Wrongfully Fired in Maryland? Signs You May Have an Employment Law Case

Losing your job can be sudden and confusing. Many Maryland workers walk away from a termination wondering if what happened was unfair, unethical, or even illegal. If you were fired and something about it does not sit right, you may be asking an important question, “Was this wrongful termination?”

At Lebau & Neuworth our employment lawyers regularly speak with employees who feel overwhelmed after being let go. Our attorneys can help you understand what wrongful termination means in Maryland, help you recognize common warning signs, and learn what steps you can take next. Contact us today at (410) 296-3030 if you believe your termination might have been the result of unfair or illegal practices.

What Does “Wrongful Termination” Mean in Maryland?

Maryland is an at will employment state, which means employers can generally terminate employees for almost any reason, including no reason at all. However, there are important exceptions. A termination may be considered wrongful if it violates federal law, Maryland law, or an employment agreement.

Wrongful termination often occurs when an employer fires someone for an illegal reason, even if that reason is disguised as something else. These cases can be subtle, which is why many employees are unsure whether they actually have a claim.

Examples of potentially illegal termination include being fired:

For discriminatory reasons such as race, sex, age, disability, religion, or pregnancy
In retaliation for reporting harassment, discrimination, or other illegal conduct
After exercising legal rights such as taking medical leave or requesting accommodations
For refusing to participate in unlawful activities

Understanding how these laws apply to your situation is the first step in determining whether your termination crossed a legal line.

Common Signs You Were Wrongfully Fired

While every situation is different, certain red flags frequently appear in wrongful termination cases. If any of the following feel familiar, it may be worth speaking with an employment lawyer in Maryland.

Fired After Reporting Discrimination or Harassment

One of the most common signs of wrongful termination is retaliation. If you reported workplace discrimination or harassment and were fired soon afterward, your termination may be illegal.

Retaliation can follow complaints involving:

Sexual harassment
Racial or gender based discrimination
Hostile work environments
Unequal pay or treatment

Even if your employer claims your firing was due to performance or restructuring, the timing and surrounding circumstances matter. Maryland and federal laws protect employees who speak up about unlawful workplace behavior.

Let Go After Taking Protected Leave

Employees in Maryland have the right to take certain types of leave without fear of losing their jobs. This includes leave under the Family and Medical Leave Act, military leave, and other legally protected absences.

Warning signs include being fired shortly after:

Taking medical or family leave
Requesting time off for a serious health condition
Returning from maternity or paternity leave

Employers are not allowed to punish workers for exercising these rights, even if the leave caused an inconvenience.

Termination Without Proper Cause or Documentation

While at-will employment allows for termination without cause, sudden firing without documentation can still raise concerns, especially if it contradicts past performance reviews or company policies.

Potential red flags include:

Positive reviews followed by abrupt termination
No prior warnings or disciplinary actions
Shifting explanations for why you were fired

Your Rights as an Employee in Maryland

Maryland employees are protected by a combination of state and federal employment laws. These laws are designed to prevent unfair firing and ensure basic workplace rights.

Your rights may include protection from termination based on:

Discrimination under Title VII, the ADA, and Maryland anti-discrimination laws
Retaliation for whistleblowing or reporting illegal activity
Violations of employment agreements or policies
Exercising rights related to wages, benefits, or overtime

In addition, some workers are covered by contracts, severance agreements, or non-compete agreements that further limit when and how you can be terminated.

What You Should Do If You Suspect Wrongful Termination

If you believe you were wrongfully fired in Maryland, taking the right steps early can make a significant difference.

Consider doing the following:

Write down everything you remember about the events leading up to your termination
Save emails, performance reviews, and company policies
Avoid signing severance or separation agreements without legal advice
Keep records of conversations with supervisors or HR

You may also want to review whether your termination affects other issues such as severance, employee benefits, or non compete agreements. Each of these can impact your legal options.

How an Employment Lawyer Can Help You

Wrongful termination cases are rarely straightforward. An experienced employment lawyer can help you understand whether what happened to you was illegal and what remedies may be available.

An employment lawyer in Maryland can help by:

Evaluating whether your firing violated state or federal law
Explaining your rights and potential claims
Communicating with your employer or their attorneys
Negotiating severance or settlement agreements
Filing formal complaints or lawsuits when appropriate

Legal guidance can also help you avoid common mistakes, such as missing deadlines or unintentionally waiving your rights.

Why Towson and Baltimore Workers Choose Lebau & Neuworth

At Lebau & Neuworth, we have a long history of representing employees throughout Towson, Baltimore, and across Maryland. We understand that an unexpected termination can create significant emotional stress and financial uncertainty, particularly when a job loss feels unfair or unexplained. Our team takes the time to listen to each client’s story, answer questions, and provide clear guidance so clients feel informed and supported at every stage.

Clients choose Lebau & Neuworth because we offer:

Deep experience in Maryland employment law and a strong understanding of state and federal workplace protections.
Personalized attention with direct access to attorneys who remain actively involved in each case.
Strategic advocacy tailored to the unique facts and goals of every client.
A reputation for standing up to unfair workplace practices and holding employers accountable.

Whether a matter involves wrongful termination, employment agreements, whistleblowing claims, or severance negotiations, we remain focused on protecting our clients’ rights and helping you move forward with confidence.

Let’s Review Your Case. It’s Free to Talk

If you are unsure whether you were wrongfully fired, you do not have to figure it out alone. Speaking with an experienced employment lawyer can provide clarity and peace of mind.

Contact us today at (410) 296-3030 to schedule a confidential consultation to discuss your unique situation and learn what options may be available to you.

Start with the Right Legal Support Today

Being fired can leave you feeling powerless, but understanding your rights is an important first step forward. If you believe your termination may have been illegal, trusted legal support can help you move ahead with confidence.

Lebau & Neuworth is committed to helping Maryland workers protect their careers and hold employers accountable when the law is violated. If you were wrongfully fired in Maryland, now is the time to get answers and explore your legal options with a team that understands what you are going through.

Guarding Against Discrimination in Physician Compensation in Maryland

Maryland doctors are paid differently based on gender, race and ethnicity, according to the results of a recent survey commissioned by the Maryland State Medical Society.

The survey set forth the following four statistics evidencing the gender pay gap:

In 2020, female Maryland physicians earned 50% less on average than male physicians. The average annual income for male physicians was $320,000 compared to $213,000 for female physicians.
In 2020, female Maryland primary-care physicians earned 41.2% less in average pre-tax annual income than male primary-care physicians. The average pre-tax annual income for male physicians was $262,542 compared to $172,542 for female physicians.
In 2020, female Maryland physicians in surgical, diagnostic and other specialties earned 33.5% less in average annual income than male physicians. The average annual income for male specialist physicians was $350,625 compared to $250,115 for female specialist physicians.

The gender-based pay gap changed little compared to a similar survey of 2016 Maryland physician compensation. In 2016, female Maryland physicians earned 49.6% less than male physicians.

The survey report also showed the pay disparity based on race, with Asian Americans being the highest paid:

In 2020, Maryland physicians’ average pre-tax annual income varied by race and ethnicity. Asian American physicians reported average income of $325,000, Caucasian physicians reported average income of $268,000, and African American physicians reported average income of $225,000.

Lebau & Neuworth attorneys have expertise in representing physicians in Maryland and elsewhere in research, academic and clinician roles. Steve Lebau negotiates contracts on behalf of Maryland physicians, provides advocacy in licensure and credentialing issues, and, when required, litigates zealously on behalf of the firm’s physician clients.

If you are a physician in need of legal representation, contact Lebau & Neuworth at (410) 296-3030 or email us at lebauneuworth.com/contact-us.

Failure to Renew Employment Contracts Can Be Wrongful Termination

Recently, in Miller-Phoenix v. Baltimore City Board Of School Commissioners, (Md. Ct. Spec. App. May 29, 2020), the Court of Special Appeals held that failing to renew an employment contract may create a wrongful termination claim under Maryland law.

In the case, Mr. Miller-Phoenix (the employee) was a public-school teacher for Baltimore City (the employer). In October 2016, the employee signed a temporary employment contract with the employer and, the next day, filed a worker’s compensation claim for post-traumatic stress disorder (PTSD). In April 2017, the employer notified the employee that his employment contract was not being renewed and he would be terminated in June 2017.

The employee filed a lawsuit against the employer for numerous alleged violations, including wrongful termination. Specifically, the employee alleged that he was terminated in retaliation for filing his workers’ compensation claim.

At the initial level, the lower court ruled in favor of the employer on all the employee’s claims. With respect to the wrongful termination claim, the lower court ruled that non-renewal of a contract could not create a wrongful termination claim.

The employee appealed to the Maryland Court of Special Appeals. The appeals court ruled in favor of the employee finding that failing to renew an employment contract in retaliation for filing a workers’ compensation claim would violate Maryland public policy.

This is an important case for contractual employees in Maryland because it reminds employers that they can potentially be held liable for failing to renew employment contracts for reasons that violate Maryland’s public policy, including because of race, sex, disability or in retaliation for filing a workers’ compensation claim.

If you think you have been wrongfully terminated, the attorneys at Lebau & Neuworth may be able to help. We are highly experienced with handling all types of employment-related cases. For more information, contact us at (410) 296-3030 or lebauneuworth.com/contact-us.

Noncompete Agreements for Low-Wage Workers Banned in Maryland as of Oct. 1

A new law in Maryland that prevents employers from entering into noncompete agreements with employees who earn $15 per hour or less or $31,000 annually went into effect on October 1, 2019. The new law was passed on May 25, 2019.

Noncompete agreements are agreements that restrict an employee’s ability to find employment with a new employer that is in a similar business as their previous employer. Under the new law, agreements that are the subject to the act are those “that restrict the ability of an employee to enter into employment with a new employer or to become self-employed in the same or similar business or trade.”

The law does not limit the restrictions to those that only limit an employee after they leave employment. Therefore, the law likely bans restrictions on moonlighting or side work as well.

After the new law went into effect, any noncompete restrictions between employers and covered employees became null and void, regardless of whether the parties entered into the agreement in Maryland or outside the state.

If your employer required you to sign a noncompete agreement that is limiting your ability to find new employment, the attorneys at Lebau & Neuworth may be able to help. For more information, contact us at (410) 296-3030 or lebauneuworth.com/contact-us.

Maryland Court Holds a Non-Compete is Unenforceable

Frequently, employers require employees to sign non-compete agreements that limit an employee’s ability to find future employment. In Maryland, such agreements are enforceable if the agreements are reasonable. However, if the scope and/or duration are unreasonable or the non-compete agreement causes an undue hardship on the employee, the agreement may be unenforceable.

The U.S. District Court for the District of Maryland’s recent decision in Allied Fire Protection, Inc. v. Huy Thai, No. 17-551 (D. Md. 10/2/17), offers an example of an unenforceable non-compete agreement.

There, the employer filed suit to enforce a non-compete agreement that prevented the employee from “engag[ing] in any way business of a similar nature” to the employer’s business, either directly or indirectly, for five years. In response, the employee filed a motion to dismiss the employer’s lawsuit, which the court granted.

The court first determined that the scope of the non-compete was unenforceable because the language of the agreement would “restrict [the employee’s] ability to engage directly or indirectly in any type of engineering, consulting or general construction business anywhere within Maryland or for that matter, the world.” The court also noted that, in order to be enforceable, non-compete agreements must be “narrowly tailored."

Next, the court held that five years was unreasonable and unenforceable because the employer failed to provide any evidence or facts in support of such a long duration. The employer also failed to cite any case where a Maryland court upheld a non-compete agreement with a five-year duration.

Finally, the court found that the non-compete agreement caused the employee undue hardship and violated Maryland’s public interest because it prevented him from performing any similar work.

For the above reasons, the court granted the employee’s motion to dismiss and held that the non-compete agreement was not enforceable.

This case is important for employees because it serves as a reminder that not all non-compete agreements are enforceable.

If your employer is requiring that you sign a non-compete agreement or is trying to enforce an agreement that you signed, the attorneys at Lebau & Neuworth may be able to help. We are experienced in dealing with non-compete agreements and other employment related contracts such as these. For more information, contact us at (410) 296-3030 or lebauneuworth.com/contact-us.

Fourth Circuit Issues Important False Claims Act Decision

In US ex rel. Badr v. Triple Canopy, Inc., the U.S. Court of Appeals for the Fourth Circuit, which includes Maryland, issued an important decision regarding the Federal False Claims Act (FCA). The FCA provides that any person who knowingly submits false claims for payment to the government may be liable for double the government’s damages, plus a penalty of between $5,500 to $11,000 per false claim.

This is an important case because it establishes the potential for FCA liability where government contractors submit invoices for payment to the United States while knowing they have not satisfied the core requirements of their contract.

In the case, the United States contracted Triple Canopy Inc. to provide security guards at a military base in Iraq. A core requirement of the contract was that the security guards pass marksmanship tests. The plaintiffs alleged that Triple Canopy Inc. violated the FCA and defrauded the government by falsifying the marksmanship records of the security guards. Triple Canopy Inc. challenged the sufficiency of the complaint, alleging that the plaintiffs had not properly alleged violations of the FCA because Triple Canopy had done nothing other than submit invoices to the United States.

The Fourth Circuit disagreed, ruling that the plaintiffs satisfied the pleading requirements of the FCA because “anyone reviewing Triple Canopy’s invoices would probably — but wrongly — conclude that Triple Canopy had complied with core contract requirements,” i.e., the guards were qualified marksmen. Accordingly, the plaintiffs’ allegations that Triple Canopy Inc. defrauded the United States were sufficient and the case will be allowed to proceed.

If you think your employer may be submitting false or fraudulent claims to the United States, the attorneys at Lebau & Neuworth may be able to assist you. For more information, contact us at (410) 296-3030 or lebauneuworth.com/contact-us.