Losing your job can be a stressful and frustrating experience, especially if you believe you were wrongfully terminated. Fortunately, Washington State and Federal laws protect employees from wrongful termination. If you suspect that your termination was illegal, taking the right steps can help you seek justice and possible compensation.
Here’s what you need to do if you were wrongfully terminated.
Understand What Constitutes Wrongful Termination
In Washington, like most states, employment is generally “at-will,” meaning an employer can terminate an employee for almost any reason, as long as it’s not illegal. Wrongful termination occurs when an employer fires an employee for reasons that violate the law. Understanding whether your termination was unlawful requires identifying the specific violation committed by your employer. Here are the most common forms of wrongful termination:
Discrimination
Federal and Washington State laws prohibit employers from firing employees based on protected characteristics, including race, gender, age, religion, disability, sexual orientation, pregnancy status, national origin, and marital status. Discriminatory termination can take various forms:
- Race & National Origin – An employer may unlawfully terminate an employee based on racial bias or stereotypes. For example, if an employer disproportionately fires or disciplines employees of a certain racial or ethnic background while others are treated favorably, this could indicate racial discrimination.
- Gender & Pregnancy – Employers cannot fire an employee based on gender or pregnancy-related conditions. If an employer dismisses a pregnant employee due to concerns about maternity leave or perceived inability to work, this constitutes discrimination.
- Age Discrimination – The Age Discrimination in Employment Act (ADEA) protects employees over 40 from being terminated due to their age. If an employer replaces older workers with younger, less-qualified employees, age discrimination may be at play.
- Disability & Medical Conditions – The Americans with Disabilities Act (ADA) and Washington’s Law Against Discrimination (WLAD) prohibit employers from terminating employees due to disabilities or medical conditions. Employers are required to provide reasonable accommodations instead of firing employees because of health-related issues.
- Sexual Orientation & Gender Identity – Washington law explicitly protects LGBTQ+ employees from discrimination. If an employee is fired after revealing their sexual orientation or transitioning gender, this could be grounds for a wrongful termination claim.
Retaliation
Employers cannot fire employees for exercising their legal rights or speaking out against unlawful activities. Retaliation occurs when an employer takes adverse action against an employee for:
- Reporting Workplace Misconduct – If you report harassment, discrimination, safety violations, or any illegal workplace activity, your employer cannot fire you in retaliation.
- Filing a Complaint or Lawsuit – Employees who file complaints with HR, government agencies, or the Equal Employment Opportunity Commission (EEOC) are protected from termination.
- Participating in Investigations – If you provide testimony or evidence in a workplace investigation or lawsuit, you are legally shielded from employer retaliation.
- Whistleblowing – Employees who report employer fraud, wage theft, or violations of workplace laws (such as OSHA regulations) are protected from retaliation under whistleblower laws.
Violation of Public Policy
Employees cannot be terminated for refusing to participate in illegal activities or for exercising their rights under state and federal law. Examples include:
- Refusing to Commit Illegal Acts – If an employer instructs an employee to falsify financial records, discriminate against a customer, or engage in fraudulent activity, terminating them for refusal would be unlawful.
- Taking Protected Leave – Employees have legal rights to take time off for medical leave, pregnancy, or family emergencies under the Family and Medical Leave Act (FMLA). Terminating an employee for using legally protected leave violates public policy.
- Reporting Workplace Safety Violations – If an employee reports unsafe working conditions or environmental hazards to OSHA or another authority, the employer cannot retaliate by firing them.
Breach of Contract
If an employment agreement or company policy establishes specific grounds for termination, the employer must adhere to those terms. Breach of contract occurs when:
- The Employer Violates an Employment Agreement – If you signed a contract that guarantees employment for a set period or outlines specific conditions for termination, firing you outside of those conditions may constitute a breach.
- Company Policies Are Not Followed – Some companies have termination policies in employee handbooks or agreements. If an employer terminates an employee without following due process, this could be challenged legally.
- Implied Contracts & Promises – Even if an employment contract is not written, verbal promises or implied job security (such as repeated assurances of long-term employment) may establish an expectation of continued employment.
If you believe your termination falls into one of these categories, you may have a strong case for wrongful termination. Seeking legal representation can help protect your rights and secure compensationfor lost wages, benefits, and emotional distress.
Crosner Legal: We Fight for Worker’s Rights
At Crosner Legal, we specialize in employment law and are dedicated to protecting workers’ rights. If you believe you were wrongfully terminated, our experienced legal team can evaluate your case, gather necessary evidence, and guide you through the legal process. Crosner Legal litigates cases on behalf of employees across a broad range of industries, including retail, food services, medical, insurance, banking, and securities, among others.
We fight for justice every day and win. Our lawyers are dedicated to helping individuals find their voice against large corporations in both individual and class actions, because your voice matters. We are proud of the work we do. With a team of passionate and talented professionals, we work relentlessly every day on advancing and protecting the rights of the little guy in the workplace and marketplace.
We work tirelessly to help employees seek justice, whether that means negotiating a favorable settlement, filing claims with government agencies, or representing you in court. Our firm has a proven track record of successfully handling wrongful termination cases in Washington, ensuring our clients receive the compensation and justice they deserve.
Our wage & hour practice is dedicated to handling class action and multi-plaintiff mass action cases involving:
- Overtime and minimum wage claims
- Misclassification of employees as “exempt” or “independent contractors”
- Unreimbursed business expenses
- Unpaid sales commissions
- Forfeiture of vacation or paid time off
- Denial of meal or rest breaks
- Improper wage deductions
Wrongful termination can be a challenging experience, but you don’t have to face it alone. If you believe you were wrongfully terminated, reach out to Crosner Legal for a FREE consultation. Our team is here to advocate for your rights and ensure you receive the legal representation you deserve.