Wrongful Termination: Common Types and Legal Options
Getting fired can feel like the rug was yanked from under your feet, especially when you suspect the reason wasn’t fair. At The Leach Firm, P.A., we focus on employment law, personal injury, and workers’ compensation for workers across Florida and Georgia. Our lawyers believe in straight talk and full transparency so people can make informed choices about their futures. This article breaks down what wrongful termination means, the most common claims we see, and the steps you can take to protect yourself.
What Constitutes Wrongful Termination?
Wrongful termination is the illegal firing of an employee, even in at-will states where bosses usually need no explanation to cut ties. While employers can discharge staff for almost any lawful reason, federal and state laws forbid terminations rooted in discrimination, retaliation, contract breaches, or public policy violations. When a firing crosses that legal line, you may sue for back pay, benefits, and other damages.
Employees who think the axe fell for an unlawful reason should act quickly. Put every email, text, memo, and performance review in a safe place. Those records often make or break a case and help an attorney spot the best legal path.
Common Types of Wrongful Termination Lawsuits
Most illegal firings fall into a handful of categories. Knowing these buckets helps you decide where your situation fits.
Discrimination
When someone loses a job because of who they are rather than how they work, discrimination has likely occurred. Protected classes include race, color, religion, sex, national origin, age over forty, disability, genetic information, sexual orientation, marital status, and military status.
Federal statutes such as Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act require bosses to base decisions on skills and performance, not identity. If remarks, performance scores, or sudden policy changes show bias, that evidence supports a discrimination claim.
Retaliation
Retaliation happens when an employer punishes workers for standing up for lawful rights. Protected activities range from reporting unsafe machinery to filing a wage complaint.
Common protected actions include:
- Filing a harassment or discrimination complaint internally or with the EEOC
- Reporting safety hazards to OSHA
- Joining coworkers to discuss better pay or hours
- Serving as a witness in a workplace investigation
If any of these steps led to your dismissal, retaliation may be the core issue.
Breach of Employment Contract
Written, oral, or implied agreements can limit when a boss may fire someone. Some contracts demand a set notice period or require “cause” before cutting a worker loose.
An employer who ignores those terms risks a breach claim. Even a company handbook promising progressive discipline can create an implied contract if managers normally follow it.
Violation of Public Policy
Public policy claims arise when a dismissal clashes with societal interests recognized by law. Typical examples include firing a worker for refusing to falsify reports, taking time off for jury duty, or voting.
Though statutes may not spell out every situation, courts often rule that punishing someone for obeying the law offends public policy.
Constructive Discharge
Sometimes a boss does not fire the employee outright but makes working conditions unbearable. If a reasonable person would quit under the same pressure, the resignation is treated like a firing.
Harassment, discrimination that never stops, or ignored safety risks often create the “no-win” atmosphere that supports constructive discharge claims.
WARN Act Violations
The federal Worker Adjustment and Retraining Notification Act requires large employers to give sixty days’ notice before a plant closing or mass layoff. Florida and Georgia also follow this rule.
If proper notice is skipped, affected employees may claim back pay and benefits for the shortfall period.
Legal Recourse for Wrongful Termination
Building a solid case takes planning, paperwork, and quick action. These steps help you stay ahead of the deadline clock.
- Document everything. Save emails, voice mails, meeting notes, and calendars. Write down dates, names, and what was said during any suspicious exchange.
- File with the right agency. Discrimination claims usually start with the EEOC, safety retaliation with OSHA, and wage or leave issues with state labor departments.
- Talk with an employment lawyer. An attorney can explain deadlines and decide whether to seek agency relief, arbitration, or a lawsuit.
- Watch the clock. Federal discrimination claims often carry a 300-day limit, while Florida and Georgia whistleblower claims may run as short as 180 days.
- Track potential remedies. Successful cases can yield lost wages, lost health coverage, emotional distress damages, and sometimes punitive awards meant to punish bad conduct.
A quick snapshot of common deadlines appears below.
Filing Deadlines for Common Wrongful Termination Claims
| Claim Type | Agency | Standard Deadline |
| Discrimination (Title VII, ADA, ADEA) | EEOC | 300 days from the last act |
| OSHA Whistleblower | OSHA | 30 to 180 days, depending on the statute |
| Florida Private Whistleblower | State Court | 2 years from retaliation |
| Georgia Public Whistleblower | State Administrative | 1 year from retaliation |
| WARN Act | Federal Court | 2 years from layoff |
Deadlines vary by claim type and sometimes pause while an agency investigates, so checking dates with counsel is vital.
Seek Skilled Legal Assistance from The Leach Firm, P.A.
The Leach Firm, P.A., fights on behalf of workers who lost jobs in Florida and Georgia under unfair or illegal circumstances. With more than fifty years of combined experience, our lawyers push hard for the results clients need while keeping every conversation candid and clear.
We dig into the facts, interview witnesses, and pursue every lawful avenue to recover wages, benefits, and emotional damages. Our team’s passion for thorough case work often pressures employers into fair settlements, yet we never shy away from the courtroom when trial is the stronger route.
Wrongful termination cases can move fast, so early guidance matters. Even if you are unsure which laws apply, a brief chat with our attorneys can help outline options and preserve important rights.
When you are ready to discuss the next steps, reach out to The Leach Firm, P.A. We remain committed to tireless advocacy and transparent advice, aiming to help you rebuild your career and peace of mind.
If you suspect your firing was illegal, acting now keeps deadlines from slipping away. Contact us through our online form or give us a call at 844-722-7567. Let’s start working toward the justice you deserve.
