Wrongful Termination.

Plain-English explanation.

When a firing follows protected activity, leave, pregnancy, disability issues, or other suspicious timing, the record deserves careful review. The strongest analysis usually starts before the legal label. It starts with the timeline, the documents, the people involved, and the consequences. GB Law looks for the facts that show what changed, who made the decision, and whether the record supports the stated reason.

For clients, these matters can affect income, references, discipline, certification, professional standing, and future work. The goal is not to overstate a claim. The goal is to understand whether the facts support a serious legal strategy and whether the matter is a fit for direct attorney attention.

Does this sound familiar?

• You were fired soon after reporting harassment, discrimination, wage theft, or unsafe working conditions.
• You were fired after requesting accommodation for a disability, pregnancy, or religious practice.
• You were fired after taking FMLA leave, workers compensation leave, or military leave.
• Your employer gave shifting or inconsistent reasons for the termination.
• Similarly situated coworkers outside your protected class were treated more favorably.
• You had no prior discipline and the stated reason was minor, vague, or fabricated.
• The decision maker made remarks about your age, race, pregnancy, accent, religion, or disability.

What the law may protect.

Federal and Illinois law prohibit termination based on a protected class, in retaliation for protected activity, in violation of an employment contract, or in violation of public policy. The key statutes include Title VII, the ADA, the ADEA, the Family and Medical Leave Act, Section 1981, Section 1983, the Illinois Human Rights Act, the Illinois Whistleblower Act, and the Illinois Wage Payment and Collection Act. Remedies can include back pay, front pay, lost benefits, compensatory damages, punitive damages where the statute allows, attorney fees, and reinstatement.

Different deadlines and procedures can apply depending on whether the matter involves a private employer, public employer, agency proceeding, wage claim, constitutional claim, or administrative decision. That is why early review matters.

What evidence should you save?

1. Termination letter, separation paperwork, and any final paycheck records.
2. Emails and text messages with supervisors, HR, and decision makers before and after termination.
3. Personnel file, performance reviews, and prior disciplinary records.
4. Employee handbook and the policies cited as the basis for termination.
5. A dated written timeline of events, including any complaints filed before the firing.
6. Names and contact information for coworker witnesses.
7. Evidence of how similarly situated coworkers were treated in comparable situations.

Deadlines to know.

Federal discrimination charges (Title VII, ADA, ADEA) must generally be filed with the EEOC within 300 days in Illinois. Illinois Human Rights Act charges with the IDHR have a 300-day deadline. Illinois Whistleblower Act claims have a five-year statute of limitations. Section 1983 claims must be filed within two years. Contract-based claims have their own deadlines. Missed deadlines can permanently end a claim.

Questions people ask.