Wrongful Termination

Washington state workplaces abide by at-will employment rules, meaning an employer or employee may terminate employment at any time for almost any reason. At first glance, this seems to exempt employers from any liability for wrongful termination, but there are a wide number of statutory and common law circumstances where an employer may be liable for wrongfully terminating an employee. For example, a Washington state employer cannot terminate an employee for taking actions that follow public policy, such as whistleblowing to alert the public or regulatory agencies of misconduct within the company. There are also federal statutes, such as the 1964 Civil Rights Act and the Americans with Disabilities Act (ADA), that bar employers from terminating employees based on race, disability, and many other factors, or from retaliating against that worker if they file a complaint about one of those prohibited practices.

Since Washington is an at-will employment state, wrongful termination claims are hard to prove and typically require the assistance of an experienced Wrongful Termination attorney. In many cases, employers fabricate a pretext for discharging a worker to justify their unlawful discrimination or retaliation. This type of lawsuit requires a thorough legal analysis and a sophisticated strategy.

Our knowledge of both Washington State and federal wrongful termination law coupled with our extensive experience representing employees in labor, employment, and employee benefits cases gives us a unique advantage in quickly analyzing the strengths and weaknesses of your claim and developing the right approach. Emery | Reddy, PLLC handles every stage of your case, from workplace investigations and pre-litigation counsel to litigation within state and federal courts.

Call Emery | Reddy today to speak to an experienced Intake Specialist for a Free Case Review and to learn more about how we may be able to help you with your claim.