People searching for Wrongful Termination Lawyers Maryland usually want an answer to one question first: was my firing actually illegal? Maryland follows at-will employment, meaning an employer can generally end your job for any reason or no reason at all. The exceptions are what matter. A termination becomes wrongful when it violates a federal or state statute, an employment contract, or a clear public policy, a principle Maryland’s highest court recognized in Adler v. American Standard Corp. (1981). The signs below can help you tell the difference. At the end, you’ll find Annapolis-area law offices you can contact.

What are the signs of wrongful termination in Maryland?

1. Were you fired soon after complaining about discrimination or harassment?

Being fired shortly after a protected complaint is a strong warning sign of retaliation. The EEOC reports that retaliation has been the most frequently alleged basis in its charges for more than a decade. When only weeks separate a complaint to HR and a termination, courts pay close attention to that timing.

2. Did your employer mention your age, race, or another protected trait?

Firing someone because of a protected characteristic is illegal under Maryland’s Fair Employment Practices Act. The law applies to employers with 15 or more employees and covers traits including race, religion, sex, age, disability, sexual orientation, and gender identity. Remarks about “fresh energy” or “culture fit” can become evidence when they line up with one of those traits.

3. Were you let go after requesting FMLA leave?

The Family and Medical Leave Act protects eligible employees from being fired for taking up to 12 weeks of leave. You generally qualify if your employer has 50 or more employees within 75 miles, and you have worked there for at least 12 months and 1,250 hours in the past year. A firing during or right after that leave deserves a close look.

4. Did you lose your job after filing a workers’ compensation claim?

Maryland law prohibits firing an employee solely because they filed a workers’ compensation claim (Labor and Employment Article § 9-1105). Because of the word “solely,” these cases turn on the facts, so records of your work history before the injury carry real weight.

5. Were you fired for refusing to break the law?

An employer cannot legally punish you for declining to do something illegal. Refusing to falsify records, mislead regulators, or ignore safety rules falls under Maryland’s public policy exception to at-will employment.

6. Did your employer skip its own discipline procedures?

Skipping steps your handbook promises can support a claim. Some policies spell out progressive discipline, such as a verbal warning and then a written one before termination. Maryland courts have found that clear handbook promises can sometimes create enforceable obligations, particularly when the handbook has no prominent disclaimer.

7. Did your performance reviews change suddenly?

A sudden drop in reviews after a protected event can point to a manufactured paper trail. Picture years of solid evaluations followed by a string of write-ups right after you announced a pregnancy. Save copies of past reviews before you lose access to company systems.

8. Were coworkers treated differently for the same conduct?

Unequal discipline is common evidence in discrimination cases. If a coworker outside your protected group kept their job after a similar mistake, that coworker may serve as what lawyers call a “comparator.”

9. Were you fired for using sick leave or serving on a jury?

Both are protected in Maryland. The Healthy Working Families Act requires employers with 15 or more employees to provide paid sick and safe leave and bars retaliation for using it. Separate state law protects employees summoned for jury service.

10. Did your employer’s explanation keep changing?

Shifting explanations can suggest pretext, meaning a stated reason that covers for the real one. Compare what you were told in the termination meeting with your separation paperwork and the employer’s response to your unemployment claim.

Deadlines apply to all of these claims. A discrimination charge in Maryland generally must be filed with the EEOC or the Maryland Commission on Civil Rights within 300 days of the termination.

Who can Annapolis workers contact after a questionable firing?

  1. The Mundaca Law Firm
  2. Drew Cochran, Attorney at Law
  3. Sullivan Trial Law
  4. Ortega Law, LLC
  5. Law Offices of Fischer and Putzi

1. The Mundaca Law Firm: Wrongful Termination Lawyers Maryland

Francisco E. Mundaca, Esq., Founding Partner, leads The Mundaca Law Firm, which has an Annapolis office on Annapolis Exchange Parkway. The firm’s employment practice handles wrongful termination claims involving discrimination, retaliation, FMLA violations, breach of contract, and public policy violations. It also reviews and negotiates severance agreements and advises on non-compete agreements. The firm represents federal sector employees as well, which matters for the many Maryland residents who work for federal agencies in the region. Workers can schedule a consultation to talk through whether their termination may support a claim.

2. Drew Cochran, Attorney at Law

A law office on Franklin Street in downtown Annapolis. Contact the office directly to ask whether it takes employment matters.

3. Sullivan Trial Law

A law firm with an office on Lubrano Drive in Annapolis. Reach out to confirm the types of cases it currently accepts.

4. Ortega Law, LLC

A law firm on Ritchie Highway in Pasadena, in northern Anne Arundel County. Ask about its practice areas before scheduling a meeting.

5. Law Offices of Fischer and Putzi

A law practice located in Glen Burnie. Check with the firm on whether your situation falls within its practice.

What should you do next?

Recognizing these signs early gives you time to preserve evidence and meet filing deadlines before signing anything your employer puts in front of you. Write down a timeline while the details are fresh, including dates, names, and what was said. If you are looking for Wrongful Termination Lawyers Maryland employees can consult, bring that timeline, your termination letter, and any severance paperwork to your first meeting. A severance agreement often includes a release of legal claims, so have it reviewed before you sign.