New York City Wrongful Termination Attorneys

If You Believe You've Been Wrongfully Fired in NYC, Call Our Team

A sudden firing can leave you unsure whether your employer acted unlawfully or what to do next. If you believe your firing was connected to discrimination, retaliation, protected activity, or an employment agreement, we at Brown Kwon & Lam can evaluate what happened and explain your options.

A firing can be unfair without being unlawful. The legal assessment depends on the employer’s reason, the events leading to the decision, applicable workplace protections, and available evidence. The explanation you received, the timing of the termination, the treatment of comparable employees, and the terms of any employment documents may all matter.

Fired for a potentially unlawful reason? Speak with our wrongful termination attorney in New York City. Contact us online or dial (212) 295-5828 for a consultation.

At-Will Employment & Employee Rights in New York

New York State generally follows at-will employment principles. In many private-sector jobs, an employer can terminate an employee without warning or good cause unless a contract, law, or protected right limits that authority. A lawful termination without notice is different from a firing based on an unlawful discriminatory or retaliatory reason.

If a termination results from discriminatory actions, it may be actionable under city, state, or federal law. At-will status also doesn’t permit retaliation against an employee for reporting certain workplace violations, participating in an investigation, requesting protected leave, or engaging in another protected activity.

An employment contract, collective bargaining agreement, handbook provision, or other enforceable promise may affect the analysis. These documents might establish a required termination process, notice obligation, or cause standard. A company’s failure to follow an internal policy isn’t automatically illegal, but that policy may be relevant when it creates an enforceable right or supports evidence of inconsistent treatment.

Questions that can shape an initial legal review include:

• Whether the stated reason for the termination matches the employee’s documented work history
• Whether the firing followed a workplace complaint, protected leave request, wage complaint, or public duty
• Whether comparable employees were treated differently under similar circumstances
• Whether an agreement or enforceable policy limited the employer’s ability to terminate the employee

Types of Wrongful Termination in New York City

Employers sometimes give a neutral explanation for a firing even when the timing and surrounding events suggest another reason. More than one theory may apply, so the employee’s complete workplace timeline should be considered rather than viewing the termination as an isolated event.

Potential grounds for a wrongful termination claim include:

• Discrimination based on a protected characteristic such as race, sex, gender, disability, national origin, or religion
• Retaliation for reporting discrimination, harassment, wage violations, or other unlawful workplace conduct
• Retaliation for participating in an internal investigation, agency proceeding, or other protected process
• Termination connected to protected leave, whistleblowing, a workers’ compensation claim, or another legally protected action
• Breach of an employment agreement or enforceable promise concerning notice, job security, or the termination process
• Termination connected to jury duty, voting, or another protected public responsibility

Contract-related claims involve a different inquiry. We review the language of employment agreements and relevant policies alongside the employer’s conduct. The fact that a decision violated a workplace policy may support the assessment, but legal viability depends on whether the policy was enforceable or the surrounding facts point to another legal violation.

Evidence for a New York City Wrongful Termination Claim

When you suspect your firing resulted from an unlawful reason, preserve the records that show what happened before and during the termination. 

Useful records may include:

• Termination notices, severance proposals, offer letters, employment agreements, and employee handbooks
• Emails, text messages, voice mails, calendar entries, and written complaints
• Performance reviews, disciplinary notices, commendations, and records of changing assignments
• Names of witnesses who observed discriminatory comments, retaliation, harassment, or different treatment
• Communications concerning protected leave, wage complaints, whistleblowing, jury duty, or voting

Document incidents thoroughly, noting dates, times, management responses, and any witnesses. A clear timeline can connect a protected activity or workplace complaint to later changes in treatment, new criticism, discipline, or termination. Evidence that similarly situated employees received different treatment may also be relevant.

Preserve records lawfully. Don’t delete or alter relevant communications, and don’t forward confidential business information or take records you aren’t authorized to possess. Our New York City wrongful termination lawyer can review what you have, identify potential evidence gaps, and discuss how additional information may be obtained through an appropriate legal process.

New York City Human Rights Law Protections

New York City follows state and federal employment laws and has local regulations designed to protect workers' rights. 

Local protections include:

• New York City Human Rights Law (NYCHRL): The NYCHRL provides broader protections than state or federal laws, prohibiting discrimination in employment based on race, age, disability, religion, national origin, gender identity, sexual orientation, pregnancy, and other protected statuses. It applies to employment decisions such as hiring, termination, compensation, promotions, and workplace discipline.
• New York City Commission on Human Rights (NYCCHR): The NYCCHR actively enforces anti-discrimination, harassment, and retaliation laws in employment, housing, and public accommodations. 

By consulting with entities like this, employees can gain a better understanding of their rights and the protections available to them within the city. This adds another layer of safeguarding that is vital in an at-will employment environment, where terminations can occur without specific causes.

Why Hire Brown Kwon & Lam?

We were founded by three attorneys whose backgrounds include litigation, class actions, and dispute resolution. Our clients communicate directly with the partners handling their matters. We tailor our approach to the employee’s circumstances, goals, evidence, and practical concerns after termination.

Our attorneys bring training from institutions such as Cornell University and prior federal and state court experience. Our firm has obtained millions in recoveries and favorable judgments across complex employment disputes. Past outcomes don’t predict a particular result, but they reflect our preparation and sustained advocacy.

We offer free personalized consultations, prompt follow-up, and clear explanations throughout a matter. During a wrongful termination consultation, we can review the timeline, discuss possible legal theories, identify relevant documents, and explain practical next steps.

Get Clarity About Your Wrongful Termination in NYC

If you were fired and believe the decision was connected to discrimination, retaliation, protected activity, or an employment agreement, we can review the circumstances. Bring the reason your employer provided, a timeline of relevant events, and any documents connected to your employment or termination.

Contact us today or call (212) 295-5828 for a free consultation. Our wrongful termination lawyer in New York City can explain the possible legal theories, evidence needs, and next steps based on your circumstances.