Illegal Reasons for Termination

They Said It Was “Just Business.” But Was It Legal?

Employers almost never give you the full story. They throw out phrases like “nothing personal” or “just a company decision.” But when you’re sitting there wondering what really happened, when something just doesn’t feel right, there’s a reason. That uneasy feeling might be your rights getting violated. More and more employees are turning to wrongful termination attorneys after getting let go under shady circumstances.

Horn Wright, LLP, knows how confusing and overwhelming this can feel. Getting fired doesn’t just shake your bank account, but it also rattles your confidence, plans, and peace of mind.

And to make things more complex, wrongful termination laws can vary depending on where you live. New York law, for example, tends to offer broader protections than some neighboring states like Maine or New Hampshire, while Vermont’s statutes align more closely with federal law. If your firing crossed a legal line, we’ll help you figure out what went wrong and what options make sense for you.

Fired or Targeted? How a “Business Decision” Turns Unlawful

Not every firing is illegal. But let’s not pretend they’re all clean, either. Sometimes “downsizing” is just a cover. And when employers cross the line, whether by discriminating, retaliating, or breaking promises, you’ve got options. You deserve answers.

According to the EEOC's 2024 Annual Performance Report, more than 88,000 discrimination complaints were filed. And $469 million was paid out to employees who had enough. If something felt off with your firing, you’re probably onto something.

Discrimination Disguised as Downsizing

Under New York Executive Law § 296, it’s illegal to fire someone based on:

• Race or color
• Ethnicity or national origin
• Gender identity or sexual orientation
• Age (40+)
• Disability
• Religion or creed
• Marital or parental status

These protections apply everywhere, from an office in Manhattan to a retail shop in Queens. If coworkers who don’t share your protected trait stayed while you were shown the door, it’s worth a deeper look.

Discrimination doesn’t always wear a name tag. It hides behind “budget cuts” or “role eliminations.” Patterns show up in racial discrimination or age discrimination claims when you start connecting the dots.

Retaliation: Fired for Doing What’s Right

You spoke up. You followed the rules. And then you got sidelined. The New York Labor Law § 740 protects you for reporting fraud, unsafe conditions, or wrongdoing. And firing you afterward is treated as illegal.

Protected actions include reporting harassment or bias, taking FMLA or Paid Family Leave, testifying in someone else’s case, and whistleblowing on wage theft or fraud.

Promises Made, Then Broken

New York may be an at-will employment state, but contracts, policies, and handbooks matter. If your employer said one thing and did another, that could open the door to a wrongful termination claim.

Missed steps in progressive discipline. Ignored policies. Backtracked agreements. It might be illegal, especially if you noticed consistent favoritism in the workplace that kept certain people protected while you were targeted.

Decoding the Script: What They Said vs. What They Meant

You’ve probably heard it. Those polished phrases designed to dodge accountability. Let’s break them down.

“We’re Restructuring” = We Picked Who to Cut

This isn’t always about efficiency. Sometimes it’s just a cover to quietly push out people seen as a “problem” which often means those who spoke up, asked for leave, or didn’t blend in. Restructuring is one of the oldest tricks in a toxic workplace full of workplace favoritism.

“You Weren’t the Right Fit” = You Didn’t Stay Quiet

“Fit” is subjective and convenient. It often means you asked tough questions, called out unfairness, or stood up for your rights, especially in sex discrimination cases, it’s the go-to phrase to mask something deeper.

“We’re Going in a Different Direction” = Without You In It

If you just came back from medical leave, raised a concern, or asked for an accommodation, and suddenly you’re not part of the plan, that’s more than bad luck. That’s targeting someone for their protected activity.

Watch the Story Change

If the reason keeps shifting or sounds overly rehearsed, you’re not imagining things. A hostile work environment doesn’t always start loud. Sometimes it begins with polite excuses.

When Doing the Right Thing Costs You Your Job

You asked for help. You filed a complaint. You expected things to get better. Instead, you were slowly pushed out. This is a pattern that must be called out.

These kinds of firings often follow unresolved unpaid wages, discrimination reports, or retaliation for speaking out. It starts quietly but it builds.

Retaliation Isn’t Always Loud

It starts with smaller shifts like less responsibility, negative reviews, then sudden terminations. Employees who report wage and hour violations know this well. It’s often death by a thousand paper cuts.

The Law Is on Your Side

You’re not guessing. You’re not overreacting. Laws exist to protect workers like you. And while the core protections are similar across states, New York offers broader coverage than many others.

That means if you were fired here, your rights may be stronger than you'd think:

• Title VII of the Civil Rights Act – Protects against discrimination based on race, sex, religion, and more.
• New York State Human Rights Law – Extends those protections to smaller workplaces and more categories.
• Americans with Disabilities Act (ADA) – Requires fair treatment and accommodations.
• Family and Medical Leave Act (FMLA) – Safeguards your right to take unpaid leave.
• New York Labor Law – Covers wages, retaliation, and workplace safety.

You don’t need a dramatic email or a witness in the breakroom. What often speaks loudest are the patterns which include the timing of your firing, your past performance reviews, and how others were treated in similar roles. When all of that lines up with a protected action or personal trait, wrongful termination laws, especially those addressing discrimination and retaliation, kick in and start working in your favor.

Fighting Back: What Accountability Really Looks Like

This isn’t about revenge. It’s about getting your life back. And protecting the next person who’d otherwise go through the same thing.

Your Action Sets the Tone

One complaint. One claim. It can push a company to improve. Filing a wrongful termination complaint can create a ripple that protects dozens of others.

Legal Protection Doesn’t Stop at the Lawsuit

Worried about what comes next is natural. But retaliation after filing a claim is also illegal. Many clients move forward discreetly with protection built into the process.

According to the EEOC’s Office of General Counsel 2024 Report, 132 workplace discrimination lawsuits were resolved, 97% in favor of the employee. You’ve got a huge fighting chance to claim fairness.

Your Job Wasn’t Disposable And Neither Are You

Being let go can rattle everything, but when it’s unjust, it cuts deeper. If your gut says something was wrong, don’t ignore it. Talk to someone who knows what to look for. Contact Horn Wright, LLP, to connect with wrongful termination attorneys who’ll listen, guide you, and help you take back control.