Talk to a lawyer now — free case review
Get clear guidance on your employment situation — severance, wrongful dismissal and your rights. No appointment, confidential.
Runs in your browser · free · confidential
Our services
Process
Each listed firm's methodology for post-termination cases begins with a secure, confidential case intake to document the circumstances of your dismissal. We immediately analyze your employment contract, company policies, and the stated reasons for termination against federal statutes like the Age Discrimination in Employment Act (ADEA) and state-specific wrongful termination laws. A key initial step is reviewing your severance offer; we assess its fairness against typical benchmarks, where severance often equates to 1-2 weeks of pay per year of service. We then guide you through a structured process, which may include sending a preservation of evidence letter, filing a charge with the EEOC within the 180-day deadline, or negotiating a more favorable separation agreement. For a deeper understanding of your potential compensation, refer to our guide on How Severance Pay Is Calculated.
Local Considerations — USA
Employment law practice varies significantly across the United States, requiring adaptation to local jurisdictions. In at-will employment states, proving wrongful termination demands clear evidence of violation of public policy, contract, or implied covenant of good faith. Conversely, states with strong worker protections, like California and New York, have more expansive definitions of discrimination and harassment that can form the basis of a claim. Regional economic drivers also influence case profiles; tech hubs may see more age discrimination cases during layoffs, while manufacturing regions might involve more retaliation claims related to safety complaints. Our national network ensures your case is evaluated with precise knowledge of the state and municipal laws applicable in your location, from New York to California.
At a Glance
| Parameter | Reference Value |
|---|---|
| EEOC Charge Filing Deadline | 180 days (300 in some states) |
| Typical Severance Benchmark | 1-2 weeks pay per year of service |
| Initial Case Review | 1-3 business days |
| Common Contingency Fee | 33-40% of recovery |
Standards & Compliance
- Title VII of the Civil Rights Act of 1964
- Age Discrimination in Employment Act (ADEA)
- Family and Medical Leave Act (FMLA)
- State-Specific Wrongful Termination Doctrines
Request a Quote
Our team reviews your project and issues an initial report at no cost.
Or write us directly at [email protected]
Frequently Asked Questions
What is the first thing I should do after being fired?
Secure all relevant documents immediately. This includes your termination letter, final pay stub, signed employment contract, employee handbook, and any written performance reviews or disciplinary notices. Do not sign a severance or release agreement before having it reviewed by counsel, as it may waive critical legal rights.
How do I know if my firing was legally wrongful?
Termination is typically wrongful if it violates a specific law (e.g., discrimination based on race, age, gender), breaches an employment contract, or retaliates against you for a protected activity (like reporting harassment). It may also be unlawful if it violates public policy, such as firing someone for taking jury duty. An attorney can analyze the specifics of your case.
What is the deadline to take legal action after termination?
For most federal discrimination claims, you must file a charge with the Equal Employment Opportunity Commission (EEOC) within 180 days of the termination date. This deadline extends to 300 days in states with their own anti-discrimination agency. Missing this deadline typically bars your claim, making prompt consultation essential.
How much does it cost to hire a lawyer for a wrongful termination case in the USA?
Many employment lawyers work on a contingency fee basis, meaning they are paid a percentage (typically 33-40%) of any monetary recovery you receive, with no upfront costs if you lose. Some cases may be handled on an hourly basis or flat fee for consultation and negotiation. The total cost depends heavily on case complexity, duration, and whether it proceeds to litigation. The best course is to request a specific fee agreement during an initial consultation.