Wrongful Termination & Retaliation

Fired for Doing the Right Thing? You’re Not the Problem.

You did what felt right. You spoke up. Maybe you called out your boss for saying something racist. Maybe you reported harassment, flagged unsafe conditions, or spoke up about something shady happening at work. Instead of being supported, you got pushed out. Your hours dropped. Your team went silent. Or one day, you just weren’t on the schedule anymore.

If you’re thinking, “Did I bring this on myself?” stop right there. No, you didn’t. And no, you're not crazy. If you were fired for calling out illegal or unfair behavior, that’s could be illegal. Wrongful termination attorneys help people like you hold employers accountable every day.

At Horn Wright, LLP, we know how overwhelming this can feel. New York’s laws are strong, but if you live or work across state lines in places like Maine, Vermont, or New Hampshire, things can work a little differently. You don’t have to figure this out alone. Our team listens, breaks things down clearly, and helps you push back when your employer crosses the line.

This Wasn’t “Just Business,” It Was Wrong

In New York, jobs are “at-will.” That means your boss can let you go for any reason or no reason at all. Sounds harsh, right? But here’s the thing: they still can’t fire you for an illegal reason.

If your firing was tied to your race, gender, disability, a complaint you filed, or something you stood up for, that’s grounds for a lawsuit. Getting fired after you flagged wage theft, discrimination, or safety issues, that’s exactly what a wrongful termination claim covers. Experienced wrongful termination attorneys can spot the warning signs and help you build your case.

Not All Firings Are Legal: Here’s When They Cross the Line

Getting fired because of racial discrimination or sex discrimination? That’s it’s illegal, no matter what excuse your boss gives. Discrimination at work can show up in obvious ways, like slurs or unequal pay, or more subtle ones, like being passed over for promotions or unfairly targeted after a complaint. Either way, it counts. And if you were let go after dealing with this, here's where your story might line up with a legal claim:

• You’re part of a protected group (race, religion, gender, sexual orientation, age, or disability)
• You were pregnant or just came back from medical leave
• You reported harassment, safety issues, or unpaid wages
• You refused to break the law or cover something up
• You called out unethical behavior at work

Even in an at-will job, your employer doesn’t have free rein to retaliate when you stand up for yourself.

If you were punished for taking time off under the Family and Medical Leave Act, maybe to care for a new baby, a sick parent, or your own health, the law is on your side. Employers don’t get to disguise retaliation as a “business decision.”

When Promises Get Broken in Midtown Conference Rooms

Let’s talk about promises. If your boss made one, like a raise, promotion, or performance plan, and then skipped all that to fire you, that’s shady.

When unpaid wages or contract violations are in play, things get even more serious. Some firings violate actual agreements, even if they weren’t written down.

And if the firing came right after you filed a complaint? That’s probably retaliation, a classic way employers try to silence people who do the right thing.

Speak Up and Get Sidelined? That’s Retaliation

Retaliation doesn’t always come with a warning. It might be a cold shoulder. Or getting cut out of meetings. Or hearing whispers that you’re suddenly “not a team player.”

This is how it starts. You do the right thing and your employer does everything they can to make you regret it. According to the Equal Employment Opportunity Commission, retaliation has been the top complaint from federal workers for over a decade. In one year alone, it made up nearly half of all workplace discrimination complaints.

What Sparked It? A Real Look at Retaliation Triggers

Here’s what flips that invisible switch where support turns to silence, and opportunity turns into discipline:

• You filed a harassment or discrimination report
• You called out wage theft or safety hazards
• You helped with an investigation
• You refused to do something shady
• You took protected leave and came back to a cold reception

And if you spoke up under Occupational Safety and Health Administration, or your concerns posed a public safety risk, New York Labor Law § 740 may protect you. Doesn’t matter if you were right, just that you had a reasonable concern.

Even without an email or confession, the pattern usually tells the story. When you combine it with records, your case gets stronger.

From Wall Street to Queens, You’re Protected by Law

Whether you work in a skyscraper downtown or a storefront in Queens, laws exist to protect you. Since 2016, New York’s Department of Labor has closed more than 1,500 retaliation cases and recovered $4.4 million in back pay and penalties. The state is watching. And it’s taking this seriously.

Outside New York, things can look different. Some states, offer even broader protections for employees. Others have more limited safeguards, especially if you didn’t report the issue to a specific agency first. That’s why knowing the law that applies to you matters so much. You might have more, or fewer, rights than you realize.

Whistleblower and Still Fired? You’re Not Alone

If you spoke up and still got fired, you can seek support and assistance. Retaliation and discrimination cases make up a huge part of wrongful termination claims.

New York’s Human Rights Law bans retaliation based on race, sex, religion, disability, age, sexual orientation, and more. It gives you the power to file complaints with the state or take things to court.

Whistleblower laws are stronger than ever, especially after 2022. They protect people who:

• Report illegal activity (even internally)
• Flag safety threats
• Join investigations or testify

If your situation involved pregnancy discrimination or medical leave abuse, you might have multiple legal protections stacked in your favor. Federal laws provide baseline rights, but depending on where you work, your state may have stronger protections, or additional rights around parental leave, caregiving, or pregnancy-related conditions. Understanding how these overlapping laws apply to your situation can make a huge difference in the outcome of your case.

You Took a Stand, Now Take the Next Step

Standing up took guts. Getting fired afterward? That’s more than a career hit. It’s confusing. It’s emotional. And it’s not something you should have to untangle on your own.

If your firing feels off, trust that instinct. Don’t brush it aside. Learn your rights. Understand your options. Wrongful termination attorneys can walk you through what matters, what doesn’t, and what comes next.

If you’re ready to talk to someone who truly gets what you’re going through, contact Horn Wright, LLP, today. It all starts with one conversation and it could be the first step toward getting justice.