Top 5 Signs You May Have Been Wrongfully Terminated
Being fired from your job is always difficult—especially when the reason doesn’t feel right. While Texas is an at-will employment state (meaning employers can generally fire employees for almost any reason), there are clear legal limits. If your termination was based on discrimination, retaliation, or violated public policy or a contract, it could be a case of wrongful termination.
But how do you know the difference between an unfair firing and an illegal one? Here are the top five signs you may have been wrongfully terminated—and what steps you should take next.
1. You Were Fired After Reporting Discrimination, Harassment, or Illegal Activity
One of the most common signs of wrongful termination is retaliation. It is illegal for your employer to fire you for exercising your legal rights, including reporting:
- Workplace discrimination or harassment
- Wage and hour violations
- Unsafe working conditions
- Fraud or other illegal activities
- A supervisor or coworker’s inappropriate conduct
Even if your complaint was internal (to HR or management) and not filed with a government agency, you are still protected from retaliation.
Red flags:
- You were praised for your performance until after you filed a complaint
- You were suddenly written up, demoted, or fired shortly after reporting an issue
- Other employees who didn’t speak up were treated differently
2. You Were Let Go Without a Clear or Consistent Reason
In an at-will state like Texas, employers aren’t required to give a reason for terminating an employee. But if they do—and that reason keeps changing or doesn’t add up—it could be covering up an illegal motive.
For example:
- Your employer says you were let go for “performance issues,” but you had no prior warnings or poor reviews
- The stated reason conflicts with written records (like emails or performance evaluations)
- You ask why you were terminated and no one can give you a straight answer
Inconsistencies can be a sign that your employer is trying to hide the true reason—especially if you fall into a legally protected category (race, gender, age, disability, etc.) or recently engaged in protected activity.
3. You Were Treated Differently Than Coworkers in Similar Situations
Another red flag: being treated differently than your peers. If you were singled out for discipline, termination, or demotion while others who behaved similarly kept their jobs, that may point to discrimination or retaliation.
Examples:
- You were fired for being late once, while others are habitually late without consequences
- You were terminated for a minor mistake that others have made without issue
- You were replaced by someone significantly younger, despite being more experienced
This kind of disparate treatment could indicate that your termination was motivated by something illegal—like your age, race, gender, or another protected characteristic.
4. You Were Fired Shortly After Taking Medical Leave or Requesting an Accommodation
If you were fired shortly after:
- Requesting time off for a medical condition (under FMLA)
- Asking for a disability accommodation
- Going on maternity or paternity leave
- Needing time off due to a serious family illness
…your termination may violate federal or state laws protecting employees in these situations.
The Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) offer specific protections that employers must follow. Terminating someone for exercising those rights is illegal, even in an at-will state like Texas.
5. You Had an Employment Contract or Written Promise of Job Security
Most jobs in Texas are at-will, but if you had:
- A written employment contract outlining conditions for termination
- An offer letter promising job security for a set period
- An employee handbook with termination procedures
- Verbal promises of continued employment, backed by clear company policy
…then your termination might violate those terms. If an employer didn’t follow its own rules or fired you in a way that breaches a contractual obligation, it could constitute wrongful termination—even without discrimination or retaliation.
What To Do If You Suspect Wrongful Termination
If one or more of these red flags apply to your situation, take the following steps:
- Document everything – Save emails, texts, write-ups, and notes from conversations related to your termination. The more documentation, the better.
- Request a reason in writing – While employers don’t have to give one, requesting it can sometimes expose inconsistencies or suspicious behavior.
- Contact a wrongful termination lawyer – An employment attorney can help you understand whether you have a viable legal claim and advise you on the next steps. If you do have a case, you may be entitled to compensation for lost wages, emotional distress, and more.
- Don’t delay – In Texas, you may have as little as 180 days to file a charge of discrimination or retaliation with the EEOC or Texas Workforce Commission. Time matters.
Final Thoughts
Not every termination is wrongful—but many illegal firings are disguised as routine decisions. If your firing followed a complaint, seemed inconsistent, or feels discriminatory, don’t assume there’s nothing you can do. Recognizing the signs is the first step.
If you believe your rights were violated, talking with an experienced wrongful termination lawyer can help you protect your future, your reputation, and your financial well-being. We recommend wrongful termination lawyers Dallas.
