Minnesota employers generally have broad authority to end an at-will employment relationship, but that right isn’t without limits. If you believe your employer fired you because of an issue such as discrimination or retaliation, you can challenge the termination even if you never had a written employment contract.
Employers start building their defense as soon as a dispute develops, so it’s important to move quickly after a wrongful termination. The skilled unlawful termination attorneys at Wanta Thome can determine whether your firing crossed the line from an at-will business decision to illegal conduct and take action to protect your ability to seek compensation and other available remedies. Contact us today to schedule your consultation with a Minneapolis at-will wrongful termination lawyer.
At-will employment generally means either you or your employer can end the employment relationship at any time, with or without advance notice. The employer generally doesn’t have to establish good cause before terminating an at-will employee.
However, at-will employment still has limits. Your employer can’t use at-will status to justify terminating you in a way that violates the law or breaches your employment contract. If your Minneapolis employer has wrongfully terminated you and used your at-will status as an excuse, contact our team today to hold them accountable.
Several exceptions to at-will employment can support legal action. Our Minneapolis attorney can review the circumstances surrounding your dismissal to determine if you have a viable at-will unlawful termination claim.
An employer can’t fire you because of a characteristic protected under applicable state or federal discrimination law. Protected characteristics include, but are not limited to
An individual’s military status and marital status are also considered protected.
Your employer can’t legally punish you for engaging in activity the law protects. This can include reporting unlawful conduct, participating in certain federal investigations, or otherwise asserting protected workplace rights.
State law protects qualifying employees who report certain suspected legal violations or refuse to participate in conduct they reasonably believe violates the law. An employer cannot fire an employee because they engaged in activity protected by the state’s whistleblower law.
At-will employment doesn’t erase the protections other workplace laws provide. Depending on the circumstances, your employer can face legal consequences for terminating you because you exercised rights related to wage protections, qualifying leave, or other protected activities.
The amount of time you have to act can vary in a wrongful termination case, which makes waiting particularly risky. When bringing discrimination or retaliation claims under the Minnesota Human Rights Act, you generally have one year to act. If you file in federal court, you’ll have only 300 days to pursue legal action.
Breach of contract actions generally have a six-year limitations period, although the facts and type of agreement can affect the analysis. While some employment contracts override the state’s at-will employment rules, it’s not uncommon for these agreements to establish terms regarding compensation and expectations while explicitly leaving the at-will employment rules in place. In these situations, a breach of contract claim gives you far more time to act. Even so, it’s a good idea to talk to a Minneapolis attorney about your at-will unlawful firing claim as soon as possible.
If you believe your employer wrongfully terminated you, it’s important to seek out legal counsel right away. You have legal rights, but failing to exercise them before deadlines pass can make it difficult to get the outcome you deserve. Contact our firm today for a consultation with a Minneapolis at-will wrongful termination lawyer.