What To Know About Protected Classes And Wrongful Termination

Effective July 1, 2025, additional protections are available for workers when employers use immigration-related threats to discourage or retaliate against the usage of certain workplace rights. While Washington is an at-will employment state, employers cannot fire or retaliate against an employee who exercises a protected right or files a complaint under certain employment laws. State law gives employees protection in the following areas: Depending on the situation, L&I will investigate your complaint or refer you to the appropriate agency. You may have additional rights against termination or retaliation under a collective bargaining agreement, in your employer’s policies, or under federal law. However, L&I does not have enforcement authority in these areas.

At-will employment means that employers do not need to establish cause or give notice before firing an employee. That being said, it is against the law for an employer to fire or retaliate against an employee for discussing or filing a complaint about a violation of their protected rights. IMPORTANT: All hyperlinks in this article with an asterisk (*) will take the reader away from this website to either our Williams Law Group Blog* or an official governmental website. This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney.

Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding. The terms “wrongful termination” and “wrongful discharge” are synonymous in Washington State and are typically evaluated within the scope of the “at-will” doctrine (hereinafter, “Doctrine”); Washington has been an “at-will” employment state since at... Under this doctrine, an employer can terminate an at-will employee for any reason—whether it’s no reason at all, a legitimate reason, or even an unethical one—without worrying about legal repercussions. Likewise, unless there is a contract that specifies different terms, employees have the unrestricted right to leave their job at any time (i.e., at will). However, the following three recognized exceptions to the general at-will employment doctrine qualify as wrongful termination in Washington: “First, both Congress and the Washington State Legislature have modified the employment at-will doctrine by limiting employers’ rights to discharge employees.” Ford v.

Trendwest Resorts, Inc., 146 Wn.2d 146, 153, 43 P.3d 1223, (Wash. 2002) (citing National Labor Relations Act, 29 U.S.C. § 158(a)(1) (1994); Civil Rights Act of 1964, 42 U.S.C. § 2000e-2(a)(1)* (1994); chapter 49.60* RCW (Washington’s law against discrimination); see also chapter 49.12* RCW (prohibiting discharge of employees for testifying in investigations regarding labor conditions, worker earnings, or sex discrimination); RCW 49.44.090* (prohibiting... These statutory laws provide an exception to the at-will doctrine that protects the employee’s rights and limits the employer’s ability to discharge an employee at-will. Second, Washington courts “have recognized a narrow public-policy exception to an employer’s right to discharge an employee”; this exception is commonly known as “wrongful termination in violation of public policy*.” Id.

(referencing Smith v. Bates Technical Coll., 139 Wash.2d 793, 991 P.2d 1135 (2000) (public policy exception to “for-cause” employees); Gardner v. Loomis Armored, Inc., 128 Wash.2d 931, 913 P.2d 377 (1996) (discharge of armored truck driver who abandoned post to prevent murder violated public policy)). Ready To Fight For Your Rights And Interests There are federal laws in place to protect employees from those employers who would like to fire them on a discriminatory basis. Many employee agreements categorize their roles as ‘at will,’ which means they may be subject to termination for virtually any reason and at any time, barring that the reason for termination doesn’t involve some...

Discrimination, at the federal level, is recognized for an employee’s race, gender, national origin, disability, religion or age (for those over 40). The law defines these categories as ‘protected classes.’ Though not classified as a protected class, federal law makes it illegal to fire employees due to pregnancy or the medical complications resulting from a pregnancy. Cities and states, in some areas, expand the protected classes to include other categories. At the state level, California expands the federally protected classes to include: Beyond the protected class categories, if an employee is fired for bringing up an employer’s failure to fulfill state or federal regulations with a supervisor or business owner, they are protected from retaliation by... California law also makes some provisions for employees who report patient abuse within institutions that receive state funding.

Employees need to inform an employer when they are violating employment law or engaging in activities that are discriminatory to their workers. If you were terminated from your job and you believe that your employer discriminated against you, it would help to have a lawyer well-versed in wrongful termination suits. Fresno 559-421-7000Bakersfield 661-616-1360San Luis Obispo 805-296-5007Hanford 559-421-7000 Fresno559-421-7000Bakersfield661-616-1360San Luis Obispo805-296-5007Hanford559-421-7000 On Behalf of Sagaser, Watkins & Wieland PC | Mar 20, 2025 | Employment Law California has some of the strongest employee protections in the country.

For that reason, employers must be careful when deciding to terminate someone. Knowing which employees belong to protected classes can help businesses avoid legal trouble. A protected class includes people with characteristics that federal and state laws shield from discrimination. These include race, religion, gender identity, medical conditions, and citizenship status. Call for a Free Consultation866-439-1295 Call for a Free Consultation866-439-1295

On Behalf of Watkins & Letofsky, LLP | May 23, 2023 | Wrongful Termination | As a business owner, you sometimes have to fire employees. It’s a hard situation. But you know that it’s necessary. Recently, you’ve decided that you need to let one of your employees go for the good of the company. But the problem is that the employee is in a protected class.

These classes include immutable characteristics like race, religion, age, pregnancy and disability. For instance, maybe the worker you’re firing is over 40 years old, or perhaps that worker is part of a minority ethnic group. You know that you’re not allowed to fire employees for these reasons, so does that mean that you’re not going to be able to let this person go? Understanding your rights in the workplace can feel overwhelming, but you're not alone. One common issue employees face involves discrimination - whether it's based on age, race, gender, religion, or disability, it's a violation of your rights. Everyone is entitled to a work environment free from bias and prejudice.

If you believe you've been subjected to workplace discrimination, it's essential to know that the law is on your side. At our firm, we're committed to providing accessible, empathetic guidance to navigate these challenging situations. We bring our extensive experience and knowledge to support you, seeking to empower you with the information you need while fighting tirelessly for justice on your behalf. Yes. Here’s how. You must go through an administrative process through a state or federal agency with jurisdiction over your claim.

The jurisdiction is usually the place where the discrimination, retaliation, or harassment happened. But in Delaware, many large corporations are subject to suit by virtue of their articles of incorporation (founding documents). Many plaintiffs across the country choose to file suit in Delaware because of the ability to gain jurisdiction over corporate officers and those with knowledge of the inner workings of many of the world’s... The next steps you must follow to sue your employer involve meeting deadlines, answering process, and attending events that are often scheduled via (snail) mail. It is easy to lose track of all of the hurdles you must jump through in order to sue your employer for discrimination, retaliation, or harassment. You should reach out to our firm for the capable guidance you require in times when the question of a lawsuit is at the forefront of your mind.

You may have heard of the term “at will” employment. Many states have laws on the books that mean every employee is an “at will” employee. That is because, in capitalism, we are expected to work for the profit of our employer, who in turn, must bring profit for the benefit of the shareholder. Of course, publicly-traded companies have certain regulatory restraints on the way corporations can run for profit while still being considered “ethical.” But those rules do not always apply. In fact, most states have “at will” employment, which means that an employer may hire you for any reason. An employer may fire you for any reason, too.

However, there are some reasons that might be illegal. Not all private employers are large, publicly-traded corporations. Large corporations with have the ability to employ Human Resources departments, which are supposed to act like internal watchdogs. Sometimes, companies fail to check their own interests before making a decision to fire someone – and that reason could be illegal. According to the U.S. Equal Employment Opportunity Commission (EEOC), employers paid more than $665 million in monetary relief to victims of workplace discrimination in 2023, including wrongful termination cases.

That figure rose to nearly $700 million in 2024, showing how costly employment disputes have become for organizations. For HR leaders, wrongful termination isn’t just a legal issue; it’s a business risk with lasting consequences. Beyond settlements and legal fees, it can damage company culture, disrupt operations, and harm employer reputation. This article breaks down the financial, operational, and reputational costs HR professionals must understand and how proactive compliance can help avoid them altogether. Let's start with the obvious costs. Legal defense alone can drain your budget quickly.

These numbers don't include everything. You'll also pay for expert witnesses, court filing fees, and depositions.

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