Being wrongfully terminated can leave you feeling frustrated, confused, and unsure of what to do next. In Maryland—an at-will employment state—it can be especially difficult to know whether your firing was illegal and how to respond if it was.
Unfortunately, many employees unknowingly weaken their legal claims by making preventable mistakes in the days and weeks following termination. If you suspect your firing was due to discrimination, retaliation, whistleblowing, or breach of contract, you need to act strategically.
In this article, we’ll walk through the most common mistakes employees make after being wrongfully terminated in Maryland—and how to avoid them.
Mistake #1: Waiting Too Long to Act
Maryland, like all states, has strict deadlines for filing wrongful termination claims—especially those related to discrimination or retaliation.
For example:
- To file a complaint with the Equal Employment Opportunity Commission (EEOC), you typically have 180 or 300 days, depending on the type of claim and whether state law also applies.
- State-level claims with the Maryland Commission on Civil Rights (MCCR) follow similar deadlines.
- Contract-related claims have a three-year statute of limitations, but it’s still best to act quickly.
Why it matters: Missing a deadline—even by a few days—could permanently bar you from pursuing your claim. Don’t wait.
Mistake #2: Quitting Before Speaking with a Lawyer
In some cases, employees resign after facing harassment, retaliation, or other hostile conditions. But if you resign, your employer may argue you left voluntarily and were not fired—which can hurt a potential claim.
This is known as constructive discharge—a legal concept where your work environment becomes so intolerable that quitting is essentially forced. But proving it is harder than proving you were directly terminated.
Before you quit, talk to an attorney. They can help you weigh your options and preserve your legal rights.
Mistake #3: Not Collecting Documentation
Documentation is critical in any wrongful termination case. Yet many employees leave without gathering emails, messages, HR complaints, performance reviews, or even their termination letter.
What you should collect (if you haven’t already):
- Offer letter and employment contract
- Performance evaluations and write-ups
- Emails related to complaints or performance issues
- Employee handbook or company policies
- Notes or written accounts of incidents (especially discriminatory or retaliatory behavior)
- Witness names or coworker support
Important: Do not take confidential company data or trade secrets. Stick to materials relevant to your employment and your case.
Mistake #4: Saying Too Much on Social Media
After being fired, it’s natural to want to vent—but what you post online can be used against you. Even seemingly harmless comments can be twisted to discredit your claims.
Avoid:
- Discussing details of your termination publicly
- Posting angry rants about your employer or coworkers
- Making discriminatory or offensive comments that could undermine your credibility
Keep your case offline and discuss it only with your attorney and close, trusted individuals.
Mistake #5: Signing Severance Agreements Without Legal Review
Many employers offer severance packages that come with a release of legal claims—meaning if you accept the money, you may give up your right to sue for wrongful termination.
Before signing:
- Read the fine print carefully
- Understand what rights you’re giving up
- Know whether the severance amount is fair compensation for your legal claims
- Consult with an employment lawyer—they may be able to negotiate a better deal or advise you not to sign at all
Don’t assume the severance is a generous gesture. It’s often a legal strategy.
Mistake #6: Believing At-Will Means You Have No Rights
Maryland is an at-will employment state, meaning employers can fire workers at any time, for any reason—or no reason at all. But there are important exceptions.
It is illegal to fire someone:
- Due to race, gender, religion, age, disability, or other protected characteristics
- In retaliation for reporting harassment, discrimination, or illegal behavior
- For requesting medical leave or disability accommodations
- In violation of an employment contract
- For refusing to engage in illegal activity
If your firing falls under one of these categories, you do have legal rights, even in an at-will state.
Mistake #7: Going It Alone
Wrongful termination cases can be legally complex, and employers usually have legal teams protecting their interests. Trying to navigate the system without legal help often leads to mistakes, missed deadlines, or undervalued claims.
Even if you’re not sure whether your firing was illegal, a short consultation with a Maryland employment lawyer can help you:
- Understand whether you have a case
- Estimate potential compensation
- Avoid costly legal missteps
- File the correct paperwork, on time
- Negotiate a better settlement
Many attorneys offer free consultations, and some work on a contingency basis—meaning you only pay if you win or settle.
Final Thoughts
Being wrongfully terminated is a serious and often emotional experience. But what you do after the firing can significantly impact your chances of justice. Avoiding these common mistakes can strengthen your case, protect your rights, and give you the best chance of holding your former employer accountable.
If you believe your termination was based on discrimination, retaliation, or another illegal reason, act quickly, stay informed, and get the legal support you need. Your next move matters—and it could make all the difference. We recommend wrongful termination lawyers maryland.
