Most Maryland employees work under at-will employment. This means your employer can terminate you at any time, for any reason, or for no reason at all. You can also quit whenever you want without giving notice. Sounds pretty straightforward, right? But here’s where it gets tricky. At-will employment doesn’t mean your employer can fire you for any reason. Certain terminations are still illegal, even in an at-will state.
What At-Will Employment Actually Means
Maryland follows the at-will employment doctrine. Unless you have a written contract stating otherwise, your employer doesn’t need a reason to let you go. They don’t have to give you warnings. They don’t need to follow progressive discipline. Your employer could decide they don’t like your coffee order and end your employment. That’s legal under at-will rules, even if it seems unfair, but at-will employment has limits. Federal and state laws carve out important exceptions that protect workers from illegal firing practices.
When Termination Becomes Wrongful
Wrongful termination happens when your employer fires you for reasons that violate the law. Eric Siegel Law handles these cases regularly throughout Maryland. Several situations turn a legal at-will termination into an illegal wrongful discharge:
Discrimination Based on Protected Characteristics
Your employer cannot fire you because of your race, color, religion, sex, national origin, age (if you’re 40 or older), disability, genetic information, or pregnancy. Maryland law adds additional protections for sexual orientation, gender identity, and marital status.
Retaliation for Protected Activities
If you report workplace harassment, file a workers’ compensation claim, or complain about wage violations, your employer can’t punish you by firing you. Retaliation claims are among the most common wrongful termination cases.
Violation of Public Policy
Maryland recognizes wrongful termination when firing violates public policy. This includes getting fired for jury duty, refusing to break the law for your employer, or reporting illegal company activities.
Breach of Contract
If you have an employment contract that specifies termination procedures or guarantees employment for a certain period, your employer must follow those terms. Even employee handbooks can sometimes create enforceable promises.
Common Wrongful Termination Scenarios
You might have a wrongful termination case if your employer fired you after you requested medical leave under the Family and Medical Leave Act. FMLA retaliation is illegal. Some employees get terminated shortly after reporting sexual harassment or discrimination. The timing matters. If you complained about illegal behavior and got fired weeks later with a weak explanation, that pattern suggests retaliation. Whistleblower protections also apply. If you reported your company’s fraud, environmental violations, or safety hazards to authorities, your termination might be illegal. A Silver Spring employment litigation lawyer can evaluate whether your specific circumstances support a wrongful termination claim.
Proving Your Case Matters
At-will employment makes wrongful termination cases challenging. You need evidence showing your termination violated the law, not just that it felt unfair. Documentation helps tremendously. Emails, performance reviews, witness statements, and records of your complaints create a timeline. Many employees don’t realize that their text messages and internal company communications can serve as evidence. The timing of your termination often tells an important story. Getting fired two weeks after filing a discrimination complaint raises red flags. So does sudden termination after years of positive reviews, especially if it follows a protected activity.
Your Legal Options After Wrongful Termination
Maryland employees typically must file discrimination claims with the Equal Employment Opportunity Commission or the Maryland Commission on Civil Rights before filing a lawsuit. These agencies investigate and may attempt mediation. You have limited time to act. Federal discrimination claims generally must be filed within 300 days of the termination. Some claims have even shorter deadlines. Remedies in successful wrongful termination cases can include back pay, front pay, emotional distress damages, punitive damages, and attorneys’ fees. Getting your job back is also possible, though less common.
Taking The Next Step
Losing your job unexpectedly causes financial stress and emotional turmoil. When you suspect your termination violated the law, getting legal guidance helps you understand your options. A Silver Spring employment litigation lawyer can review the circumstances surrounding your termination, evaluate the strength of your potential claim, and explain the process ahead. Employment law has strict deadlines, so acting quickly protects your rights.