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.

Lebau and Neuworth are 30th-Anniversary Edition 'Best Lawyers' in Employment Law and Litigation

Lebau & Neuworth attorneys Richard Neuworth and Stephen Lebau have both ONCE AGAIN been named in the 2024 edition of The Best Lawyers in America^® .Each was recognized for their legal talent in their "Employment Law for Individuals" and "Labor & Employment Litigation" practice areas.

For 30 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.

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.

Maryland has Seen Thousands of Wage-Theft Claims in Recent Years

The local Baltimore CBS station recent aired a segment that examied the great extent at which Maryland workers are not paid the wages, including overtime, that are due to them. As stated by the station and as Lebau & Neuworth have reported in prior blog posts: “Maryland has some of the nation's stiffest penalties for employers who break the law.”

CBS News obtained data from the Maryland Department of Labor under the Public Information Act that showed in the state, there have been:

8,290 wage-theft claims dating back to 2009 that totaled $20,140,568.60 in owed wages; and
364 wage-theft claims in the past 14 years that were for more than $10,000.

To view the CBS station segement, click here.

Lebau & Neuworth is one of the premier wage-hour law firms representing workers. We are here to fight for you, so contact us at (410) 296-3030 or lebauneuworth.com/contact-us.

Called A ‘Manager'? You Still May Be Entitled To Overtime

The New York Times recently published a great article about tricks employers use to try to avoid paying overtime, such as labeling a worker a “manager” when he or she is really no such thing. In part, the article provides an example of a Panera Bread worker:

For four years beginning in 2014, Tiffany Palliser worked at Panera Bread in South Florida, making salads and operating the register for shifts that began at 5 a.m. and often ran late into the afternoon.

Ms. Palliser estimates that she worked at least 50 hours a week on average. But she says she did not receive overtime pay.

The reason? Panera officially considered her a manager and paid her an annual salary rather than on an hourly basis. Ms. Palliser said she was often told that “this is what you signed up for” by becoming an assistant manager.

The story then notes how employers avoid paying the require overtime:

Federal law requires employers to pay time-and-a-half overtime to hourly workers after 40 hours, and to most salaried workers whose salary is below a certain amount, currently about $35,500 a year. Companies need not pay overtime to salaried employees who make above that amount if they are bona fide managers.

Many employers say managers who earn relatively modest salaries have genuine responsibility and opportunities to advance. The National Retail Federation, a trade group, has written that such management positions are “key steps on the ladder of professional success, especially for many individuals who do not have college degrees.”

But according to a recent paper by three academics, Lauren Cohen, Umit Gurun and N. Bugra Ozel, many companies provide salaries just above the federal cutoff to frontline workers and mislabel them as managers to deny them overtime.

Lebau & Neuworth is one of the premier wage-hour law firms representing workers. We are here to fight for you, so contact us at (410) 296-3030 or lebauneuworth.com/contact-us.