Losing your job is stressful under any circumstances. But if you believe you were fired unfairly—or even illegally—it can feel especially frustrating and confusing. In Maryland, as in most states, employers generally have the right to terminate employees at will. However, that right has legal limits.
If you were recently terminated and suspect it may have been wrongful, it’s important to understand your rights under Maryland and federal law. This guide breaks down what qualifies as wrongful termination, how Maryland law applies, and what steps you can take to protect yourself.
What Is “At-Will” Employment in Maryland?
Maryland is an “at-will” employment state. This means that, in most cases, an employer can terminate an employee at any time, for any reason—or for no reason at all—without warning.
However, there are exceptions to this rule. Even in an at-will state like Maryland, you cannot be fired for illegal reasons, such as discrimination, retaliation, or violating public policy. When a firing crosses these legal boundaries, it may be considered wrongful termination.
What Qualifies as Wrongful Termination in Maryland?
Wrongful termination refers to firing an employee in a way that violates state or federal laws, employment contracts, or public policy. Below are the most common situations that may give rise to a wrongful termination claim in Maryland:
1. Discrimination
It is illegal for an employer to fire someone based on protected characteristics, including:
- Race or color
- National origin
- Sex or gender identity
- Pregnancy
- Religion
- Age (40 and older)
- Disability
- Marital status
- Sexual orientation
- Genetic information
Discriminatory terminations are prohibited under federal laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). Maryland law provides similar—and in some cases, broader—protections through the Maryland Fair Employment Practices Act (FEPA).
2. Retaliation
Employers cannot fire you for asserting your legal rights. For example, you may have a claim if you were terminated after:
- Reporting discrimination or harassment
- Filing a complaint with the EEOC or the Maryland Commission on Civil Rights
- Taking legally protected leave under the Family and Medical Leave Act (FMLA)
- Reporting unsafe working conditions or labor violations
- Participating in a workplace investigation
Retaliation claims are some of the most common wrongful termination cases in Maryland.
3. Breach of Contract
If you have an employment contract—written or implied—that outlines specific conditions for termination, your employer must follow those terms. Firing you in violation of that contract may be considered wrongful.
Even without a formal contract, consistent verbal promises or policies in an employee handbook may create an “implied contract” that limits at-will termination.
4. Violation of Public Policy
Maryland courts recognize a limited “public policy” exception to at-will employment. This means you cannot be fired for reasons that violate the state’s public interest, such as:
- Refusing to engage in illegal activity
- Performing a public duty (e.g., serving on a jury)
- Exercising a legal right (e.g., filing a workers’ compensation claim)
If your firing goes against well-established public policy, you may have grounds for a lawsuit—even without a contract.
What Should You Do If You Suspect Wrongful Termination?
If you believe your termination was unlawful, you don’t have to face it alone. Here are steps you can take to protect your rights:
1. Gather Documentation
Start collecting evidence that supports your claim. This may include:
- Emails, texts, or written communication with your employer
- Performance reviews and disciplinary records
- A copy of your employment contract or employee handbook
- Notes about conversations or incidents leading up to your termination
- A timeline of events
Detailed records can make a significant difference in proving your case.
2. File a Complaint
Depending on the nature of your claim, you may need to file with a government agency before pursuing a lawsuit. For example:
- EEOC: Handles discrimination and retaliation claims under federal law
- Maryland Commission on Civil Rights (MCCR): Handles violations under state law
You typically must file within 180 to 300 days of the date of termination, depending on the agency and type of claim.
3. Consult an Employment Attorney
Employment law can be complex, and every case is different. A qualified attorney can help you understand your rights, determine if you have a valid claim, and guide you through the legal process.
Statute of Limitations
Timing is critical in wrongful termination cases. Different types of claims have different statutes of limitations (deadlines for taking legal action). For example:
- Discrimination claims: Usually must be filed within 180 to 300 days
- Breach of contract: Typically must be filed within 3 years under Maryland law
- Retaliation or whistleblower claims: Varies depending on the legal basis
Missing a deadline could mean losing the right to pursue your case, so acting quickly is crucial.
Final Thoughts
Being fired from your job can be overwhelming—especially if you suspect it wasn’t fair or legal. While Maryland’s at-will employment laws give employers wide discretion, there are still important legal protections in place for workers.
If you believe you were wrongfully terminated, understanding your rights is the first step toward protecting your future. With the right documentation, guidance, and legal support, you may be able to pursue justice and compensation for your unlawful firing. We recommend wrongful termination lawyers maryland.
