5 Signs You May Have Been Wrongfully Terminated – And What to Do Next

Losing a job can be life-altering—especially when it happens suddenly or under questionable circumstances. While Maryland is an “at-will” employment state, meaning employers can generally fire employees at any time for almost any reason, there are still legal limits. If your termination violated federal or state law, you may have been wrongfully terminated.

But how can you tell the difference between a legal firing and an unlawful one? Below are five signs your termination may have crossed the line—and what you can do next to protect your rights.

1. You Were Fired After Reporting Illegal or Unethical Behavior

If you recently reported workplace issues—such as harassment, discrimination, wage violations, safety hazards, or other unlawful activity—and were then fired shortly afterward, it may be a case of retaliation.

Both federal and Maryland laws protect employees who engage in what’s known as protected activity. This includes:

Reporting discrimination or harassment to HR
Filing a complaint with a government agency
Participating in an internal or external investigation
Reporting wage theft or unsafe working conditions
Refusing to participate in illegal conduct

Terminating an employee for exercising these rights is illegal. Even if the reported conduct is not ultimately proven, you’re protected as long as you had a good faith belief that something was wrong.

2. The Reason for Your Termination Keeps Changing

One of the clearest red flags in a wrongful termination case is when your employer can’t seem to stick to one story. For example, you may be told during the termination meeting that you were let go for “restructuring,” but then learn from coworkers that performance was mentioned—or worse, no one seems to know why at all.

Inconsistent or vague explanations may signal an attempt to hide an unlawful motive, especially if your termination followed a protected activity or targeted a protected characteristic (like race, gender, or age).

3. You Were Treated Differently Than Other Employees

Discrimination can be subtle, but it often reveals itself in unequal treatment. If you were disciplined, demoted, or fired for conduct that other employees regularly got away with—or if you were held to different standards than your peers—it could be evidence of discriminatory intent.

This is especially suspicious if you fall into a protected category under state or federal law, such as:

Race or color
National origin
Religion
Sex (including pregnancy, sexual orientation, or gender identity)
Age (if 40 or older)
Disability
Marital status (under Maryland law)

Employers cannot fire you because of who you are. If coworkers outside of your protected group were treated more favorably in similar situations, you may have a valid claim.

4. You Were Fired After Requesting Leave or Accommodations

The law protects employees who need time off or workplace adjustments for medical, family, or religious reasons. If you were terminated after requesting:

Family or medical leave (FMLA)
Disability accommodations under the ADA
Pregnancy-related adjustments
Religious accommodations

…your employer may have violated your rights. These laws are designed to ensure employees don’t have to choose between their health, family, or beliefs and their job.

An employer cannot fire you because you asked for a legally protected accommodation—even if granting it would have required some adjustment on their part.

5. You Had a Contract That Was Ignored

If you had a written, verbal, or implied employment contract that outlined terms of your employment—and your employer terminated you in violation of those terms—it may be considered wrongful termination due to breach of contract.

This might include:

Being fired without cause if your contract says you can only be terminated “for cause”
Skipping promised steps in a progressive discipline policy
Termination that violates company handbook rules or assurances

Even in at-will employment states like Maryland, a valid contract can override the default rules.

What to Do If You Suspect Wrongful Termination

If any of these signs sound familiar, it’s important to take action quickly. Here’s what you should do next:

1. Document Everything

Keep a record of key events, including:

The date of your termination
What your employer told you (and what others told you)
Emails, performance reviews, or memos
Notes from conversations
Evidence of complaints you filed or rights you asserted

2. Avoid Signing Away Your Rights

If your employer offers a severance agreement, don’t sign it without reviewing it carefully—or better yet, having an attorney review it. These documents often include waivers that could prevent you from pursuing legal action.

3. Contact an Employment Attorney

Wrongful termination laws are complex and vary based on the facts of your case. A qualified employment lawyer can:

Help you understand your rights
File a complaint with the appropriate agency (such as the EEOC or MCCR)
Negotiate a settlement or pursue a lawsuit if necessary

4. Act Quickly

There are strict deadlines for filing wrongful termination claims. In some cases, you may have as little as 180 days to act.

Final Thoughts

While not every firing is unlawful, some clearly cross the line—and it’s not always obvious at first. If you were fired under suspicious circumstances, especially after exercising your rights or being treated unfairly compared to others, it’s worth having your case reviewed.

Wrongful termination can cause serious financial and emotional harm. But you don’t have to handle it alone. Knowing the signs and speaking with an experienced employment attorney is the first step toward protecting your future. We recommend Chicklo Law.