Getting fired is always a stressful experience, but it can feel even worse when you suspect your termination wasn’t just unfair—it was illegal. In Maryland, employees are protected under both state and federal laws from being fired due to discrimination or retaliation. However, many people don’t know the difference between the two, how to recognize the signs, or what legal options are available.
If you think your employer fired you for a discriminatory reason or because you spoke up about wrongdoing, understanding your rights is the first step toward protecting them.
What Is Discrimination in the Workplace?
Discrimination occurs when an employer makes decisions based on protected characteristics rather than performance, qualifications, or legitimate business needs. Firing someone because of who they are—not what they did—violates anti-discrimination laws.
Under Maryland and federal law, it’s illegal to fire someone based on:
- Race or color
- National origin
- Sex (including pregnancy, sexual orientation, gender identity)
- Religion
- Age (if you’re 40 or older)
- Disability
- Genetic information
These protections come from laws such as:
- Title VII of the Civil Rights Act
- Americans with Disabilities Act (ADA)
- Age Discrimination in Employment Act (ADEA)
- Maryland Fair Employment Practices Act
If you were fired, demoted, or treated unfairly based on one of these characteristics, you may have a discrimination-based wrongful termination claim.
Examples of Discriminatory Termination
Here are some scenarios where discrimination might be a factor in a firing:
- You were let go shortly after disclosing your pregnancy.
- Your employer made comments about your age and then replaced you with a younger employee.
- You were consistently passed over for promotion because of your race or ethnicity and then fired for a minor mistake.
- You were terminated after requesting a reasonable accommodation for a disability.
Even if the employer gives a different reason for the termination, if you suspect the real reason was discriminatory, you have the right to question it—and take legal action if necessary.
What Is Retaliation?
Retaliation happens when an employer punishes an employee for engaging in a legally protected activity. This includes reporting illegal behavior, filing a complaint, or asserting your rights under employment laws.
Under both federal and Maryland law, it is illegal for an employer to retaliate against you for:
- Reporting workplace discrimination or harassment
- Filing a charge with the EEOC or Maryland Commission on Civil Rights
- Cooperating with an investigation
- Complaining about wage violations, safety issues, or other legal violations
- Requesting reasonable accommodations for a disability or religious practice
- Taking legally protected leave (such as FMLA)
In retaliation cases, timing matters. If you engaged in a protected activity and were then fired shortly after, that pattern may point to unlawful retaliation.
Common Signs of Retaliation
If you notice any of the following patterns after speaking up or exercising your rights, you might be facing retaliation:
- Sudden disciplinary action or poor performance reviews that come out of nowhere
- Isolation, exclusion, or harassment by management
- Being demoted, reassigned, or having responsibilities taken away
- Termination soon after making a complaint or requesting accommodations
Even if you can’t prove the employer’s motive right away, these patterns can help build a strong retaliation case.
Discrimination vs. Retaliation: What’s the Difference?
While discrimination is based on who you are, retaliation is based on what you did—namely, asserting your rights. However, these issues often overlap. For example:
- You may be fired because of your race (discrimination)
- Or, you may be fired because you complained about racial discrimination (retaliation)
In both cases, the termination is illegal. The key is recognizing why the employer acted and whether that reason violates employment laws.
What to Do If You Suspect Discrimination or Retaliation
- Document Everything
Keep emails, write down conversations, and save any performance evaluations or policies that relate to your situation. A clear timeline of events is essential. - File a Complaint
You may need to file with:- The Equal Employment Opportunity Commission (EEOC)
- The Maryland Commission on Civil Rights (MCCR)
- These agencies can investigate your claim and issue a “right to sue” letter if needed.
- Consult an Employment Attorney
These cases can be complex. An experienced wrongful termination lawyer can evaluate your case, gather evidence, and advocate on your behalf—either through settlement or litigation. - Act Quickly
Discrimination and retaliation claims often have strict deadlines—sometimes as short as 180 to 300 days from the date of termination. Don’t delay.
Final Thoughts
Discrimination and retaliation are more than just unfair—they’re against the law. If you believe your employer fired you because of your identity or because you spoke up, you may have a valid wrongful termination claim under Maryland law.
Don’t assume your employer acted legally just because they gave a reason. If something feels off about the way you were treated before or after your termination, it’s worth exploring your legal options. Understanding your rights is the first step. Taking action is the next. We recommend wrongful termination lawyers maryland.
