Jobs end every day. But sometimes an ending isn’t just business at all; it’s punishment dres
sed up as policy. When that happens, you need to know what to do when wrongfully terminated, so your employer doesn’t control the story.
Maryland and federal employment protections make it unlawful to fire workers for certain discriminatory or retaliatory reasons. If you believe your employer terminated you wrongfully, then what you sa
ve, what you sign, and whom you call can turn a bad exit into an actionable claim.
Smithey Law Group LLC focuses exclusively on labor and employment law across Maryland
. Our attorneys teach, publish, and serve as national thought leaders on workplace rights. We guide employees through retaliation, discrimination, and discharge cases with the precision of litigators and the judgment of counselors who have seen every employer tactic. Contact us today and let us walk you through how we can help you fight back against unlawful employer treatment.
When Is an Employee “Wrongly Terminated” Under Maryland Law?
Maryland follows the “at-will” employment rule. At-will employment means an employer may discharge an employee for almost any reason, or none at all, but not for illegal reasons. An employee is wrongly terminated when the termination violates a statute, contract, or established public policy.
Unlawful grounds include:
- Discrimination based on race, color, religion, sex, gender identity, national origin, age, pregnancy, or disability;
- Retaliation after reporting harassment, pay inequities, safety violations, or illegal conduct;
- Interference with rights under the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA);
- Violation of written or implied contracts promising continued employment or specific disciplinary procedures; and
- Termination for refusing to break the law or engage in unethical activity.
Understanding which category applies will guide the type of claim you can file and the remedies available, such as reinstatement, back pay, or damages.
What Should I Do If I Am Wrongly Terminated?
Understanding what to do when wrongfully terminated not only protects your position but also preserves leverage before the employer begins building its defense. If you believe your firing was unlawful, take these steps immediately:
- Gather documentation. Save emails, texts, reviews, and schedules showing bias, retaliation, or inconsistent explanations. Keep personal copies off company systems.
- Write a timeline. Record dates, names, and specific events leading to termination. Timelines strengthen credibility and help attorneys identify legal patterns.
- Request your personnel file. Maryland law permits employees to review and copy their employment records. Obtain it before disputes escalate.
- Preserve pay and benefit information. Keep final pay stubs, COBRA notices, and any severance offer, since they establish damages.
- Do not sign separation papers yet. Severance or release agreements may waive claims under Title VII of the Civil Rights Act or the Maryland Fair Employment Practices Act. Have counsel review them first.
- Avoid public statements. Social-media posts and emails to coworkers can be used against you. Keep discussions confidential.
- Contact an employment law firm quickly. Strict deadlines apply, and early advice can help prevent procedural mistakes.
Acting methodically signals to the employer that you take the matter seriously and understand your rights.
What Evidence Should I Save Immediately?
The answer to what to do when wrongfully terminated hinges on documentation. Once you lose access to internal systems, crucial proof can vanish.
Immediately preserve:
- Emails or texts showing bias, retaliation, or abrupt hostility;
- Performance reviews contradicting the employer’s reason for the dismissal;
- Meeting notes or schedules showing exclusion or demotion; and
- Contracts, handbooks, or policies your employer ignored.
Keep these materials private and offline. Avoid sharing emotional posts about being wrongly terminated on social media; public statements complicate claims. Facts, not feelings, win credibility. Write a timeline while details are fresh. Those notes often become the most persuasive evidence of intent.
What Legal Remedies Are Available?
Depending on the facts, Maryland and federal law allow several forms of relief for employees whose employers terminated them wrongly, including:
- Administrative complaints. File with the Maryland Commission on Civil Rights (MCCR) or the Equal Employment Opportunity Commission (EEOC). These agencies investigate, and the EEOC can issue a “right-to-sue” letter authorizing court action.
- Civil litigation. Wrongful-termination suits may seek reinstatement, lost wages, emotional-distress damages, punitive damages, and attorney fees.
- Mediation or negotiated settlement. Skilled counsel can often secure compensation or corrected employment records without prolonged litigation.
- Whistleblower protections. Employees who expose fraud, safety violations, or misuse of government funds may be entitled to additional remedies under state and federal whistleblower statutes.
An experienced attorney will determine which path offers the strongest outcome and whether multiple laws apply simultaneously.
How Long Do I Have to File a Claim?
Time limits differ by claim type:
- Maryland Commission on Civil Rights usually gives employees 300 days from the date of discrimination;
- The EEOC generally gives employees 300 days to file federal discrimination claims;
- Breach of contract or public-policy torts typically get three years in Maryland courts; and
- Whistleblower and wage claims may range from 30 days to three years, depending on the statute.
Missing a deadline often bars recovery completely. Prompt legal consultation helps make sure that every clock is tracked and stopped in time.
What Happens After I File a Complaint?
Once you file a complaint, the agency notifies your employer and begins an investigation. Outcomes may include:
- Mediation to explore a settlement,
- Position statements where the employer explains its defense,
- Discovery of documents and witness statements, and
- Probable-cause findings leading to conciliation or authorization to sue.
Throughout this process, experienced counsel handles communication to prevent retaliation and confirm accuracy. If conciliation fails, your attorney may file suit in state or federal court seeking reinstatement, back pay, and damages.
Why Choose Smithey Law Group LLC for a Wrongful-Termination Case?
Wrongful-termination cases hinge on details most people never see, such as the timing of internal emails, the wording of policy exceptions, and the way performance concerns surface only after an employee makes a complaint. Experience determines whether those details become evidence or stay overlooked. The law itself doesn’t change the outcome; the wrongful termination lawyer who knows how to use it does. That is where Smithey Law Group stands apart.
We concentrate solely on employment and labor law, so our attorneys work on these issues every day. They serve on the Labor and Employment Section Council and the Board of Governors of the Maryland State Bar Association, shaping how Maryland applies workplace protections. Their work has been featured in publications such as MSNBC, U.S. News & World Report, The New York Times, and The Washington Post. In addition, their skill has earned recognition from organizations including Chambers USA, Super Lawyers, and America’s Top 100 High Stakes Litigators.
Because our team has tried discrimination, retaliation, wage, and contract cases in both state and federal courts, we understand the practical side of theory: the way a claim reads to investigators, mediators, and juries. That depth means your case isn’t a test run. It’s guided by people who have already seen every tactic employers use and know exactly how to counter it.
Contact Smithey Law Group LLC Today
Smithey Law Group exists to restore balance between workers and the organizations that wronged them. We built our practice on a single focus, employment and labor law, and our attorneys combine national recognition with Maryland-specific experience. If you suspect your employer wrongfully terminated you, reach out today. We will evaluate your facts, outline your legal options, and pursue the accountability every employee deserves.
