Employment law
Wrongful termination
Tell us what happened and where. Nothing here is legal advice, and nothing on this page predicts what any case is worth.
What matters most in a wrongful termination claim?
What happened, what was written down at the time, and whether anyone was told. Dates matter. So do emails, messages, handbooks, pay records and the names of people who saw it. Whether you reported it, who to, and what happened next often weighs as heavily as the conduct itself. Employment claims can also be time-sensitive, and the limits are not the same everywhere, which is a reason to have the dates looked at early rather than later.
One reported example: $75,000 — Age-harassment and constructive-discharge allegations involving an HVAC technician
Capture the scene and your recovery
Keep the contract, the handbook, your reviews and any written reasons you were given. Note what was said in the meeting and who was there. Save anything from a work account before your access is removed.
Record what you know without guessing at fault. If you are unsure about something, write down that you are unsure — that is more useful later than a confident guess, and nobody expects you to have a complete account.
What tends to decide cases like this
Get whatever written reason you were given, and keep the handbook and contract as they were when you were employed — both are frequently updated afterwards. Note who made the decision and who was present. If you were offered a payment in exchange for signing something, keep it and read what it asks you to give up before signing.
What can affect a claim like this
The evidence, the law that applies where it happened, the deadlines that apply to that kind of claim, and the circumstances all matter. Someone else’s result does not determine yours, and no figure on this site is a prediction for any case.
An attorney looks at how serious the injury is and how clearly it is documented, what care has been needed, whether the effects are expected to last, what income has been lost, who was responsible and what evidence shows it. Where responsibility is shared, how that is treated differs from state to state.
How to start
Choose wrongful termination in the form, add the state and city where it happened, and tell us how to reach you. It takes about a minute, nothing is sent until you press send, and you can stop at any point. Find A Tough Lawyer is a legal media and lead-generation service, not a law firm, and nothing here is legal advice.
Check your case factors — five questions, nothing sent
Can these settlements predict my result?
No. Any figure below is one case, reported by the source named beneath it. They are other people’s cases — not our results, not typical, and not a prediction for anyone else. What a particular claim is worth depends on the evidence, responsibility, treatment, losses, future needs, insurance and the law of that state.
Published settlement context
EEOC v. City of North Richland Hills — Robert Coffman
$75,000Age-harassment and constructive-discharge allegations involving an HVAC technician.
Settlement documented by official source · December 15, 2009. 4:08-cv-558-Y Whole-case settlement, not a national average or prediction. Fees and net proceeds are not verified.
Reported 2009-12-15 · Case no. 4:08-cv-558-Y
Source: U.S. EEOC — consent-decree announcement (opens in a new tab)Free case evaluation
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