Washington Wrongful Termination Lawyer

Fired Illegally?

We Fight for Your Livelihood.

If you have been fired recently, you are likely feeling angry, confused, and worried about your financial future. You may be asking: Was this legal? Can I sue for wrongful termination?

At Crosner Legal, we protect employees in Seattle, Tacoma, Spokane, Vancouver, and across Washington State. While Washington is an “at-will” employment state, that does not give employers the right to fire you for illegal reasons. If you were the victim of discrimination, retaliation, or a hostile work environment, you have the right to fight back.

We operate on a contingency fee basis. This means you pay zero upfront. We only get paid if we recover a settlement or verdict for you.

Can I Sue for Wrongful Termination?

Washington operates under the “at-will” doctrine, meaning an employer can generally fire you at any time, with or without notice. However, “at-will” does not mean “above the law.”

Washington courts have carved out significant exceptions to the at-will rule. You may have a valid wrongful termination lawsuit if your firing falls into one of these five legal categories:

1. Discrimination & Hostile Work Environment

It is illegal under the Washington Law Against Discrimination (WLAD) to fire an employee based on protected characteristics. We handle claims involving termination based on:

• Race, Color, or National Origin
• Age (40+) or Sex/Gender
• Sexual Orientation or Marital Status
• Disability (Sensory, mental, or physical)
• Veteran or Military Status

If you were fired shortly after disclosing a pregnancy or disability, or if you faced a hostile work environment so severe that you were forced to quit (constructive discharge), you may be entitled to significant compensation.

2. Violation of “Public Policy”

You cannot be fired for doing the right thing. Washington courts recognize a claim for “wrongful discharge in violation of public policy”. This allows you to sue if you were fired for:

• Refusing to commit an illegal act (e.g., refusing to falsify records).
• Performing a public duty (e.g., serving on a jury or saving a life).
• Exercising a legal right (e.g., filing a lawsuit or worker’s comp claim).
• Reporting employer misconduct (Whistleblowing).

Case Example: In the landmark case Gardner v. Loomis Armored, an armored truck driver was fired for leaving his truck unattended to save a hostage from a knife-wielding attacker. The Washington Supreme Court ruled his firing was illegal because it violated the clear public policy of encouraging citizens to save lives.

3. Retaliation & Whistleblowing

Did you get fired after reporting safety violations, illegal activity, or harassment? This is retaliation, and it is strictly prohibited.

• Government Employees: State and local employees have specific statutory protection against “retaliatory action” for reporting misconduct.
• L&I / Workers’ Comp Retaliation: It is illegal to fire an employee for filing a workers’ compensation claim or communicating an intent to file one. If you were fired shortly after an injury, the timing alone can be strong evidence of retaliation.

4. FMLA & Medical Leave Violations

Your health should not cost you your job. Under the Family and Medical Leave Act (FMLA) and Washington’s Paid Family & Medical Leave (PFML) laws, your job is protected while you are on eligible leave.

• Fired while on leave? If you were terminated while on approved medical leave, you likely have a claim.
• Failure to Reinstate: Employers generally must reinstate you to your position (or an equivalent one) when you return from leave. Failure to do so is actionable.

5. Broken Promises (Implied Contracts)

Did your employee handbook promise a specific disciplinary process (like a “three-strike” rule) that your boss ignored? Washington courts have held that promises of specific treatment in an employee handbook can create an enforceable “implied contract”. If you relied on these promises and were fired without the proper procedure, you may have a claim for breach of contract.

What Is My Case Worth?

Wrongful termination settlements and verdicts in Washington can be substantial. Verdicts have ranged from $20,000 to over $1.1 million, depending on the severity of the harm.

Depending on your specific legal claim, you may be able to recover:

• Economic Damages: Lost wages (past and future) and lost benefits.
• Emotional Distress: Damages for stress, anxiety, and humiliation.

Note: While discrimination claims (WLAD) cap emotional damages, tort claims for violation of public policy allow for unlimited emotional distress damages.

• Punitive Damages & Attorney’s Fees: In many cases, the court may order the employer to pay your legal bills.

Areas We Serve

Our employment attorneys represent clients throughout Washington State, including:

Frequently Asked Questions (FAQ)

Can I be fired for no reason in Washington State?

Generally, yes. In an “at-will” state, employers do not need a “good” reason to fire you. They can fire you for no reason, or even a bad reason. However, they cannot fire you for an illegal reason, such as discrimination, retaliation, or because you refused to break the law.

I wasn’t fired, but I was forced to quit. Do I have a case?

Yes, this is often called “Constructive Discharge.” If your employer made your working conditions so intolerable (through harassment, dangerous conditions, or abuse) that a reasonable person would have felt forced to resign, the law may treat it the same as if you were fired.

How much does a wrongful termination lawyer cost? 

At Crosner Legal, we work on contingency. This means you pay nothing out of pocket. We only receive a legal fee if we successfully recover money for you through a settlement or trial verdict.

Can I sue if I was fired while on Workers’ Comp or L&I?

Yes. Under RCW 51.48.025, it is illegal to discriminate against or fire a worker for filing an L&I claim or for intending to file one. If you were fired shortly after an injury, this temporal proximity can support a claim for retaliation.

How long do I have to file a lawsuit?

The “statute of limitations” varies. Discrimination claims generally must be filed within 3 years, but some administrative complaints (like EEOC charges) have much shorter deadlines (often 180 or 300 days). Do not wait. Evidence disappears and deadlines pass. Contact us immediately.