Wrongful Termination Attorneys in New Hampshire
Seeking Justice for Our Clients
Depending on the circumstances of your termination, you may have a claim against your former employer for wrongful termination. Sometimes an employer will not give a reason for your firing or you believe the reason was not legitimate. This requires further investigation to determine if you were wrongfully discharged. Our New Hampshire wrongful termination lawyers want to successfully resolve your claim.
Choosing a lawyer may be the most important decision you make in your employment case. Some law firms try to have it both ways—they represent employers and employees. At Douglas, Leonard & Garvey, P.C., our employment lawyers are dedicated to employees.
How Our Team Helps
Employers and their insurance companies have experienced lawyers on their side. With our employment lawyers on your side, we level the playing field. While some employment cases settle without filing a lawsuit, you need a skilled and aggressive employment lawyer so your former employer knows we will fight to get you fair compensation.
Insurance companies and employers know our reputation for going to trial with successful results for our clients. This gives us leverage to get you the compensation you deserve for your wrongful termination claim. If you have been wrongfully terminated, our New Hampshire wrongful termination lawyers have years of trial experience in successfully handling wrongful termination claims and can represent you against your employer and the insurance company at the EEOC, NH Commission for Human Rights, or in court.
Q:What if my employer retaliates against me for filing a complaint?
A:It is unlawful to retaliate against a person for imposing employment practices that discriminate based on sex or filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under state or federal sexual harassment laws.
Q:How will my employment lawyer get paid?
A:Like most employment law cases, discrimination cases are typically handled on a contingency fee arrangement. This means that an attorney does not get paid until you recover damages in your case.
Q:What is wrongful termination?
A:Under New Hampshire law, wrongful termination, sometimes called wrongful discharge, relates to the wrongful firing of an “at will” employee. This means that an employee has done something that public policy encourages or refused to do something that public policy discouraged and the employer retaliated against the employee by terminating their employment. This type of termination or discharge is an exception to the employment-at-will.
Q:What is employment at-will?
A:Employment at will refers to employees that do not have an employment contract for a stated period of time. Some employees have a contract with their employers that states they will be employed for a specific period of time. However, most New Hampshire employee are at-will employees. This means that they can be fired for any reason or no reason provided it is not for an illegal or discriminatory reason.
Q:What are some examples of a wrongful termination claim?
A:The facts and circumstances that can give rise to a cause of action for a wrongful termination or wrongful discharge case varies.
Q:Does my employer have to give me a reason for my termination?
A:No. Under New Hampshire law, an employer does not need to give or state a reason to terminate an employee.
Q:What if I am not sure of the reason for my termination?
A:Many wrongful termination cases develop where an employee believes they were wrongfully terminated but were not given a good or legitimate reason for the termination. At this point, it may take further investigation between you and an experienced employment lawyer to expose the underlying motivation for the termination.
Q:What damages are recoverable in a wrongful termination claim?
A:Under New Hampshire law, you are entitled to receive damages for any lost wages (back or front pay), lost benefits (such as insurance coverage, 401(k) contributions), emotional distress damages, as well as any other expenses or damages related to your termination (such as counseling or medical bills).