It is true that most employment positions are “at will”.  This means that an employee can be fired for any legal reason.  However, this does not mean that an employer can fire an employee because of the employee’s race, gender, religion, national origin, disability, or other “protected class”.  It is also illegal for an employer to fire an employee if the employee engages in “protected activity”.  This means that it is illegal to fire an employee because the employee has made complaints about unlawful discrimination.  It is also illegal to fire an employee just because the employee files an EEOC complaint or a lawsuit against the employer. 

When an employee is fired, the employer is not likely to admit that the reason for the termination was illegal.  In fact, an employer does not have to give a reason for firing an employee.  However, an employee will usually have some clue as to the actual reason for the termination. 

Employees will often have direct or indirect evidence as to why they were fired.  Prior to the termination, a series of events may have occurred that suggest that the employee’s termination was based on unlawful reasons.  Employees may be able to use this evidence to prove that the employer is liable for unlawful termination.

If you have been fired, and think that your termination was unlawful, then contact Rambsy Law in order to discuss the circumstances of your termination, and determine the next steps, including whether you have a claim against your employer.