Being fired from a job can be a stressful and confusing experience — especially if you believe your employer acted unfairly. In Washington, D.C., as in most states, most jobs are considered “at-will,” which generally means employers can terminate employees for any reason, or no reason at all. However, that doesn’t mean all firings are legal.
If you suspect your termination was unlawful, it’s important to understand what actually qualifies as wrongful termination in D.C. — and what doesn’t. Knowing the difference can help you decide whether it’s time to speak to an employment attorney.
What Is “At-Will” Employment in D.C.?
In D.C., the default employment relationship is at-will, meaning an employer can let you go at any time, without notice, and without giving a reason — as long as the reason isn’t illegal.
Similarly, you have the right to leave your job at any time, with or without notice.
This flexibility is a core part of employment in the United States, but it’s also where much of the confusion arises. Just because an employer can fire someone at will doesn’t mean they can violate the law while doing it.
What Qualifies as Wrongful Termination?
Wrongful termination occurs when an employer fires an employee for a reason that is illegal, in violation of federal, state, or D.C.-specific employment laws.
Here are several scenarios that may qualify as wrongful termination in Washington, D.C.:
1. Discrimination-Based Termination
It is illegal to fire someone based on a protected characteristic under both federal and D.C. laws. These include:
- Race
- Color
- Religion
- Sex (including pregnancy, sexual orientation, and gender identity)
- National origin
- Age (40 and over)
- Disability
- Genetic information
- Marital status
- Political affiliation
- Family responsibilities (under D.C. law)
If your termination occurred shortly after disclosing a pregnancy, requesting accommodations for a disability, or after an employer made inappropriate comments related to your identity, it could signal discriminatory intent.
2. Retaliation for Protected Activity
You cannot legally be fired for engaging in activities that are protected by law. Examples include:
- Reporting workplace harassment or discrimination
- Filing a complaint with HR or a government agency (like the EEOC)
- Reporting unsafe working conditions or legal violations (whistleblower activity)
- Taking protected medical leave (such as under the Family and Medical Leave Act)
- Participating in an investigation or lawsuit involving your employer
If you were fired soon after reporting a concern or asserting your rights, it may be considered retaliation — which is a common form of wrongful termination.
3. Breach of Employment Contract
If you have a written employment contract that outlines specific terms for your employment or termination, your employer is legally bound to follow it.
For example, if your contract says you can only be terminated for cause, but you were let go without any explanation, that could be a breach of contract — and a wrongful termination under contract law.
Even in the absence of a formal contract, certain promises or policies in an employee handbook may be considered binding, depending on how they are written and applied.
4. Termination in Violation of Public Policy
In some cases, an employer may be found liable for wrongful termination if they fired an employee for reasons that violate public policy. For example:
- Firing someone for refusing to engage in illegal activity
- Firing someone for serving on a jury
- Firing someone for exercising legal rights (such as voting)
While these cases are less common, they do occur and can be actionable under D.C. law.
What Does Not Qualify as Wrongful Termination?
Just as important as knowing what qualifies is understanding what does not constitute wrongful termination.
Not Every Unfair or Unjust Firing Is Illegal
Many employees are surprised to learn that being fired for reasons like poor performance, personality conflicts, or even being disliked by a manager — while possibly unfair — does not violate the law, unless there’s evidence of illegal motive.
At-Will Means No Reason Is Required
Your employer is not legally required to give a reason for your termination. They may simply say your position is being eliminated or that the decision is “not a good fit.” Without evidence of discrimination or retaliation, that may not amount to a wrongful termination claim.
What to Do If You Suspect Wrongful Termination
If you believe you were fired for an illegal reason, you should:
- Document everything — Keep emails, messages, performance reviews, and notes about conversations.
- Request a written reason for your termination — Your employer may not be required to give it, but it doesn’t hurt to ask.
- Avoid signing severance agreements right away — These often include waivers that limit your legal options.
- Speak to an employment attorney — A qualified attorney can evaluate your case and help you determine your legal options.
Keep in mind that there are deadlines (known as statutes of limitations) for filing wrongful termination claims, especially for discrimination or retaliation cases. Acting quickly is important.
Final Thoughts
Wrongful termination in D.C. is a serious legal issue — but not all terminations qualify. The key distinction lies in why you were fired. If the reason violates discrimination laws, retaliation protections, public policy, or a contract, you may have a claim.
Understanding your rights is the first step toward protecting them. If you’re unsure whether your termination was lawful, don’t make assumptions — get informed, stay organized, and consider speaking with an employment law professional who can guide you through your next steps. We recommend wrongful termination attorney dc.