Wrongful Termination

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Wrongful Termination Attorneys in New Hampshire

Understanding Wrongful Termination & Your Rights

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 fired or let go. Our New Hampshire wrongful termination lawyers want to successfully resolve your claim while reducing your stress and protecting your rights.

Choosing a lawyer may be the most important decision you make in your employment law 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 solely to representing the rights of employees. We are ready to stand up for you and protect your best interests against those of your employer.

Contact us online or call (603) 288-1403 for a free consultation regarding your wrongful termination case today.

What Is Considered Wrongful Termination?

New Hampshire is an “at-will” state, which means employers can generally fire their employees at any time and for any reason—with some important exceptions. Note that the state’s at-will laws do not apply to union employees or those working on employment contracts.

New Hampshire employers may not fire, let go, or terminate an employee due to:

  • Discrimination
  • Retaliation

In other words, an employer cannot fire a worker based on the worker’s race, religion, age, disability, national origin, color, sex, gender, or any other protected class. Additionally, if an employer fires an employee in retaliation, this is considered “wrongful.” Examples of retaliation include firing an employee who lodges an official complaint, reports unlawful activity, files for workers’ compensation, takes medical and/or family leave, disputes unpaid wages or overtime pay, or engages in any other protected activity.

Additionally, an employer cannot fire an employee who acts under the protection of public policy. For example, public policy in New Hampshire protects your right to report unsafe working conditions. If your employer fired you after you made such a report, and your employer did not have any other reason to terminate your employment, you could be eligible for financial compensation.

What Can Be Recovered with a Wrongful Termination Claim?

If you believe your employer fired you or ended your employment due to discrimination or in retaliation for a protected action, you could have grounds for a wrongful termination claim or lawsuit. The purpose of filing a wrongful termination claim is to allow you to seek financial compensation for specific losses you have endured due to your employer’s wrongful actions.

Depending on the specific details of your situation, you may be able to recover for the following:

  • Lost wages
  • Back pay
  • Lost benefits
  • 401(k)/retirement contributions
  • Pain and suffering
  • Emotional distress

You could be entitled to compensation for any and all damages resulting from the wrongful termination, including those mentioned above, as well as others not listed here. Every situation is unique, and the facts of your case will determine which types of damages you may be entitled to receive, as well as the overall potential value of your claim. We encourage you to reach out to our New Hampshire wrongful termination attorneys right away to learn more, including how we can help you seek justice and fair compensation for your losses.

How Douglas, Leonard & Garvey, P.C. Can Help

Proving wrongful termination can be very challenging, as New Hampshire’s at-will laws often favor employers, not employees. Additionally, employers and their insurance companies have experienced legal teams to protect their best interests and bottom lines. You should also have a powerful legal team on your side, one that can protect your rights and fight for the justice you deserve.

When you turn to Douglas, Leonard & Garvey, P.C., you get the advantage of more than 140 years of collective legal experience, as well as our firm’s reputation for aggressive trial advocacy and success. With our employment law attorneys on your side, you can be confident that we will help level the playing field and put you in the best possible position to go up against your current or former employer. While some employment cases settle without going to trial, it is important to have an experienced trial attorney, as the threat of a lawsuit is often a critical element in reaching a swift and favorable settlement. You need a skilled and aggressive employment lawyer so your former employer knows we will fight to get you fair compensation.

Trust Our Reputation for Success

Insurance companies and employers know of our reputation for going to trial and achieving successful results for our clients. This gives us the leverage needed to fight for the compensation you deserve in your wrongful termination claim.

If you have been wrongfully fired or let go by an employer, our New Hampshire wrongful termination lawyers are ready to fight for you. We 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.

Set up an appointment to discuss your case with our legal team today; call (603) 288-1403 or reach us online via our simple contact form.

Additional Resources


  • 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 laws and can be grounds for legal action by the employee.

  • Q:What is at-will employment?

    A:At-will employment refers to employees that do not have an employment contract for a stated period of time and/or who are not protected by unions. Some employees have contracts with their employers that state 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 or quit at any time for any reason (including no reason), provided it is not for an illegal or discriminatory reason. No advanced notice is required for at-will employees to quit or be fired.

  • 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. However, some common examples include cases in which an employer fires an employee based on a protected class (such as race, color, national origin, sex, religion, age, disability, etc.) or in retaliation. Examples of retaliation include firing an employee who files a workers’ compensation claim, reports unlawful activity, refuses to take part in illegal activity, files a wage or hour claim, or conducts any other protected activity.

  • 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 at-will 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 was 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).

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