You didn’t see it coming. One minute, you’re doing your job. Next, you’re clearing out your desk. No warnings. No explanations. Just a gut-punch email or a five-minute meeting with HR that leaves you reeling. If this sounds familiar, you may be wondering: Was this even legal?
Wrongful termination in Maryland refers to any firing that violates federal or state law, public policy, or the terms of an employment contract. Maryland is an “at-will” employment state, which means employers can terminate workers at any time, with or without cause, unless a legal exception applies. But those exceptions matter. And if your firing involved discrimination, retaliation, breach of contract, or a violation of public policy, you may have a case.
At Smithey Law Group LLC, our attorneys know how to navigate these complexities. We focus exclusively on employment law and have helped countless Maryland workers fight back against unlawful firings. Whether your case involves a hostile workplace, whistleblower retaliation, or contract violations, we know how to uncover the truth and build a strategy that works.
What Does “Wrongful Termination in Maryland” Legally Mean?
Though many terminations feel unfair, not all are legally wrongful. For a firing to be unlawful, it must violate one or more of the following:
- Federal or state anti-discrimination laws;
- Whistleblower protections;
- Public policy doctrines; or
- Contractual obligations.
Let’s take a closer look.
Discrimination-Based Termination
It’s illegal to fire an employee because of a protected characteristic. Under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the Maryland Fair Employment Practices Act (FEPA), employers cannot terminate employees based on:
- Race or color;
- Religion;
- National origin;
- Sex, including pregnancy, sexual orientation, and gender identity;
- Marital status.
- Age;
- Disability;
- Genetic information; and
- In some Maryland counties, family status, physical appearance, and political opinion.
Terminations that stem from implicit bias, coded language, or retaliatory “performance reviews” can still violate the law even if the employer tries to disguise their motives.
Retaliation for Protected Activity
Maryland law prohibits firing employees for engaging in protected conduct. That includes:
- Reporting harassment or discrimination,
- Filing a complaint with the EEOC or the Maryland Commission on Civil Rights,
- Participating in a workplace investigation,
- Requesting medical leave under the Family and Medical Leave Act (FMLA),
- Raising safety concerns under OSHA, or
- Reporting wage violations or labor law infractions.
If your employer fired you soon after you spoke up, that timing alone might signal retaliation.
Violation of Public Policy
Even in an at-will state, employers can’t fire someone for doing something the law encourages or for refusing to do something the law forbids. This “public policy exception” to at-will employment includes firings based on:
- Refusing to break the law at your employer’s request,
- Performing a legal duty like jury service,
- Exercising a legal right like voting or filing for workers’ compensation, or
- Reporting illegal conduct by the employer.
These types of wrongful termination in Maryland often hide in plain sight. You may think your employer let you go for being “difficult” or “noncompliant,” when in fact, they fired you for doing the right thing. And that’s precisely what lawmakers designed the law to prevent.
Breach of Employment Contract
If you signed a contract with specific terms about your role, termination procedures, or grounds for dismissal, those terms matter. Employers who violate them may be held accountable for breach of contract.
Even without a formal written agreement, implied contracts formed through handbooks, emails, or policy statements can create enforceable obligations. If your employer promised job security or “just cause” for termination and failed to follow their own rules, you might have grounds for a claim.
Constructive Discharge
Sometimes, the termination isn’t direct. Instead, the workplace becomes so toxic or unbearable that you’re forced to quit. The law calls this “constructive discharge,” and in Maryland, it can qualify as wrongful termination if:
- The conditions were objectively intolerable,
- A reasonable person in your position would have felt compelled to resign, and
- The employer created or knowingly allowed the conditions to persist.
Toxic bosses, harassment, and unsafe conditions aren’t always “just part of the job.” When they cross a line, the law gets involved.
How Do You Prove Wrongful Termination in Maryland?
These cases often turn on documentation, timing, and witness accounts. To build a strong claim, you’ll need:
- Employment records, including contracts, handbooks, and performance reviews;
- Emails, texts, or written warnings that show patterns or contradictions;
- Eyewitness accounts from coworkers or managers; and
- A timeline showing the connection between your protected activity and the firing.
A skilled Maryland wrongful termination lawyer can help you gather this evidence, identify legal violations, and file a claim with the appropriate agency or court.
Why Should I Act Now?
In Maryland, strict deadlines apply. Employees must:
- File claims under federal law with the EEOC within 180 days (or 300 in some cases); and
- File claims under Maryland law with the Maryland Commission on Civil Rights within six months to one year, depending on the violation.
Contractual or public policy claims may be subject to different statutes of limitation. In any situation, waiting too long can mean losing your right to act entirely. Early action matters.
Smithey Law Group LLC: Your Authority on Wrongful Termination in Maryland
At Smithey Law Group, wrongful termination isn’t just a practice area. It’s a core part of our identity. Our Annapolis employment attorneys are nationally recognized for their leadership in employment law. We’ve been featured in The Washington Post, MSNBC, U.S. News & World Report, and The New York Times for a reason.
We’ve won top industry awards, including Super Lawyers, Lawdragon, Top 50 Women in Maryland, Martindale-Hubbell AV Preeminent, and America’s Top 100 High Stakes Litigators. And we don’t just keep up with the law—we help write it. Our attorneys have authored the Maryland Rules Commentary and contribute regularly to the MSBA Employment Law Deskbook.
When your livelihood is on the line, don’t settle for guesswork. Turn to a firm that has earned the trust of judges, bar associations, and employees across the state. Reach out to the attorneys at Smithey Law Group to explore your rights and next steps. We’ll give you honest guidance, top-notch strategy, and the fierce advocacy your case demands.
