Employers generally have the right to terminate workers for any lawful reason. Frequently, they have no obligation to disclose the reasoning behind the decision to terminate an employee. However, federal laws still protect workers from retaliatory firings. Employers should not terminate workers abruptly due to the employee engaging in protected workplace activities.
Whistleblowing is a protected activity that could potentially precede a wrongful termination, even if a worker only reported their concerns internally within the business. If an employee loses their job immediately after they report potential violations of the law or safety regulations, their employer may have illegally retaliated against them for acting as a whistleblower.
Whistleblowers shouldn’t lose their jobs
Workers have not just a legal right but also an ethical duty to ensure that their employers are aware of any serious safety concerns or violations of the law. A prompt internal report could potentially protect the company from devastating legal consequences.
Unfortunately, employers are not always grateful to the workers who draw attention to questionable operating practices. Although the law prohibits retaliation, including termination in response to whistleblowing, employers may still choose to fire workers who report issues about company practices to management. When a worker questions the legality of a termination due to the timing and their recent protected activities, they may have grounds to file a wrongful termination lawsuit.
Reviewing whistleblowing activities and any communication with an employer regarding a termination with a skilled legal team can help workers assess whether their firing may have been wrongful. Workers terminated due to illegal retaliation may have the option of filing a lawsuit seeking reinstatement or economic compensation for the losses caused by a firing.