Estimate the value of a wrongful termination claim based on your salary, tenure, reason for termination, and strength of your evidence.
Employment law attorneys typically charge 30–40% contingency fees — you pay nothing unless you win. Many wrongful termination cases settle before trial, and an experienced attorney dramatically increases both the likelihood of recovery and the settlement amount. Most offer free initial consultations.
Find a Wrongful Termination Attorney →Discrimination-based termination under Title VII, the ADA, the ADEA, and state equivalents is the most common wrongful termination claim. Recoverable damages include back pay, front pay, compensatory damages for emotional distress, and punitive damages. Title VII caps non-economic damages based on employer size — from $50,000 for employers with 15–100 employees to $300,000 for 500+ employee companies.
Retaliation claims arise when employers fire workers for engaging in protected activities — reporting harassment to HR, filing an EEOC charge, complaining about safety violations, or reporting wage theft. Courts view retaliation seriously, and timing is often the strongest evidence (being fired shortly after a complaint is highly probative).
WARN Act violations occur when a covered employer (100+ employees) conducts a mass layoff or plant closing without providing 60 days advance notice. Each affected employee is entitled to 60 days of back pay and benefits — calculated precisely as actual wages missed. WARN Act claims are relatively straightforward to calculate and often result in class actions.
Mitigation is your obligation. Courts expect wrongfully terminated employees to make reasonable efforts to find comparable employment. Failure to mitigate can significantly reduce your front pay damages. Document all job search efforts with dates, companies contacted, and outcomes.