Wrongful Termination

You Were Fired Illegally. The Law Is On Your Side.

Every day you wait, evidence disappears and deadlines close in.

An attorney typically calls back within one business day.

Backed by a nationwide network of provider attorneys.

Submit your details to get a call back.

Wrongful Termination Legal Help

Legal plans as low as $1 per day.

Note: Legal plans are not free services. They are affordable prepaid legal solutions provided by licensed attorneys.

We respect your privacy. Your information will be sent securely and handled with care.

Fighting Back Shouldn't Cost You Everything You Have Left

Employment attorneys charge $250–$450/hr and often require large upfront retainers just to review your case. A legal plan gives you immediate access to experienced wrongful termination attorneys for a low monthly cost — so nothing stops you from asserting your rights.

  • Immediate consultation with a licensed employment attorney
  • Severance and separation agreement review
  • EEOC charge preparation and filing guidance
  • Plans Under $30/Month
Cost Comparison
Employment Attorney (hourly) $250–$450/hr
EEOC/Litigation Retainer $5,000–$20,000
Accepting Unjust Termination Lost wages + career damage
Legal Plan Membership ~$1/day

Your Termination May Have Been Illegal

Wrongful termination occurs when an employer fires an employee for an illegal reason — including discrimination, retaliation for exercising legal rights, or breach of an employment contract. Even in at-will states, employers cannot fire workers based on protected characteristics or punish them for reporting violations.

A legal plan connects you with experienced wrongful termination attorneys who can assess your situation, preserve your rights, and guide you through every step — at a fraction of traditional legal costs.

Your Termination May Be Illegal If You Were Fired For:
  • Race, gender, age, religion, or disability
  • Filing or threatening an EEOC complaint or HR report
  • Taking FMLA or other protected medical leave
  • Reporting illegal activity as a whistleblower
  • Jury duty, military service, or voting
  • Violation of a written employment contract

How a Legal Plan Helps

Termination Review & Legal Analysis

An attorney reviews the circumstances of your firing — documentation, timing, your protected status — to determine whether you have a viable wrongful termination claim.

EEOC Charge Filing & Deadlines

EEOC charges must be filed within 180–300 days of termination. Your attorney ensures you meet every critical deadline before your rights are permanently barred.

Severance Agreement Review

Employers often include broad releases of claims in severance packages. Your attorney reviews every term before you sign anything that could waive your right to sue.

Negotiation & Litigation Support

Whether your case resolves through a negotiated settlement or requires administrative or court proceedings, your attorney advocates for maximum compensation.

How a Wrongful Termination Claim Works

1
Document Everything Immediately

Preserve emails, performance reviews, termination letters, and any communications showing discriminatory or retaliatory intent. Evidence disappears fast after termination.

2
File with the EEOC or State Agency

Most federal discrimination claims require an EEOC charge before you can sue in court. Your attorney prepares and files the charge within the strict statutory window.

3
Pursue Settlement or Litigation

Many wrongful termination cases resolve in negotiated settlements. If the employer refuses to settle fairly, your attorney pursues the claim through court proceedings.

Key Facts About Wrongful Termination

180–300 Day Deadline

EEOC charges must be filed within 180 days (or 300 days in states with their own anti-discrimination agencies) of the date of termination. Missing this deadline bars your federal claim permanently.

$40K–$100K Average Settlement

Wrongful termination settlements vary widely by case, but employees with legal representation consistently recover significantly more than those who negotiate alone or accept initial offers.

Retaliation: #1 EEOC Charge

Retaliation claims are the single most-filed charge category with the EEOC — meaning employers frequently fire employees in response to protected activity, and courts take these claims seriously.

What a Legal Plan Can Help You Achieve

  • EEOC complaint filed within the statute of limitations
  • Discriminatory termination documented and preserved
  • Severance agreement reviewed before you sign anything
  • Retaliation claim assessed and strategically pursued
  • Back pay, front pay, and reinstatement damages identified
  • Employment contract breach evaluated for civil remedies

Who Needs This

  • Employees fired after reporting harassment or discrimination
  • Workers let go while on FMLA or protected medical leave
  • Whistleblowers terminated for reporting illegal activity
  • Employees fired for jury duty, military service, or voting
  • Workers over 40 targeted in layoffs or workforce reductions
  • Employees with written contracts who were terminated early

How to Get Started

1
Submit Your Details

Tell us about your wrongful termination situation so we can connect you with the right legal support.

2
A Legal Rep Will Contact You

A legal plan representative will reach out and help you get access to experienced employment law attorneys at an affordable monthly cost.

3
Speak with a Provider Attorney

Get connected with a licensed wrongful termination attorney for a consultation, case review, and ongoing legal support.

Don't Let an Illegal Firing Go Unanswered

The EEOC clock is running. Evidence is disappearing. An experienced attorney can make all the difference — and a legal plan makes that attorney affordable.

Get Legal Help Now

Wrongful Termination — Frequently Asked Questions

Wrongful termination occurs when an employer fires an employee for an illegal reason — such as discrimination based on a protected characteristic (race, gender, age, disability, religion, national origin), retaliation for engaging in protected activity, violation of a written employment contract, or in violation of public policy (e.g., firing someone for filing a workers' comp claim or reporting a safety violation).

Yes. At-will employment means your employer can terminate you without cause — but it does not mean they can fire you for an illegal reason. If your termination was motivated by discrimination, retaliation, or any other unlawful purpose, you may have a valid claim regardless of your at-will status. An attorney can evaluate whether your termination crossed a legal line.

For federal discrimination claims, you must file an EEOC charge within 180 days of termination — or 300 days if your state has its own anti-discrimination agency. State law claims may have different deadlines. Missing the EEOC deadline typically bars your right to sue in federal court. Acting quickly is critical.

Recoverable damages may include back pay (lost wages from termination to resolution), front pay (future lost earnings), reinstatement to your position, compensatory damages for emotional distress, punitive damages in egregious cases, and attorney's fees. The value of your case depends on your salary, the strength of the evidence, and how long you were out of work.

What Our Members Say

★★★★★

"I was fired two weeks after filing an internal HR complaint. My plan attorney recognized it immediately as retaliation, filed the EEOC charge before the deadline, and helped me negotiate a settlement I never could have gotten on my own."

Marcus T.
Atlanta, GA
★★★★★

"My employer handed me a severance agreement and told me to sign within three days. My plan attorney reviewed it, found a broad release that would have waived my discrimination claim, and helped me negotiate better terms. Worth every penny."

Jennifer L.
Chicago, IL
★★★★★

"I had no idea I had 300 days to file — I thought I had missed the window. My attorney confirmed I was still within the deadline and walked me through the entire EEOC process. I finally felt like someone was in my corner."

David R.
Houston, TX
★★★★★

"After 12 years with the company, I was laid off two months after I came back from medical leave. My plan attorney explained exactly why that was likely illegal and what my options were. The plan cost less than one hour with a private attorney."

Sandra M.
Los Angeles, CA

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