Wrongful Termination Lawyer NYC
Aggressively Protecting Workers’ Rights in New York – Call (646) 760-6493
Employees are considered to be working “at-will” in New York, meaning that an employer may fire an employee at any time for any reason. Unfortunately, some employers abuse this principal in order to let employees go for illegitimate reasons, such as due to their race, their refusal to participate in illegal activities, or as retaliation for whistleblowing. At Nisar Law Group, P.C., our trial-tested New York employment lawyers believe that employers must be held accountable when they knowingly violate worker rights and are prepared to go the distance in pursuit of justice on your behalf.
Reasons to trust our team with your case include:
- Included in New York Metro Super Lawyers® Rising Stars℠
- Named to the “Nation’s Top One Percent” by the NADC
- Numerous jury and bench trials handled
- 10.0 “Superb” Avvo Rating for client satisfaction
What Is Considered Wrongful Termination in New York?
While at-will law does give employers the right to terminate an employee for almost any reason, or even no reason at all in some cases, employees are afforded numerous state and federal protections against being fired for illegal or discriminatory reasons. Our team of attorneys can examine the circumstances of your case and determine the most appropriate course of action to pursue.
Common examples of wrongful termination include:
- Employee discrimination: Under Title VII of the Civil Rights Act of 1984, employers are prohibited from taking negative actions against an employee based on their sex, race, national origin, religion, age, disability or other protected characteristic.
- Retaliation: Employees cannot be punished for engaging in legal actions such as filing a complaint about harassment, discrimination, or whistleblowing. While retaliation may include acts as drastic as wrongful termination, other prohibited acts include targeted demotions, sudden transfers, or promotion denials.
- Breach of contract: An employment contract may sometimes specify the terms under which an employee may be terminated. A case may sometimes be made that a worker is not an at-will employee if their contract includes clauses which relate to job security.
- Policy violations: Workers may not be released for engaging in state or federally protected acts, such as taking time off for jury duty, to vote, or to serve in the armed forces.
Discuss Your Wrongful Termination Case Today
Proving a wrongful termination case can oftentimes be challenging as employers are rarely willing to admit any sort of wrongdoing. At Nisar Law Group, P.C., our New York employment lawyers have the breadth and depth of knowledge to craft a custom-tailored strategy on your behalf and maximize your chances of securing a favorable outcome for your claim. We understand the struggles you face, and we are prepared to do everything within our power to ensure your best interests are protected during this frustrating time.
Our skilled advocates are standing by. Call (646) 760-6493 today to request your case evaluation.