Understanding Maryland At-Will Employment and Employee Rights

Many Maryland workers are surprised to learn that their jobs are considered “at-will.” While this is the standard employment arrangement in the state, it can create confusion and concern, especially when an employee is terminated unexpectedly which can lead to a devastating loss of income and benefits. Understanding what at-will employment means, when exceptions apply, and how your rights are protected can help you make informed decisions about your career and potential legal claims.

The employment attorneys at Lebau & Neuworth have decades of experience representing workers across Maryland. Whether you believe you were wrongfully terminated or are seeking guidance about your employment rights, our team can help you understand your options under both state and federal law.

What Does At-Will Employment Mean in Maryland?

Maryland is an at-will employment state, which means that either the employer or employee can end the working relationship at any time. Employers are not required to provide advance notice or justification for termination unless a specific employment agreement states otherwise.

However, “at-will” does not mean employers can fire workers unlawfully. Even in an at-will state, there are significant legal limits on when and how an employer can terminate an employee. For example, firing someone because of their race, gender, disability, age, or for reporting illegal activity is against the law.

Understanding these limits is critical for Maryland employees. If your termination appears unfair or suspicious, it is worth discussing your situation with an experienced employment lawyer.

Maryland At-Will Employment and Wrongful Termination

Wrongful termination occurs when an employer violates the law or breaches a contract by firing an employee. In Maryland, even though employment is generally at-will, wrongful termination protections still apply.

For example, if an employer terminates you in retaliation for filing a discrimination complaint, requesting family or medical leave, or reporting unsafe workplace conditions, that firing could be unlawful. Similarly, if a written employment contract or union agreement guarantees job security, the at-will rule may not apply.

Employees should carefully document the circumstances leading up to termination, including emails, performance reviews, or communications that may show improper motives. This evidence is often key to building a successful wrongful termination claim. The collected evidence can then be turned over to an experienced at-will employment attorney for review.

Exceptions to At-Will Employment in Maryland

Although the at-will rule gives employers broad authority, several important exceptions protect employees from unfair treatment.

Employment Contracts and Collective Bargaining Agreements

If an employee has a written contract that outlines specific terms of employment, such as duration, cause requirements for termination, or severance obligations, the employer must follow those terms. Similarly, employees covered under a collective bargaining agreement are protected by union-negotiated provisions that typically override at-will status.

Termination Based on Discrimination or Retaliation

Federal and state laws prohibit termination based on protected characteristics or retaliatory motives. This includes discrimination related to race, color, religion, sex, pregnancy, sexual orientation, national origin, age, disability, and genetic information. Retaliation for reporting harassment, unsafe conditions, or wage violations is also illegal.

Maryland’s Fair Employment Practices Act, the Americans with Disability Act ADA, and federal statutes like Title VII, all work to protect employees from discriminatory or retaliatory dismissals.

Public Policy Violations

Maryland recognizes a public policy exception to the at-will doctrine. This means an employer cannot fire a worker for reasons that violate well-established public policy. Examples include firing someone for refusing to commit an illegal act, performing a public duty such as jury service, or reporting criminal conduct within the workplace.

These exceptions are essential because they prevent employers from using the at-will doctrine as a shield for wrongful or unethical behavior.

Employee Rights Under Maryland At-Will Employment

Even when working in an at-will capacity, employees retain a number of important rights designed to ensure fair treatment.

Federal Protections (EEOC, Title VII, ADA, etc.)

Federal laws enforced by the Equal Employment Opportunity Commission (EEOC) prohibit discrimination in hiring, firing, pay, and other employment decisions. Workers who believe they were fired due to a protected characteristic or for asserting their rights under these laws can file a charge with the EEOC before pursuing a lawsuit.

State-Level Protections and Laws Unique to Maryland

Maryland law provides additional safeguards beyond federal protections. For example, the Maryland Fair Employment Practices Act expands certain protections to smaller employers and provides remedies under state courts. Maryland also has whistleblower laws for public and private sector employees, protecting those who report illegal or unsafe workplace practices.

What Rights Do Employees Maintain When Employment is “At-Will”?

Even without a written contract, employees maintain rights related to final paychecks, unemployment benefits, and a workplace free from harassment or discrimination. Employers must still comply with wage payment laws, honor accrued leave policies, and avoid retaliation against workers who assert their legal rights.

Can You Sue for Wrongful Termination in Maryland?

Yes, but success depends on the specific facts of your case. Because most employment in Maryland is at-will, not every firing is legally actionable. However, if your termination falls under one of the recognized exceptions, discrimination, retaliation, or breach of contract, you may have a valid claim.

An experienced employment attorney can evaluate your situation, determine whether your rights were violated, and guide you through the process of filing a claim. This may involve submitting a charge to the EEOC or Maryland Commission on Civil Rights, negotiating with your employer, or filing a lawsuit in court.

What to Do if You Believe You Were Fired Unfairly

If you believe your termination was unjust, there are several steps you should take:

Document everything: Keep detailed notes about what happened, including dates, conversations, and any witnesses.
Save all communications: Save emails, text messages, and written correspondence that may support your case.
Avoid signing away rights: Do not sign any separation or severance agreements without having an attorney review them first.
Consult an employment lawyer: Contact a qualified Maryland employment attorney as soon as possible to evaluate your options.

These steps can help preserve evidence and strengthen your potential legal claim. By doing everything in your power to document your unjust firing, you are setting yourself and your legal team up for a greater chance of success when you file your wrongful termination claim.

How Lebau & Neuworth Can Help

Lebau & Neuworth has built its reputation on standing up for Maryland workers. Our attorneys are deeply familiar with the legalities of at-will employment, wrongful termination claims, and the laws that protect employees from unfair treatment. We recognize that the hardworking people of America are the backbone of this country and we won’t rest while one of our clients is being treated unjustly.

When you contact our firm, you can expect compassionate and practical guidance tailored to your situation. The attorneys will review your employment history, analyze any agreements or disciplinary actions, and determine whether your termination violated state or federal law. From there, we can help you pursue compensation, reinstatement, or other remedies that restore your rights.

If you believe you were wrongfully terminated or unfairly treated by your employer, reach out for help today. Contact us today at (410) 296-3030 to schedule a fast, free, and confidential consultation.

What to Do if You’re Facing a Hostile Work Environment in Maryland

If going to work causes you anxiety or distress because of ongoing mistreatment, harassment, or bullying, you may be dealing with more than just a difficult workplace. You could be experiencing what Maryland law defines as a hostile work environment.

Maryland workers have legal protections, but many are unaware of their employee rights or unsure of how to exercise them. At Lebau & Neuworth, we help individuals understand whether your experiences meet the legal definition of a hostile work environment and guide you through the steps to assert your rights and protect yourself in the face of injustice.

What Qualifies as a Hostile Work Environment in Maryland?

A hostile work environment exists when unwelcome, discriminatory conduct becomes so frequent or severe that it creates an abusive or intimidating workplace. This conduct must interfere with an employee’s ability to perform their job and must be based on legally protected characteristics.

Under both federal law (Title VII of the Civil Rights Act) and Maryland law (MFEPA: Maryland Fair Employment Practices Act), a hostile work environment often involves harassment based on:

Race or color
Sex, sexual orientation, gender identity, or pregnancy
Religion
National origin
Age
Disability
Marital status
Genetic information

Signs of Workplace Harassment and Bullying

Recognizing when workplace behavior crosses the legal threshold can be difficult. Many employees experience hostility for months or even years before realizing they have grounds for legal action. Common signs of a hostile work environment include:

Repeated offensive jokes, slurs, or comments based on race, gender, or another protected category
Unwelcome sexual advances, suggestive remarks, or inappropriate messages
Being excluded from meetings or projects without valid reason
Unequal treatment in work assignments or performance evaluations
Public ridicule or humiliation by coworkers or supervisors
Constant, baseless criticism or attempts to undermine performance
Retaliation after raising concerns or supporting another employee's complaint

Even if the person responsible claims they were "just joking," the law evaluates how the conduct affects your ability to work, not the intent behind it. Don’t let yourself be manipulated into believing the harassment you are experiencing is normal. Reach out to an experienced workplace discrimination lawyer to discuss your potential claim.

Steps to Take: Document, Report, Protect Yourself

If you believe you are working in a hostile environment, it is important to take steps to protect yourself and preserve your rights. Consider the following actions:

Document everything: Keep detailed records of incidents, including dates, times, individuals involved, and any witnesses. Save emails, messages, or other communications that support your experience.
Report the behavior: Follow your employer’s internal procedures for reporting harassment. Submit your complaint in writing and retain a copy. Reporting the issue formally demonstrates that you gave your employer the opportunity to address the problem.
Prioritize your mental health: Talk to a trusted friend, counselor, or therapist. Harassment can take a toll on your emotional well-being, and it is important to have support.
Consult a qualified attorney: If your employer fails to take action or if the harassment continues, legal counsel can help you understand your options. An attorney can also guide you in preparing a claim and advocating for your rights under Maryland and federal law.

Maryland and Federal Laws Protecting Employees

Employees in Maryland are protected by a combination of federal and state laws that prohibit discrimination, harassment, and retaliation in the workplace.

Title VII of the Civil Rights Act: Applies to employers with 15 or more employees and prohibits workplace harassment based on protected characteristics.
Maryland Fair Employment Practices Act (MFEPA): Covers employers with as few as 15 employees and offers broader protections under Maryland law.
Senate Bill 450 (2024 Maryland Law Update): Removes the “severe or pervasive” requirement for sexual harassment claims under Maryland law. This update makes it easier for employees to bring valid claims when facing sexual harassment in the workplace.
Maryland Commission on Civil Rights (MCCR): Enforces state anti-discrimination laws and accepts workplace harassment complaints for investigation.
Equal Employment Opportunity Commission (EEOC): The federal agency that enforces Title VII and investigates claims of workplace discrimination and harassment.

An experienced hostile work environment lawyer in Maryland can help you understand which laws apply to your situation and determine the best course of action to seek justice on your behalf.

Filing with the EEOC or MCCR: Deadlines You Cannot Miss

There are strict deadlines for filing a workplace harassment claim. Missing these deadlines may limit your ability to seek legal remedies so it is important to act fast.

EEOC: You must file a complaint within 300 days of the last incident of harassment.
MCCR: You also have 300 days under Maryland law to file with the Commission.

While you can file with either agency, speaking with a workplace harassment attorney can help you determine the best strategy based on the facts of your case. Filing with one agency usually protects your rights under both state and federal law.

Remote Harassment and the “New Workplace” in Maryland

With many employees now working remotely or in hybrid roles, workplace harassment has taken new forms. Maryland laws protect employees from harassment even when it occurs outside a traditional office setting.

Examples of remote harassment include:

Inappropriate messages through email or internal chat systems
Harassing comments during video meetings
Exclusion from virtual meetings or collaborative platforms
Use of personal contact information to send offensive content outside work hours

If you are being harassed while working remotely, you still have full protection under Maryland employment law. The digital distance does not give anyone an excuse to make your work life worse.

Retaliation After Reporting Harassment: Your Rights

It is illegal for an employer to retaliate against you for reporting workplace harassment or participating in an investigation. It is your employers responsibility to acknowledge what is happening and make amends. Retaliation may look like:

Termination or demotion
Poor performance reviews
Reduction in hours or duties
Exclusion from meetings or key decisions
Hostile behavior from supervisors or coworkers

Even if the original harassment complaint is not ultimately proven, it is unlawful for your employer to punish you for raising concerns in good faith. Retaliation is a separate legal claim that can be pursued in addition to a harassment complaint.

When to Contact a Hostile Work Environment Lawyer in Maryland

If you feel unsafe, unsupported, or targeted at work, you do not have to face the situation alone. Speaking with an experienced workplace harassment attorney can help you determine whether your experience qualifies as a hostile work environment. You may be entitled to financial compensation, reinstatement, or other remedies.

At Lebau & Neuworth, we represent employees across Maryland who have been subjected to harassment, discrimination, or retaliation in the workplace. We understand the emotional and professional toll these experiences can take, and we are committed to helping you take action with confidence and dignity.

Whether you are still employed or have been forced to leave, we can help you evaluate your options and build a strong legal case.

Your workplace should be a place of respect and professionalism. If your job fails to uphold this simple responsibility to you, we can help you get the justice you deserve for your unfair treatment.

What Your HR Won’t Share: Getting Reasonable Work Accommodations

Everyone deserves the chance to do their best to the workplace, without barriers standing in the way of fairness or dignity. If you need adjustments to do your job, those rights are protected by the Americans with Disabilities Act (ADA). But too often, HR departments don’t give you the whole story, letting confusion and outdated assumptions get in the way of your success. You deserve straight answers, honest support, and the confidence to stand up for what’s fair. Knowledge is power, and knowing your rights means you can shape your work environment to fit your needs.

At Lebau & Neuworth, we believe in justice for hardworking people. Our mission is to be your advocate, standing firmly behind employees and individuals who are simply seeking a fair opportunity to do their jobs. We’re honored to be partners in your pursuit of equality, ready to empower you with clear guidance and strong advocacy. If you’re ready to claim the respect and support you deserve in your workplace, reach out to Lebau & Neuworth. Let’s work together to make dignity and fairness a reality for everyone.

What Are Reasonable Work Accommodations Under the Law?

Reasonable work accommodations are changes or adjustments in the workplace that enable employees with disabilities to perform their jobs to the best of their abilities. These accommodations are not special treatment, but they are a legal right designed to level the playing field and allow everyone to contribute and succeed. The purpose is simple: to remove unnecessary barriers, so talent and effort, not circumstance, determine your success.

Examples of reasonable accommodations include:

Modified work schedules or flexible hours
Remote or hybrid work arrangements
Adjusted job duties or restructured positions
Accessible workspaces or adaptive equipment
Additional breaks for medical needs
Reassignment to a vacant position
Modified training materials or policies
Interpreters, readers, or assistive technology

Asking for workplace accommodations can sometimes feel intimidating or uncomfortable, especially if you’re worried about being treated differently. It’s not always clear how to start the conversation or what you’re entitled to. Having a compassionate legal team in your corner can make a big difference, helping you navigate the process, advocate for your needs, and ensure your rights are respected every step of the way.

Why HR Might Not Fully Explain Your Rights

HR departments are supposed to support employees, but sometimes they fall short when it comes to explaining all your rights surrounding accommodations. Companies may have competing priorities, or HR staff might rely on myths and outdated policies rather than empowering you with real options.

Some reasons you might not get the full story include:

Protecting company interests and limiting liability
Lack of up-to-date knowledge regarding ADA requirements
Pressure to minimize costs or avoid changes in workflow
Relying on internal policy over federal law
Offering vague answers or discouraging formal accommodation requests
Unclear or overly complicated accommodation processes

When these practices persist, they often serve to benefit larger organizations at the expense of employees’ rights and personal well-being. Partnering with legal counsel is your way to ensure your voice is heard and your rights are upheld in the workplace.

Reasonable Accommodations for Mental Health or ADHD

You have the right to seek reasonable accommodations for mental health conditions, including ADHD, under the ADA. These adjustments are designed to give you an equal opportunity to thrive, whether you’re dealing with anxiety, depression, ADHD, or similar conditions. Accommodations address the unique barriers you may face, helping you focus, stay organized, and manage stress so you can do your best work.

Examples of accommodations for mental health or ADHD include:

Flexible scheduling or modified start times
Extended deadlines or time management tools
Permission to use noise-canceling headphones or private workspaces
Written instructions or checklists to clarify tasks
Regular check-ins or feedback meetings with supervisors
Extra breaks during the workday
Shifting some in-person duties to remote work options

Remote Work and ADA: What You Should Know

If you work remotely, your rights don’t disappear. Accommodations are just as important in a home office as they are in a traditional one. You can request changes tailored to your needs, such as flexibility in hours, specialized software, or modifications in how meetings and communications occur. Regardless of your workplace, you are entitled to the necessary adjustments to help you reach your full potential and contribute effectively to your team.

How to Request Reasonable Accommodations the Right Way

Getting started with a request for reasonable accommodations can set the tone for a productive and respectful process. Start by considering your specific needs and how certain adjustments could support your job performance. Next, submit your request in writing, either via email or a formal letter, to your supervisor or the HR department. Clearly explain your condition (you do not need to share your full medical history), the limitations you’re experiencing, and suggest specific accommodations that would help.

Stay open to dialogue: employers may offer alternative solutions, and a collaborative approach often leads to the best outcome. Always keep a copy of all communications, and know that you have the right to ask for support in the process. If you feel your request isn’t taken seriously or are facing roadblocks, a legal advocate can make sure your rights are protected.

What If Your Employer Denies Your Request?

Sometimes, despite following all the right steps, employees are met with resistance from HR or management when requesting reasonable accommodations. Pushback can take many forms, from outright denial to vague explanations or unnecessary delays. If your employer refuses your request or doesn’t engage in a meaningful conversation about your needs, this is the moment when you may need to involve an attorney who understands your rights and can advocate on your behalf.

What to Include in Your Accommodation Request

If your accommodation request is denied, here’s what you should do:

Request a written explanation for the denial from your employer
Review your employee handbook and company policies for related procedures
Gather and organize all documentation of your request and any responses
Consult with an experienced employment attorney to assess your options
Consider whether a complaint with the EEOC or a state agency is appropriate

Retaliation, such as being demoted, reassigned, or treated unfairly after asking for accommodations, is unlawful, but unfortunately, it happens. Always keep detailed records of communications and any changes to your employment situation. Documentation is your best defense if your rights are violated, and seeking legal support can help protect you and uphold workplace fairness.

How Lebau & Neuworth Helps Workers Get the Support They Deserve

Supporting employees with reasonable accommodations enables people to thrive in their roles, contribute fully, and showcase their talents without unnecessary barriers. When organizations prioritize accessibility and fairness, everyone benefits: morale rises, performance improves, and workplaces become more inclusive for all. Ensuring your colleagues have the support they need sends a powerful message about respect and shared success.

Lebau & Neuworth stands beside employees and individuals seeking justice in their workplaces. With a reputation for compassionate advocacy and deep legal skill, our Baltimore-based attorneys relentlessly pursue fairness for workers facing discrimination, harassment, wrongful termination, and wage disputes. Whether you’re fighting for accommodations or defending against workplace injustices, Lebau & Neuworth provides the experience and unwavering dedication you need to stand up for your rights and secure the support you deserve. Contact us today so we can fight for your right to work.

What Qualifies As Wrongful Termination In Maryland?

Losing your job is never easy, but if you suspect your termination wasn't fair, you have more options than you think. Wrongful termination occurs when an employer violates state or federal employment laws, such as dismissing an employee for discriminatory reasons, retaliating against whistleblowers, or failing to honor employment agreements. Maryland employees are protected by laws that uphold their rights in the workplace, and understanding these laws is the first step toward justice.

If you believe your firing was unjust, the experienced team at Lebau & Neuworth is ready to fight for your rights. Contact us today to have a strong advocate on your side. With a simple and free consultation about your case, you can take the first steps toward holding your employer accountable.

What Is Considered Wrongful Termination in Maryland?

Wrongful termination in Maryland occurs when an employer dismisses an employee in violation of state or federal employment laws. This can include firing someone based on discriminatory factors such as race, gender, age, or religion. Retaliation against employees who report unsafe working conditions, harassment, or other workplace violations is another example of wrongful termination. Employers who breach the terms of a written or implied employment contract also open themselves up to liability for unjustly letting employees go. These actions are not only violations of the law but betray the trust employees place in their employers.

Maryland employees who believe they’ve been wrongfully terminated have the right to seek justice. By consulting with an experienced employment attorney, workers can get clarity about their situation, understand their legal protections, and pursue fair remedies. Legal support empowers employees to hold their employers accountable and helps them rebuild their lives after an unjust dismissal.

Legal Grounds for Wrongful Termination Claims

Understanding the legal grounds for wrongful termination claims is crucial for Maryland employees who suspect their dismissal was unjust. Wrongful termination occurs when an employer violates specific employment laws while firing an employee, depriving them of their rights in the workplace. To identify whether a claim is valid, employees should look for key legal violations that might have occurred during their termination. Maryland, like other states, offers protections under both state and federal laws to ensure workers are treated fairly.

Here are some common legal grounds for wrongful termination claims in Maryland:

Discrimination-based termination tied to race, gender, age, religion, disability, or other protected characteristics.
Retaliation for reporting workplace violations, such as harassment, unsafe conditions, or illegal practices.
Firing in violation of employment contracts, including written, implied, or oral agreements.
Termination for taking protected leave, such as time off under the Family and Medical Leave Act (FMLA) or state laws.
Dismissal in violation of public policy, such as firing someone for refusing to commit an illegal act or for serving on a jury.

Understanding the legal grounds for wrongful termination equips Maryland employees with the knowledge to evaluate their situation and determine if their dismissal violated state or federal laws. If the circumstances of your termination appear to align with one or more of these legal violations, it’s a clear signal to consult with an experienced employment attorney who can provide guidance and pursue justice on your behalf.

Maryland-Specific Laws Affecting Wrongful Termination

While federal laws such as the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA) set essential baselines, state-specific statutes like the Maryland Fair Employment Practices Act (FEPA) go further to protect workers. FEPA not only enforces prohibitions against discrimination based on race, gender, age, or disability but also addresses retaliation more comprehensively, ensuring employees can safely report workplace violations without fear of losing their job.

Additionally, Maryland’s Healthy Working Families Act strengthens these protections by guaranteeing eligible employees access to paid sick leave, a benefit not fully covered under federal law. These state-level laws bridge gaps in federal legislation, reinforcing workers’ rights in critical areas like discrimination, retaliation, and access to protected leave of absence. With these added layers of protection, Maryland employees can feel more confident when challenging unjust terminations and holding their employers accountable for violating their rights.

How to Prove Wrongful Termination in Maryland

Proving wrongful termination in Maryland relies on building a strong, evidence-based case. This process involves collecting documentation that directly supports your claims, such as records or communications showing discrimination, instances of retaliation, or breaches of an employment contract. It’s essential to present a coherent narrative of events that links your termination to unlawful motives or actions by your employer.

By connecting the evidence to legal violations, you can demonstrate that your dismissal was not justified, strengthening your position and creating a compelling case for claims of wrongful termination. Attorneys can help you gather the necessary documentation, build a strong case, and understand the specific laws that apply to your situation. They will guide you step-by-step, from evaluating your claim to presenting evidence in court or during negotiations.

When arguing a wrongful termination claim, judges consider several key factors. Understanding what needs to be demonstrated can strengthen your case. These factors often include:

Evidence of discrimination based on a protected characteristic, such as race, gender, or age.
Proof of retaliation for reporting violations, such as unsafe working conditions or harassment.
Clear documentation of an employment contract and proof that the terms were violated.
Records showing termination after taking legally protected leave, such as family or medical leave.
Any related communications, including emails or performance reviews, that contradict the stated reason for your termination.

It’s not just about losing your paycheck; it can affect your confidence, damage your professional reputation, and make finding a new position more challenging. The financial strain, paired with the frustration of being treated unfairly, can leave you wondering what to do next. Talking to a wrongful termination attorney can help you decide if legal action is right for your situation and guide you through the process.

What to Do If You Believe You Were Wrongfully Terminated

If you believe you’ve been wrongfully terminated, it’s important to remember that your efforts and dedication as an employee don’t go unnoticed, and your rights matter. Maryland has specific protections for workers, and these rules are meant to ensure that employers don’t misuse their power. If you think you were dismissed for an unlawful reason, taking some of these steps can help you stand up for yourself and seek a fair resolution.

Speak with an experienced employment attorney who can evaluate your case, explain your options, and guide you through the legal process.
Review your employer’s policies and your employment contract for any violations.
Document everything that might support your claim, such as emails, texts, performance reviews, or witness statements.
Write down the details of your termination, including what was said, who was involved, and the justification your employer provided.
Contact the Maryland Department of Labor or a relevant agency for guidance.

If you believe you were wrongfully terminated, reaching out to Lebau & Neuworth for a free consultation is an important first step. During the consultation, you’ll have the opportunity to share your experience and learn more about your legal options. Our attorneys can help you determine whether your case qualifies as wrongful termination and provide clarity on the support you may need. Taking advantage of this free resource can help you make informed decisions about how to proceed.

Contact Lebau & Neuworth for Legal Support

Being wrongfully terminated is more than just losing a job; it can feel unfair, confusing, and like a betrayal of the hard work you’ve put in. Depending on your situation, navigating the next steps may seem challenging; that’s where Lebau & Neuworth comes in. Our experienced legal team understands the complexities of employment law and is committed to advocating for workers like you who deserve better. If you believe your rights were violated, contacting Lebau & Neuworth can be the first step toward regaining a sense of stability and fairness. We’re here to listen, help build your case, and fight for the resolution you deserve.

Lebau and Neuworth selected as "The Best Legal Talent in the World, Case Closed."

Lebau & Neuworth has AGAIN been named in the 2025 edition of The Best Lawyers in America^® for its legal talent in their "Employment Law for Individuals" and "Labor & Employment Litigation" practice areas.

The firm has been selected "Tier 1" for Employment Law - Individuals and "Tier 1" for Litigation - Labor and Employment.

For 31 years, Best Lawyers^®, the oldest and most respected guide to the legal profession, has compiled its list of top lawyers based entirely on peer review.

Best Lawyers^® has assisted those in need of legal services to identify the lawyers best qualiﬁed to represent them in distant jurisdictions or unfamiliar specialties. Lawyers who are nominated for consideration are voted on by currently recognized Best Lawyers® working in the same practice area and located in the same geographic region.

If you are in need of a Best Lawyer for litigating an employment-related legal issue, contact Lebau & Neuworth at (410) 296-3030 or lebauneuworth.com/contact-us.

Supreme Court Decision Raises the Bar on Employer Requirements for Religious Accommodations

On June 29, 2023, the U.S. Supreme Court, the highest federal court in the United States, issued a ruling in Groff v. DeJoy regarding the requirement for employers to provide religious accommodations under the Civil Rights Act of 1964 (Title VII), which makes it illegal for employers (including federal agencies and unions) to discriminate against employees or applicants for employment because of their religious beliefs in hiring and firing and during their employment.

Title VII also requires employers to make reasonable accommodations for the religious beliefs or practices of employees or applicants, unless doing so would impose an “undue hardship” on the employer.

In Groff, an Evangelical Christian mail carrier for the U.S. Postal Service received the reasonable accommodation of not working on Sundays to observe the Sunday Sabbath. A few years into his employment, the USPS and the postal-workers union entered into a new agreement under which the mail carrier was occasionally required to work on Sundays. As a result, the carrier quit and sued the USPS, which argued that allowing the mail carrier to take off on Sundays created an undue burden on the other carriers who had to fill in for him.

The decision in Groff changed what an employer must show to deny a religious accommodation because of an undue hardship. Before this case was decided, an employer could deny a request for a reasonable religious accommodation if the cost or burden of the request was more than very minor; i.e., more than “de minimis”. Essentially, the bar was very low for what an employer had to show to be able to legally deny a request for a religious accommodation.

The Supreme Court decision in Groff changed the game by requiring employers to prove that the requested reasonable accommodation created a burden that is “substantial in the overall context of an employer’s business.” Thus, the Supreme Court raised the bar and made it more difficult to deny requests for reasonable religious accommodations.

If you think your employer has denied your request for a reasonable religious accommodation or discriminated against you because of your religion, the attorneys at Lebau & Neuworth may be able to help. Contact us at (410) 296-3030 or lebauneuworth.com/contact-us.