Wrongful Termination Attorney
Wrongful Termination, Unlawful Termination, Unfair Termination, Unlawful Firing
Wrongful Termination Attorneys in Washington
Being fired from a job is never easy, but when your termination is unlawful, the impact can be devastating. Washington is an “at-will” employment state, meaning employers generally can terminate employees at any time. However, this does not give employers the right to fire someone for illegal reasons.
Wrongful termination occurs when an employer dismisses an employee in violation of state or federal law. This may include firing an employee because of their race, gender, disability, or religion, retaliating against someone for reporting misconduct, or punishing an employee for exercising protected rights such as medical leave or whistleblowing.
At Whalley Law, we help clients in Tacoma, Seattle, King County, and Pierce County determine whether their termination was unlawful and what remedies may be available. Our attorneys thoroughly investigate each case, reviewing employment contracts, company policies, and the circumstances leading up to termination. When wrongful conduct is uncovered, we fight for our clients to receive compensation, reinstatement, or other legal remedies.
Wrongful termination claims can be complex, often involving overlapping state and federal laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and Washington’s Law Against Discrimination (WLAD). With experienced legal guidance, employees can pursue justice and hold employers accountable for unlawful actions.
At Whalley Law, we know that losing your job unfairly is more than a paycheck issue, it can affect your career, your mental health, and your future. We are committed to protecting your rights and helping you move forward with strength and security.
Washington State Wrongful Termination Protections
Washington is an at-will state, but employers cannot fire someone for unlawful reasons. The Washington Law Against Discrimination protects employees from termination based on protected characteristics such as race, sex, pregnancy, gender identity, sexual orientation, religion, disability, national origin, and age. Washington law also prohibits retaliation for reporting discrimination or harassment, requesting accommodations, or participating in an investigation.
State and local leave laws provide additional protection. Employees who use Washington Paid Family and Medical Leave or protected paid sick leave are shielded from retaliation for using that leave. In Seattle, additional ordinances protect paid sick and safe time and require compliance by local employers. Workers who raise safety concerns, wage complaints with Labor and Industries, or whistleblowing about unlawful conduct are protected from retaliatory discharge.
Washington courts also recognize a public policy claim for wrongful discharge. This covers situations such as refusing to commit an illegal act, performing a public duty, exercising a legal right, or whistleblowing about serious wrongdoing. These protections apply across Seattle, Tacoma, King County, and Pierce County. If your firing touches one of these categories, you may have a strong claim even if your employer calls it at-will.
Frequently Asked Questions About Wrongful Termination in Washington
Is Washington an at-will employment state?
Yes. Washington is at-will, but employers cannot fire employees for illegal reasons such as discrimination, retaliation, or violations of public policy. State and local laws provide additional protections.
What qualifies as wrongful termination in Washington?
A firing is wrongful if it violates the Washington Law Against Discrimination, federal civil rights laws, anti-retaliation rules for wage or safety complaints, protected leave laws, or Washington’s public policy doctrine that shields whistleblowing and refusal to engage in illegal acts.
Do I have to file with an agency before suing in Washington?
Many state claims can be filed directly in court. Some claims allow or require filings with the EEOC or the Washington State Human Rights Commission. An attorney can identify any mandatory steps and deadlines.
How long do I have to act after a wrongful termination?
Deadlines vary. Some agency complaints are due within 180 to 300 days. Certain court claims may allow up to three years. Public sector claims can require a 60-day tort claim notice. Contact a lawyer promptly to protect your rights.
What remedies are available for wrongful termination?
Potential remedies include back pay, front pay, reinstatement, emotional distress damages, and attorney’s fees. Additional damages may be available depending on the facts and laws that apply.
Do local laws in Seattle or Tacoma change my rights?
Yes. Seattle and other localities have added worker protections, including paid sick and safe time and anti-retaliation rules. These sit alongside state and federal laws and can strengthen a claim.
Do not delay After Being Fired
Time matters. Wrongful termination claims in Washington are governed by strict deadlines. Some claims must be raised with an agency in as little as 180 to 300 days, while others may allow up to three years in court. Public sector claims can also require a 60-day tort claim notice before filing suit. If you wait, you risk losing key evidence and your legal rights.
Moving quickly helps you protect emails, texts, performance reviews, and witness accounts. It also lets you request your personnel and payroll records and secure unemployment benefits on time. If you were terminated in Seattle, King County, or Pierce County, short internal grievance deadlines may apply, especially if you are covered by a union agreement. Contact Whalley Law as soon as possible so we can evaluate deadlines, preserve proof, and pursue the strongest path forward.
Whalley Law
5631 Tacoma Mall Blvd. Ste. 2
Tacoma, WA 98409
833-WALL-EEE
833-925-5333
1319 N Argonne Rd
Spokane Valley, WA 99212
833-WALL-EEE
833-925-5333