Losing your job out of the blue can feel like the floor just dropped out from under you, especially if you believe you were punished for speaking up or doing the right thing. One day you have income, health insurance, and a daily routine. The next day you are sitting at home replaying the conversation in your head and wondering if what just happened was even legal.
In that moment, it is hard to know what matters most. You may feel pressure to find another job as fast as possible, to tell your side of the story to anyone who will listen, or to fire off a long email to HR. At the same time, you might be hearing the phrase “wrongful termination” from friends or family, without really knowing what that means in Maryland or what steps you should take right away.
At The Law Office of Andrew M. Dansicker, we focus our law practice on employment cases throughout Maryland, including wrongful termination, discrimination, harassment, and wage disputes. Since 2008, we have guided Maryland workers through the confusion that follows a job loss, helping them understand whether their firing was unlawful and what they can do about it. In this guide, we walk through practical wrongful termination steps Maryland employees can take in the days and weeks after being let go, so you can protect your rights and make informed decisions.
What Wrongful Termination Really Means in Maryland
Many people use “wrongful termination” to describe any firing that feels unfair or disrespectful. Under Maryland law, however, most workers are employed at will. That means an employer can end the employment relationship at any time, for almost any reason, or for no stated reason at all, as long as the reason is not illegal. A termination can be cruel or short sighted and still be perfectly lawful.
A firing may cross the line into wrongful termination when it violates specific legal protections. Common examples include terminations based on discrimination against protected characteristics such as race, sex, pregnancy, disability, age, religion, or national origin, or retaliation for engaging in protected activity. Protected activity can include reporting discrimination or harassment, making a complaint about unpaid wages, requesting medical or family leave, or refusing to participate in illegal conduct.
Maryland law also allows certain wrongful discharge claims when an employer fires someone for reasons that clearly violate public policy, such as terminating an employee for serving on a jury, filing a workers’ compensation claim, or reporting certain illegal activities. These claims are very fact specific. For instance, being fired after a personality clash with a supervisor or after general complaints about unfair treatment might feel wrongful, but may not qualify as a legal wrongful termination unless tied to a protected reason or activity.
Because we have spent years looking at both sides of employment disputes in Maryland, we know how easy it is for employees to assume they have a wrongful termination claim when the facts do not line up with the law. Part of our role is to listen to the full story, compare it with the legal standards that apply, and give clear feedback about whether your situation likely fits within a legally recognized category. Understanding this difference early is crucial for deciding your next steps.
Your First Steps in the Hours After Being Fired
The hours right after a termination are often filled with shock and anger. You may want to argue with your manager or HR, demand immediate explanations, or walk out without another word. In our experience, the smartest first step is to stay as calm and neutral as you can in the moment, because what you say and sign on the way out can affect your position later.
If you are still on site when you are told you are being let go, focus on collecting basic paperwork. Ask for copies of any termination notice, performance reviews, or write ups that are mentioned in the meeting. If you are given documents to sign, such as acknowledgments or agreements, you can state that you would like time to review them and request copies rather than signing on the spot. Avoid making accusations or threats during this meeting, since employers sometimes save or quote those statements later.
Once you leave, take advantage of any brief access you may still have to personal materials. If you used your work computer or email for personal purposes, you should not take confidential company information, but you can preserve personal items or contact information that belongs to you, as long as you do so within company rules and without copying sensitive business documents. Many employers cut off access quickly, so if you have already been locked out, do not try to access systems without permission.
As soon as you are in a quiet place, write down a detailed timeline of what led up to your firing. Include dates of key events, such as complaints you made, meetings about your performance, schedule changes, or comments that felt discriminatory or retaliatory. Note who was present and what was said as precisely as you can remember. In many Maryland wrongful termination cases we have handled, these notes, written while events are fresh, end up being more accurate and persuasive than memories recalled months later.
Documents and Evidence to Save After a Suspected Wrongful Firing
In potential wrongful termination cases, documentation is often the backbone of the claim. Employers typically rely on their HR files, policies, and performance records to justify their decisions. If you believe your firing in Maryland may have been unlawful, gathering and preserving your own records helps ensure that your side of the story is not lost.
Start with the basics. Save offer letters, employment contracts, noncompete or confidentiality agreements, and any employee handbooks or policy manuals you received. These documents can show what rules applied to your job, what procedures your employer claimed to follow, and whether the company skipped over its own stated steps when it terminated you. Keep copies of performance evaluations, written warnings, improvement plans, and commendations or awards, since they can show whether the employer’s stated reasons for firing you match your documented history.
Next, collect communications that relate to the problems at work and the termination itself. This usually includes emails and text messages between you and supervisors, HR, or coworkers about your performance, complaints you raised, schedule or duty changes, leave requests, or accommodations. If you reported harassment, discrimination, or wage issues, save the emails or messages in which you made those reports, and any responses you received. These records help establish that you engaged in protected activity and can highlight how your employer reacted.
Also save pay stubs, timesheets, schedules, and documentation of leave, such as doctor’s notes or any paperwork related to medical or family leave, if that applies to you. In Maryland cases, these kinds of documents can connect the dots between protected leave or wage complaints and a later termination. Store your records on your own device or in a secure cloud account you control, not on a company computer or email system. At the same time, do not copy confidential business information that you are not allowed to take, such as client lists or proprietary data. When we review wrongful termination steps Maryland workers have taken, we look at how well their saved documents tell the story and whether we can cross check them against the employer’s version of events.
Common Red Flags That Your Firing May Be Unlawful
Not every unfair workplace decision adds up to wrongful termination, but certain patterns tend to raise more serious legal concerns. One of the biggest red flags is timing. If you were fired very shortly after you reported harassment or discrimination, complained about unpaid overtime, requested medical or pregnancy related leave, or refused to participate in conduct you believed was illegal, that close timing may suggest retaliation for protected activity. Agencies and courts often look closely at the sequence of events when evaluating retaliation claims.
Another warning sign involves how you and others were treated compared to one another. If you belong to a protected class, such as being over 40, having a disability, or being a member of a particular race or religion, and you are singled out for discipline or termination while coworkers outside your group commit similar or worse violations without consequences, that disparity may point toward discrimination. Comments that directly reference your protected characteristic, or that hint at stereotypes, can be important evidence when combined with other facts.
Shifts in the employer’s story or procedures can also be significant. For example, if you had years of positive performance reviews and then suddenly, right after you complained about unlawful behavior, you received a series of sharply negative evaluations, that inconsistency deserves a closer look. Similarly, if your employer normally follows a progressive discipline process and gives written warnings before termination, but in your case skipped all those steps and moved directly to firing, that deviation may be relevant. We frequently see Maryland employers change their explanations for a termination over time, which can undermine their credibility in wrongful termination matters.
These red flags do not automatically prove a claim, and their absence does not mean you have no case. They are signals that your situation is worth a more detailed legal review. Because The Law Office of Andrew M. Dansicker focuses on employment cases throughout Maryland, we are familiar with how these patterns appear in local workplaces and how they interact with the specific laws that protect employees here.
Deadlines & Where to File Complaints in Maryland
One of the most serious mistakes we see is waiting too long to act. Many wrongful termination related claims, especially those involving discrimination or retaliation, begin by filing a charge with an administrative agency rather than going straight to court. Depending on the type of claim and where you file, there are specific time limits to submit that charge. Missing those deadlines can limit or even eliminate certain legal options.
For workplace discrimination and retaliation tied to protected characteristics or activities, employees often file charges with agencies such as the U.S. Equal Employment Opportunity Commission or the Maryland Commission on Civil Rights. These agencies have their own processes for intake, investigation, and resolution. The charge you file is more than a simple complaint form. The way it describes events, identifies legal issues, and lists witnesses and documents can influence how your case is viewed later, whether in negotiations or in court.
In some situations, it may also make sense to use internal complaint procedures, such as filing an HR grievance or appealing a termination, especially if the employer has a clear process in a handbook. Doing so can preserve issues and show that you attempted to address the problem internally. However, relying only on internal channels, without understanding external deadlines, can be risky. Company procedures do not pause legal time limits that apply to agency filings or lawsuits.
Because different types of claims have different timeframes and options, it is difficult to give universal rules in an article. What we can say is that talking with a Maryland employment lawyer soon after your termination can help you identify which deadlines may apply to your situation and whether an internal complaint, an agency charge, or both should be part of your wrongful termination steps. Our firm regularly navigates these processes for Maryland workers and helps them craft charges that accurately reflect their story and protect their rights.
Mistakes That Can Hurt a Maryland Wrongful Termination Case
Just as certain steps strengthen a potential claim, other choices can seriously weaken it. One common problem is delay. It is understandable to want time to regroup after losing a job, but waiting many months before seeking legal advice or exploring agency options can lead to missed filing deadlines and fading memories. We often talk to people who might have had stronger claims if they had reached out earlier, when more documentation and options were still available.
Another frequent misstep involves emotional reactions that leave a digital trail. Posting angry details about your employer on social media, sending hostile emails, or making threats can backfire. Employers may print or screenshot those posts and messages to use against you, arguing that you were unprofessional or that your statements are inconsistent with your later claims. Deleting emails or texts that you think look bad is also risky, because destroying or altering evidence can damage your credibility if the issue ends up in an agency investigation or court.
Many Maryland employees also feel pressure to sign severance or separation agreements quickly, especially when they are worried about money. These documents often include a payment in exchange for a broad release of claims, confidentiality terms, and sometimes non disparagement or noncompete provisions. Once signed, they can significantly limit your ability to pursue a wrongful termination related claim. Reviewing these agreements with an employment lawyer before signing can help you understand what rights you may be giving up and whether the offer matches the strength of your potential claims.
Finally, some employees make only vague or informal complaints while still employed, such as mentioning that something feels off without clearly describing discrimination, harassment, or legal concerns. Later, when they are fired, the employer may argue that it did not know they were raising a legally protected issue. When we advise Maryland workers, we encourage them, where safe to do so, to put specific concerns in writing and to keep copies, so there is a clear record of what they reported and when.
How A Maryland Employment Lawyer Can Help You Plan Next Steps
After you have taken initial steps to preserve documents and calm the immediate chaos, it is natural to ask whether you should involve a lawyer and what that will actually change. A Maryland employment lawyer who regularly handles termination related cases can help you sort through the facts, apply the relevant laws, and build a realistic plan. That often starts with reviewing your timeline, documents, and any communications you have from your employer to see whether they suggest discrimination, retaliation, or other unlawful motives.
In many situations, we help clients think strategically about internal and external steps. That might mean advising on how to frame an internal HR complaint, how to respond to a termination letter, or whether to request a copy of your personnel file. It can also involve drafting and filing an agency charge that accurately captures what happened and preserves multiple legal theories, rather than leaving out important details or claims that could matter later.
If your situation appears to involve a legally wrongful termination, our work may extend into negotiations with your former employer, participation in agency investigations or mediations, and, when appropriate, filing a lawsuit in state or federal court. Because The Law Office of Andrew M. Dansicker has experience on both sides of employment cases and maintains professional relationships with defense and in house counsel across Maryland, we understand how employers evaluate risk and respond to claims. That perspective can influence how we present your case and what strategies we recommend.
Throughout this process, we focus on your goals. Some clients primarily want compensation. Others care just as much about references, clearing their name, or securing time and resources to move on to a new role. We also emphasize realistic expectations, explaining both the strengths and the limits of your potential claims. Having that clear, candid guidance can be just as valuable as any single legal step, because it allows you to make informed choices about how far to pursue the matter.
Talk With A Maryland Employment Lawyer About Your Next Steps
Job loss can make everything feel uncertain, especially when you suspect your termination was not just unfair, but unlawful. Taking organized wrongful termination steps Maryland workers can follow, such as preserving evidence, watching deadlines, and avoiding costly mistakes, can turn a chaotic situation into a plan. You do not have to figure out alone whether your firing meets the legal standard for wrongful termination or what options you realistically have.
No article can fully analyze the facts of your situation or apply Maryland and federal employment laws to your specific history. A conversation with a lawyer who handles these cases regularly can. If you have been fired in Maryland and think your rights may have been violated, we invite you to contact The Law Office of Andrew M. Dansicker to talk about what happened, what you have already done, and what next steps make sense for you.