New York Wrongful Termination Lawyers

The New York wrongful termination lawyers at Hach & Rose, LLP, represent employees throughout New York who believe they were wrongfully terminated. We evaluate claims, explain your rights, negotiate with employers, and pursue litigation when necessary to hold employers accountable for unlawful employment practices.

Losing your job is stressful. Losing it for an unlawful reason can affect your finances, your career, and your confidence moving forward.

Although New York is an at-will employment state, employers cannot terminate employees for reasons that violate federal, state, or local law. If you were fired because of discrimination, retaliation, a breach of your employment contract, or another protected activity, you may have legal options.

Let us help determine if your employer violated the law when ending your employment. Call (212) 779-0057 to schedule a confidential consultation today.

Why Choose Hach & Rose, LLP for Your Wrongful Termination Claim?

When you lose your job unexpectedly, you need more than general information about employment law. You deserve practical legal advice based on the facts of your situation and a strategy designed to protect your rights.

For more than 25 years, Hach & Rose, LLP has represented New Yorkers in complex litigation involving employers, corporations, insurers, and other powerful organizations. Our attorneys understand that wrongful termination claims require careful legal analysis, strategic negotiation, and, when necessary, persuasive advocacy in court.

We look beyond your employer’s stated reason for the termination to determine whether discrimination, retaliation, contract violations, or other unlawful conduct played a role. From evaluating your claim through settlement negotiations or litigation, our goal is to fight for the best possible outcome in your circumstances.

When you work with Hach & Rose, LLP, we can:

• Evaluate whether your termination violated federal, state, or New York City employment laws.
• Identify the strongest legal claims supported by the facts.
• Gather evidence that strengthens your position.
• Negotiate on your behalf against your employer.
• Represent you in court when litigation becomes necessary.

Also, there’s no up-front financial risk because you pay no fees unless we win. Reach out for a free consultation today.

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What Is Wrongful Termination?

Wrongful termination occurs when an employer fires an employee for a reason prohibited by law, public policy, or in violation of an enforceable employment agreement.

While New York employers generally have broad authority to terminate employees, they cannot fire someone because of discrimination, retaliation, protected leave, whistleblowing, or other legally protected conduct. Determining whether a termination was unlawful requires looking beyond the employer’s explanation and examining what happened before, during, and after the decision to end your employment.

Understanding New York’s At-Will Employment Rule

New York follows the doctrine of at-will employment, meaning employers may generally terminate employees at any time and for almost any lawful reason. However, “at will” does not mean employers have unlimited authority.

Federal, state, and local laws prohibit employers from firing workers for illegal reasons, and employment contracts or union agreements may impose additional restrictions on when termination is allowed. Understanding these exceptions is essential because a termination that initially appears lawful may actually violate important employee protections.

Five Common Types of Wrongful Termination Claims in New York

Wrongful termination claims arise under many different circumstances, but most involve one or more of the following legal issues.

Discrimination

Federal law, including Title VII of the Civil Rights Act of 1964, and state laws such as the New York State Human Rights Law (NYSHRL) and the New York City Human Rights Law (NYCHRL), prohibit employers from firing employees because of protected characteristics such as race, sex, pregnancy, religion, national origin, sexual orientation, or gender identity.

If a disability was a factor, the Americans with Disabilities Act (ADA) may also support a claim of workplace discrimination. If you believe you were discriminated against due to your age, the Age Discrimination in Employment Act (ADEA) may protect your rights.

Retaliation

Employees have the right to report unlawful conduct without fear of losing their jobs. Retaliation occurs when an employer terminates an employee for engaging in protected activity, such as reporting discrimination or harassment, participating in an investigation, requesting legally protected leave, filing a workers’ compensation claim, or asserting other workplace rights.

The timing of the termination and the employer’s actions beforehand often become important evidence.

Employment Contracts and Union Protections

Some employees work under written employment agreements or collective bargaining agreements that limit when an employer may terminate them. If an employer fails to meet its contractual obligations or follow required disciplinary procedures, the employee may have legal remedies in addition to any statutory wrongful termination claims.

Violations of Public Policy

Employers may not terminate employees for engaging in certain legally protected civic activities or for refusing to participate in unlawful conduct. Depending on the circumstances, protections may apply to employees serving on juries, fulfilling military obligations, exercising protected voting rights, or refusing to violate the law at an employer’s request.

Constructive Discharge

Not every wrongful termination involves the words, “You’re fired.” Sometimes an employer makes working conditions so intolerable that a reasonable employee feels they have no practical choice except to resign.

This is known as constructive discharge, and under the right circumstances, the law may treat that resignation as a wrongful termination. Examples may include severe workplace harassment, repeated retaliation, or other conduct intended to force an employee to quit rather than formally terminate them.

Signs Your Termination May Have Been Illegal

Many employees are told they were fired for “performance,” “restructuring,” or another “business reason”. Sometimes those explanations are legitimate. Other times, they may be used to conceal an unlawful motive.

Your termination deserves closer review if:

• You were fired soon after reporting discrimination, harassment, wage violations, or other unlawful conduct.
• Your employer’s explanation does not match your work history or prior performance reviews.
• Other employees who engaged in similar conduct were not terminated.
• Your employer ignored its own disciplinary or termination procedures.
• You were pressured to resign instead of being formally terminated.

No single fact proves wrongful termination, but these warning signs often justify a closer legal evaluation.

New York City Employees May Have Additional Protections

Employees working in New York City may have broader legal protections than workers elsewhere in the state.

The New York City Human Rights Law (NYCHRL) is one of the nation’s strongest anti-discrimination laws and is often interpreted more liberally than federal or state employment statutes. Depending on the circumstances, employees may have claims under the NYCHRL even when federal law offers more limited protection.

Because multiple employment laws may apply simultaneously, asking our experienced New York employment law attorneys to review your potential claim is an important part of building a strong case.

What Compensation May Be Available After a Wrongful Termination in New York?

If your termination violated the law, you may be entitled to compensation for both the financial and personal consequences of losing your job.

The value of every case depends on factors such as the evidence available, the applicable law, your compensation history, and how the termination affected your career.

Don’t Wait Too Long to Protect Your Employment Rights

Wrongful termination claims are subject to strict filing deadlines that vary depending on the legal basis of the claim. In most cases, these deadlines begin running on the date your employment ends, not when you later discover the legal implications of the termination.

For example:

• EEOC discrimination charges generally must be filed within 300 days in New York.
• New York State and New York City Human Rights Law claims generally have a three-year statute of limitations when filed in court.
• Breach of contract claims generally have a six-year filing deadline.

Waiting even a few months to take legal action can make it more difficult to preserve evidence and may affect your ability to pursue a claim. Speaking with our attorneys soon after your termination can help you understand which deadlines apply to your situation.

How Hach & Rose, LLP Can Help

A wrongful termination claim involves more than determining whether your employer acted unfairly. It requires identifying the applicable laws, developing a legal strategy, and advocating for your interests throughout the case.

At Hach & Rose, LLP, we help employees:

• Evaluate whether they have a viable legal claim.
• Prepare and file administrative complaints when required.
• Negotiate with employers to pursue fair settlements.
• Build persuasive cases supported by employment records, witness testimony, and other evidence.
• Represent employees in court when litigation becomes necessary.

The employment lawyers at Hach & Rose, LLP offer free confidential consultations so employees can better understand their legal options before deciding whether to move forward. Whether your goal is to negotiate a favorable resolution or to pursue your claim through trial, we work to protect your rights and seek the outcome that best supports your future.

Frequently Asked Questions About Wrongful Termination in New York

Contact the New York Wrongful Termination Lawyers at Hach & Rose, LLP

Losing your job can leave you wondering what happened, whether your employer acted lawfully, and how to move forward. While not every termination violates the law, some employers cross legal boundaries when they fire workers for discriminatory, retaliatory, or other unlawful reasons.

At Hach & Rose, LLP, we help employees understand whether they have a viable wrongful termination claim and what steps they can take to protect their rights. From evaluating the facts and identifying the strongest legal theories to negotiating with employers and litigating cases in court, our attorneys advocate for employees at every stage of the process.

If you believe your employment ended for an unlawful reason, you do not have to figure out your options alone. Contact Hach & Rose, LLP to discuss your situation with our experienced employment attorneys, learn about the legal remedies that may be available, and determine the best path forward.

Call (212) 779-0057 today to schedule your free, confidential consultation. You pay no fee unless we win.

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