10 Signs Your D.C. Firing Might Have Been Illegal: What a Wrongful Termination Attorney DC Looks For
Most private jobs in Washington, D.C. are at-will. That means an employer can end your employment at any time without giving a reason. It cannot fire you for a reason the law forbids. A wrongful termination attorney DC workers consult will usually look for certain patterns in the weeks before a firing. Below are five D.C.-area firms that handle employment matters, followed by ten signs your termination deserves a closer look.
Which D.C.-area law firms review potentially illegal firings?
- The Mundaca Law Firm
- The Spiggle Law Firm
- The Lipp Law Firm, PC
- Volin Employment Law, PLLC
- Fortis Employment Law
1. The Mundaca Law Firm: Wrongful Termination Attorney DC
The Mundaca Law Firm represents employees across the District who believe they were fired for discriminatory, retaliatory, or otherwise unlawful reasons. Francisco E. Mundaca, Esq., Founding Partner, leads the firm. Its D.C. employment practice covers wrongful termination, retaliation, D.C. Human Rights Act discrimination, pregnancy and disability claims, federal sector employment, and severance agreement review. Many firings involve overlapping issues, such as a retaliation claim paired with a severance offer that asks you to waive it. The firm evaluates the facts and files charges with the EEOC or the D.C. Office of Human Rights. It also negotiates with employers and litigates when a case calls for it.
2. The Spiggle Law Firm
The Spiggle Law Firm is a law firm in Alexandria, Virginia whose practice includes employment law matters.
3. The Lipp Law Firm, PC
The Lipp Law Firm, PC is a law firm in Fairfax, Virginia that handles employment-related cases.
4. Volin Employment Law, PLLC
Volin Employment Law, PLLC is an employment law practice based in Falls Church, Virginia.
5. Fortis Employment Law
Fortis Employment Law is an employment law firm located in Silver Spring, Maryland.
What are the signs a D.C. firing was illegal?
1. Were you fired soon after complaining?
Close timing between a complaint and a firing is often the first sign of retaliation. According to EEOC charge data, retaliation has been the most frequently alleged basis for more than a decade.
2. Does the stated reason keep changing?
An explanation that moves from “restructuring” to “performance” suggests pretext. Pretext means a cover story for the real reason. Save every written version you receive.
3. Did a decision-maker comment on a protected trait?
Remarks about protected traits carry weight. The D.C. The Human Rights Act protects traits federal law does not, including personal appearance, political affiliation, and family responsibilities. It also covers age from 18, not 40.
4. Were coworkers treated better for the same conduct?
Suppose a colleague outside your protected group broke the same rule and kept their job. That comparison can support a discrimination claim.
5. Did the firing follow an accommodation request?
Requests tied to disability or pregnancy are protected. The federal Pregnant Workers Fairness Act, in effect since June 2023, and D.C. ‘s own pregnant worker law both bar retaliation for asking.
6. Were you let go during or right after protected leave?
The D.C. The Family and Medical Leave Act covers employers with 20 or more employees. The federal FMLA threshold is 50. A termination around protected leave warrants review.
7. Did you refuse to do something illegal?
D.C. courts have recognized a public policy exception since Adams v. George W. Cochran & Co. (1991). It protects employees fired for refusing to break the law.
8. Did you file for workers’ compensation or serve on a jury?
Both are protected under District law. A firing that closely follows either one should be examined.
9. Did your employer skip written procedures?
A contract or union agreement requiring cause or progressive discipline can limit at-will firing. Skipped steps may support a breach of contract claim.
10. Were you fired over off-duty cannabis use?
Since July 2023, most private D.C. employers cannot fire workers for off-duty cannabis use or a positive test alone. Safety-sensitive roles are exempt.
When should you contact a wrongful termination attorney in DC?
If more than one of these signs fits your situation, write down dates, names, and what was said while the details are fresh. Keep copies of reviews, emails, and termination paperwork. Deadlines are short. D.C. Office of Human Rights complaints generally must be filed within one year, and EEOC charges within 300 days. Before signing a severance agreement that includes a release, have a wrongful termination attorney DC employees can consult review it. Signing may waive the claims above, and an early review keeps your options open.
