination may be illegal.
So how do you know if you’ve been wrongfully terminated?
Here are five of the most common signs that your firing may have been illegal under Maryland or federal law.
1. You Were Fired After Reporting Harassment or Discrimination
If you were terminated shortly after reporting inappropriate conduct at work—whether it was discrimination, sexual harassment, or another form of unlawful behavior—you could be the victim of retaliation, which is illegal under both federal and Maryland law.
Examples:
- You reported your supervisor for making sexist comments, and a week later, you were fired for a “performance issue” you’d never heard about before.
- You filed a complaint with HR about racial discrimination, and shortly afterward, your hours were cut or you were placed on a performance improvement plan.
Retaliation is one of the most common forms of wrongful termination, and it doesn’t just apply to people who make formal complaints. Even informal objections to discrimination or harassment can be protected.
Legal Protections:
- Title VII of the Civil Rights Act (federal)
- Maryland Fair Employment Practices Act (state)
2. You Were Fired Because of a Protected Characteristic
If your employer terminated you due to your race, gender, age, disability, religion, or other legally protected trait, that’s a clear violation of employment discrimination laws.
Common scenarios include:
- A highly qualified employee over 50 is replaced by a younger, less-experienced hire after being told they’re “not a cultural fit anymore.”
- A woman is fired shortly after returning from maternity leave.
- An employee with a disability is let go after requesting a reasonable accommodation.
In these cases, the employer may offer another reason for the firing (often related to performance), but if the timing or context raises red flags, it’s worth investigating further.
Protected Characteristics Under Law Include:
- Race, color, national origin
- Sex, pregnancy, gender identity, sexual orientation
- Religion
- Age (40 and over)
- Disability
- Genetic information
3. Your Firing Violated a Written or Implied Employment Contract
Even in an at-will state like Maryland, an employment contract—either written or implied—can override at-will status. If your termination violates the terms of that contract, it may be considered a breach, and therefore unlawful.
Examples:
- You were promised a 12-month employment term in writing, but you were fired after three months with no cause.
- Your employee handbook outlines a specific disciplinary process (e.g., three warnings), but you were fired without any notice or documentation.
Some courts in Maryland may also recognize implied contracts based on employer policies, repeated assurances, or long-standing company practices.
4. You Were Let Go for Exercising Your Legal Rights
Employees cannot be terminated for exercising rights granted to them by law. If your firing occurred shortly after asserting one of your legal rights as a worker, that could point to wrongful termination.
Examples include:
- Taking Family and Medical Leave (FMLA) for a serious health condition or to care for a family member.
- Filing a workers’ compensation claim after an on-the-job injury.
- Requesting overtime pay, meal breaks, or other protections under wage and hour laws.
Employers may attempt to disguise the reason for your termination, but sudden disciplinary action or termination following one of these legally protected activities is a common sign of retaliation.
5. The Timing or Pattern Seems Suspicious
Sometimes the context around your firing tells you everything you need to know. While not every questionable termination is illegal, certain patterns can suggest wrongdoing—especially when combined with other factors.
Watch for:
- A termination that comes immediately after a complaint or request for accommodation.
- A sudden firing after years of strong performance reviews.
- A pattern of employees from a certain background or age group being pushed out.
- A demotion or reassignment right before your firing without clear justification.
While “bad timing” isn’t always proof on its own, it often supports a broader case—especially when combined with documents, emails, or witness testimony.
What to Do If You Suspect Wrongful Termination
If any of the signs above sound familiar, consider taking the following steps:
- Document Everything: Keep records of emails, performance reviews, text messages, and conversations leading up to your firing.
- Request a Written Reason: Politely ask your employer for the official reason for your termination in writing.
- Contact an Employment Attorney: A qualified lawyer can help you understand if you have a valid claim and explain your options under Maryland law.
- File a Complaint: If discrimination or retaliation is involved, you may need to file with the EEOC or the Maryland Commission on Civil Rights before taking legal action.
Final Thoughts
Being fired is difficult enough—but being fired for an illegal reason can have long-term consequences for your career, finances, and peace of mind. If something about your termination feels off, trust your instincts and take action. Understanding your rights is the first step toward holding your employer accountable and protecting your future. We recommend wrongful termination lawyers maryland.
