They fired you.
If the reason was illegal, federal law sets a deadline to act.
Federal employment law prohibits termination based on protected characteristics and protected activity. This page connects you with an employment attorney who handles these cases — and explains the statutory deadline you need to know.
Is this the right page?
This page is for people who were discharged under circumstances that may involve a protected characteristic or protected activity.
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Fired after reporting harassment, discrimination, or a workplace safety violation Federal law prohibits retaliation for protected complaints.
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Fired after requesting or taking FMLA leave The FMLA prohibits retaliation for taking protected family or medical leave.
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Fired despite no documented performance issues, or under circumstances suggesting age, race, sex, disability, religion, or national origin played a role
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Fired shortly after a protected event (complaint, accommodation request, leave, pregnancy)
Federal deadline — time-sensitive
Federal law requires filing a charge with the EEOC within 180 to 300 days of the discharge date before a federal lawsuit can be filed. This window is a hard statutory deadline. It does not pause, extend, or reset. After it expires, federal court access under Title VII, the ADEA, and the ADA is permanently foreclosed.
What the law actually says
Four federal statutes prohibit discharge based on protected characteristics or protected activity.
- Title VII of the Civil Rights Act (42 U.S.C. §2000e-2). Prohibits employers from discharging an employee based on race, color, religion, sex, or national origin.
- Age Discrimination in Employment Act (29 U.S.C. §623). Prohibits discharge of employees age 40 or older based on age.
- Americans with Disabilities Act (42 U.S.C. §12112). Prohibits discharge based on disability and requires employers to provide reasonable accommodation before taking adverse action.
- Family and Medical Leave Act (29 U.S.C. §2615). Prohibits discharge in retaliation for taking or requesting protected family or medical leave.
Employers fire people illegally every day. Most never act because they don’t know the deadline is running. The EEOC charge window is the gate — miss it and federal court access is permanently foreclosed.
Connect with an attorney
Employment attorneys take these cases on contingency. If discrimination is proven, fee-shifting statutes require the employer to pay attorney fees. Free case review.
This page connects you with employment attorneys who handle wrongful termination and discrimination cases. Free case review. Attorney fees are shifted to the employer under fee-shifting provisions in Title VII, the ADA, and the ADEA if the claim succeeds.
What to have ready
Before the attorney review, gather these documents.
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Your termination letter or notice If the termination was verbal, write down the date and what was said as accurately as you can recall.
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Your last performance review
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The date of your last day of employment
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Any communications related to the events leading up to termination Emails, HR complaints filed, accommodation requests, FMLA paperwork — anything establishing a timeline.
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Your employee handbook or written company policies Relevant if the termination deviated from stated company procedure.