Public Policy Wrongful Termination

Fired for Doing the Right Thing? You’re Not the Only One, And It’s Not Okay

After an accident, most people feel extremely stressed out. But getting fired for doing the right thing? That’s a whole different kind of pain. Maybe you spoke up about something illegal or refused to play along with something shady. And now, you’re out of a job, confused, angry, and probably wondering what just happened. Wrongful termination attorneys hear stories like yours every single day.

At Horn Wright, LLP, we understand how gutting this experience can be. Our New York attorneys stand up for workers who were cut loose for doing the right thing. And while laws around wrongful termination exist in New York, Maine, New Hampshire, and Vermont, they’re not identical.

New York and Vermont, for instance, give broader protection through whistleblower laws. Maine and New Hampshire tend to dig deeper into employer intent. If your firing feels like punishment for speaking up, it probably is, and that could be illegal.

You Blew the Whistle. They Blew You Off.

You did what any decent person would do. You told the truth. You called out something shady. And instead of getting thanked, you got canned. That’s just unfair and it’s simply retaliation. And in many situations, it’s against the law.

Whether you reported something criminal, flagged unsafe working conditions, or just tried to protect yourself and others, that honesty shouldn’t have cost you your job. Whistleblower retaliation is real. And if it’s happened to you, you have every right to fight back.

When Doing the Right Thing Gets You Fired in New York

New York’s an "at-will" employment state. But that doesn’t mean employers can do whatever they want. Sure, they can fire someone without giving a reason. But not for the wrong reason.

Wrongful termination under public policy happens when you're fired for doing something the law actually protects. That might mean reporting a violation, refusing to break the law, or standing up for your civic rights. And if your firing connects to bigger issues, like discrimination or retaliation, the case becomes even stronger.

It’s not about what your boss wants. It’s about what the law protects.

Real Stories That Could Happen to You—Even on the FDR Drive

If you were fired for any of these reasons, there’s a good chance your situation falls under the protections outlined in Labor Law § 740 or the New York’s whistleblower law that safeguards employees who call out illegal or dangerous conduct on the job.

• Reporting illegal activity: If you flagged something shady and then got let go, that could be retaliation.
• Refusing to commit a crime: If your boss asked you to do something illegal and you refused, you can’t be punished for that.
• Jury duty or voting: Civic duties are protected. No employer can fire you for doing what every citizen is supposed to do.
• Filing for workers' comp: If you got hurt and filed a claim, you’re exercising your rights, not giving your employer a reason to fire you.

These protections aren’t just buried in fine print. They have serious teeth. When your firing fits into a bigger pattern, like being pushed out after turning a certain age or being overlooked while younger coworkers are promoted, that gives your claim even more force.

Why These Laws Exist: So You Don’t Have to Choose Between Integrity and Rent

Nobody should have to choose between keeping their job and doing what’s right. That’s exactly why these laws exist. In fact, according to the Equal Employment Opportunity Commission, retaliation was the most commonly cited workplace discrimination issue, making up nearly 42% of findings in 2013.

You shouldn’t be punished for speaking out. And if the issue you flagged involved sexual harassment, it’s even more critical the law steps in. These laws let you take the high road and not get thrown under the bus for it.

At-Will in Albany? Not If the Law Has Your Back

“At-will” sounds like a free pass for employers, but it’s not. Not when your firing goes against public policy.

New York law protects people who were fired for reasons that violate public interest. It’s called wrongful termination in violation of public policy, and if it applies to you, that “at-will” clause won’t hold up in court.

When Termination Turns into Intimidation

Sometimes, it’s not just about getting fired. It’s about sending a message. Employers want to make an example out of you to scare everyone else into staying silent.

Good news? That strategy can backfire. Courts don’t like intimidation. If your situation fits a pattern, that history can help prove your claim and win your case.

They’ll Try to Gaslight You. Don’t Let Them.

After you’re fired, you start questioning yourself. Was it my fault? Was it really retaliation? HR says it was part of a restructure, maybe they’re right?

Stop right there. That self-doubt is part of the playbook. If your firing came after you stood up or spoke out, there’s a reason. Our attorneys know these patterns that surface repeatedly in workplaces like sudden demotions, surprise performance critiques, or workload shifts right after someone speaks up.

The Fear Playbook: How Employers Weaponize Uncertainty

Employers rarely say, “We’re retaliating.” Instead, they create an environment so stressful and uncertain that you feel like quitting is your only option:

• Sudden write-ups: They start flagging tiny mistakes that were never a problem before. A classic move in hostile work environment.
• Pressure to resign: They make you so uncomfortable you “choose” to leave so they don’t have to fire you.
• Threats about references: They hint you’ll never work again if you complain.

These tricks don’t just happen in isolation. They often pile on top of bigger violations, like unpaid wages or misclassification.

Fired After You Spoke Up? That Timing Could Be Everything

If you were fired soon after making a complaint, the timing tells a story. It can be the smoking gun in your case. And if you were already challenging overtime violations, that pattern might help prove your employer was retaliating. Courts notice when things line up.

Legal Deadlines in the Empire State: Don’t Miss Your Shot

New York has strict time limits for wrongful termination claims. Depending on the law involved, you might have one year under Labor Law § 740 and three years for public policy-based claims or breaches of contract.

And if your firing is linked to FMLA retaliation or wage and hour issues, the timeline can get tricky.

Don’t Let Silence Be the End of Your Story

Wrongful termination attorneys can help you hold the people who wronged you accountable, but only if you take that first step. If you think your firing was illegal, you deserve answers. The clock’s already ticking, and waiting too long could cost you everything. Contact Horn Wright, LLP, for a confidential consultation. Let’s talk about what happened and what you can do about it.