Wrongful termination attorneys serving New Jersey & New York
Most employment is “at will” — but at-will has limits. A termination that crosses those limits may support legal claims.
When a firing becomes unlawful
An employer generally may end employment for many reasons, but not for an illegal one. Terminations tied to discrimination, to complaints about unlawful conduct, to whistleblowing, or to the exercise of legal rights can be actionable. New Jersey and New York both protect employees who object to or report conduct they reasonably believe is unlawful — protections that can be broader than employees realize.
What we handle
- Retaliatory discharge after complaints or protected activity
- Whistleblower and retaliation claims
- Constructive discharge — resignations forced by intolerable conditions
- Terminations that breach an employment agreement
- Severance review and negotiation
What to preserve
The strength of a termination case usually turns on documents: offer letters and handbooks, performance reviews, the termination letter, and the emails and messages surrounding your complaint or report. Preserve what you lawfully have access to, and write down the timeline while it is fresh.
Severance: read before you sign
A severance agreement is a contract, and its terms — releases, references, restrictive covenants, timing of payments — may be negotiable depending on the facts, timing, and leverage. We review agreements quickly, flag what matters, and negotiate where there is leverage to use. If you are weighing an offer with a deadline attached, contact us promptly.
In appropriate cases, we handle wrongful termination matters on a contingency-fee basis, with the attorney’s fee paid from the recovery; the full terms, including treatment of litigation costs and expenses, are set out in the written retainer agreement.
Because termination claims often overlap with employment discrimination and executive disputes, we evaluate the full picture before recommending a strategy.