Wrongful Termination Checker
Find out if you were fired illegally
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Frequently Asked Questions
What is 'at-will' employment and does it protect employers who fire unfairly?
At-will employment means either party can end the job at any time for any reason — but NOT for an illegal reason. Firing someone because of race, sex, religion, age, disability, national origin, or in retaliation for protected activity (filing a complaint, taking FMLA leave, whistleblowing) is illegal even in at-will states. 'At-will' is frequently misused to intimidate workers from asserting their rights.
What is the EEOC and how do I file a complaint?
The Equal Employment Opportunity Commission (EEOC) is the federal agency that handles discrimination and retaliation claims. You must file a 'charge' with the EEOC before suing. The deadline is 180 days from the discriminatory act (300 days in states with their own civil rights agencies). File at eeoc.gov or call 1-800-669-4000.
How long do I have to file a wrongful termination claim?
Deadlines vary by claim type: EEOC discrimination/retaliation charges must be filed within 180–300 days. FMLA retaliation claims must be filed within 2 years (3 years for willful violations). State law claims may have different deadlines — some as short as 1 year. Use the tool to calculate your specific deadline.
What is FMLA and can I be fired for taking it?
The Family and Medical Leave Act (FMLA) gives eligible employees up to 12 weeks of unpaid, job-protected leave per year for serious health conditions, childbirth, or caring for a family member. Firing, demoting, or cutting hours because someone took or requested FMLA leave is illegal retaliation, regardless of whether the leave was formally approved.
What damages can I recover for wrongful termination?
Depending on the claim: back pay (wages lost from firing to settlement/verdict), front pay (future lost wages), compensatory damages (emotional distress), punitive damages (for egregious conduct), reinstatement, and attorney's fees. Discrimination claims under Title VII are capped at $50,000–$300,000 depending on employer size. State law claims may have higher or no caps.
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