Discrimination in the workplace is illegal, yet thousands of employees face termination due to bias. If you suspect your firing was based on your race, gender, age, disability, religion, or another protected status, you may have a wrongful termination case.
Laws Protecting Against Discriminatory Termination
Federal and state laws prohibit termination based on:
- Race, color, or national origin (Civil Rights Act of 1964).
- Gender, sexual orientation, or pregnancy (Pregnancy Discrimination Act, Title VII).
- Age (40 and older) (Age Discrimination in Employment Act).
- Disability (Americans with Disabilities Act).
- Religion (Title VII of the Civil Rights Act).
Examples of Discriminatory Termination
- A pregnant employee is fired after requesting maternity leave.
- A worker over 50 is replaced by a younger, less-qualified employee.
- An employer fires an employee after discovering their sexual orientation.
Proving Discrimination in Wrongful Termination Cases
To prove discrimination, you’ll need:
- Direct evidence (emails, comments, or statements showing bias).
- Comparative evidence (showing that others in similar situations weren’t fired).
- Employer’s inconsistent explanations for termination.
If you believe you were fired due to discrimination, filing a complaint with the EEOC or a state agency is the first step toward justice. For legal guidance we recommend wrongful termination lawyers maryland.
