Baltimore Wrongful Termination Lawyers

Losing your job hurts. Losing it for an illegal reason is even worse. At Lebau & Neuworth, our Baltimore-based employment law team helps workers across Maryland and the DC Metro area when a firing crosses the line. If you believe you were let go for a discriminatory, retaliatory, or otherwise unlawful reason, let’s talk. The sooner you understand your employee rights, the better your chances of protecting your income, reputation, and career path.

When Is a Firing “Wrongful” in Maryland?

Maryland is generally an at-will employment state. That means an employer can end most working relationships at any time, with or without a stated reason. Still, at-will does not give employers a free pass to fire someone for an illegal reason or in violation of a contract or clear public policy. A termination may be wrongful if it involves:

• Discrimination tied to a protected trait (race, color, national origin, religion, sex, pregnancy, disability, age, sexual orientation, gender identity, and other protected categories under state or federal law).

• Retaliation because you asserted workplace rights—reported discrimination or harassment, complained about unpaid wages or overtime, requested accommodation for a disability, took qualifying family or medical leave, reported safety concerns, or blew the whistle on unlawful conduct.

• Violation of an employment agreement, handbook promises, or progressive discipline policy the employer chose to follow for everyone else.

• Firing that breaks a clearly expressed public policy—such as discharging someone for serving on a jury, filing a workers’ compensation claim, or refusing to engage in illegal conduct.

Not sure which bucket your experience fits? That’s normal. We sort that out with you.

Signs Your Firing May Be Illegal

Some clients come to us with a gut feeling that something about their termination was off. Others have documentation that tells the story. Here are signals that deserve a closer look:

• You were suddenly written up after you raised a concern about discrimination, unpaid wages, or safety.

• Similarly situated coworkers outside your protected group kept their jobs after similar performance issues.

• Your manager made comments about age, pregnancy, medical issues, or other protected traits before you were let go.

• You were pushed to resign or accept a severance before being given performance feedback.

• HR told you one reason; your supervisor told you another.

• You were fired soon after requesting leave, accommodation, or pay you earned.

Every situation is fact-specific. Timing, documents, witness statements, and employer policies matter.

Maryland At-Will Employment—And Its Limits

“At-will” describes the default rule: either the employer or the employee can end the relationship at any time. But through decades of representing Maryland workers, we’ve seen how exceptions apply in real life. Written contracts, union agreements, and certain oral promises can change the default. Anti-discrimination laws, wage protections, and leave laws also create guardrails. Courts recognize claims when employers cross public policy lines—like punishing someone for exercising a legal right. The label “at-will” is only the start of the analysis, not the end.

What To Do If You Were Wrongfully Terminated

Taking early, focused steps can strengthen your legal position. Consider the following:

1. Write down what happened. Dates, names, comments, emails, text messages. Memory fades fast.

2. Save documents. Offer letters, handbooks, reviews, write-ups, performance plans, pay stubs, benefit info, severance agreements.

3. Don’t sign without advice. Severance, release, or non-compete agreements can waive claims.

4. Apply for unemployment. Denials can still be appealed; don’t assume you’re ineligible.

5. Get legal guidance early. Deadlines to file charges or preserve claims can come up quickly—sometimes in a matter of months.

Ready to talk? Reach out for a confidential consultation with our team.

Protected Traits & Retaliation: Common Bases for Claims

Discrimination-Based Terminations

State and federal laws protect employees from being fired because of who they are or how they are perceived. Protection extends beyond hiring and firing to demotions, lost hours, and pay cuts. Evidence can be direct (statements) or indirect (patterns, shifting reasons, unequal discipline).

Retaliation & Whistleblowing

Employees may not be lawfully fired for reporting or opposing illegal conduct, requesting accommodations, filing wage or overtime claims, or cooperating in an investigation. Even if the underlying violation turns out not to be proven, good-faith reporting is often protected. Retaliation claims frequently succeed because timing reveals motive.

Constructive Discharge

You don’t need to be walked out the door to have a claim. If working conditions become so hostile or unsafe that a reasonable person would feel forced to resign, the law may treat that resignation like a firing. Talk to us before quitting if you can—we’ll help you weigh options.

Why Choose Lebau & Neuworth for a Maryland Wrongful Termination Case?

You have choices. Here’s what sets our firm apart for workers across Baltimore, the suburbs, and statewide:

• Deep employment focus. Employment law isn’t a side practice. It’s what we do—discrimination, retaliation, wage claims, whistleblower cases, and complex termination matters.

• Decades of experience. Our lawyers have handled claims before Maryland state agencies, the EEOC, and in federal and state courts across the region.

• Individual strategy. Some clients want compensation. Others want reinstatement, a clean reference, or to negotiate exit terms. We tailor the plan to your goals.

Serving Workers Across Baltimore & All of Maryland

We are proud to represent clients in Baltimore City, Baltimore County, Montgomery County, Prince George’s County, Howard County, Anne Arundel County, the Eastern Shore, Western Maryland, and beyond. We also assist workers employed in the DC Metro area who have Maryland ties or whose claims can be pursued under Maryland or federal law. Remote consults available; in-person meetings by appointment.

What Compensation Can Be Recovered?

Available remedies vary with the legal claims involved, but may include back pay, front pay (future lost wages), lost benefits, the value of stock or retirement contributions, emotional distress damages, and when allowed by statute, punitive damages or liquidated damages. Many laws also provide for recovery of attorneys’ fees and costs if you prevail, which can change the power balance in settlement negotiations.

Deadlines Matter—Don’t Wait

Different claims have different filing windows. Some discrimination or retaliation charges must be filed with an administrative agency before you can sue. Contract and public policy claims follow their own timelines. Because evidence disappears and memories fade, waiting can weaken a strong case. Speak with a lawyer soon after separation so you understand the calendar that applies to you.

Ready to Find Out If You Have a Case?

If you believe you were wrongfully terminated in Baltimore or anywhere in Maryland, we’re ready to help you sort through the facts and next steps. Contact us today!