Michigan Wrongful Termination Lawyer: Know Your Employment Rights

Being fired doesn’t just hurt your wallet—it shakes your confidence, disrupts your life, and raises one burning question: Was this even legal?

In Michigan, employers often hide behind the phrase “at-will employment,” acting like they can fire anyone, anytime, for any reason. But here’s the truth: “At-will” does NOT mean “anything goes.”

If you were fired because of your race, gender, age, disability, religion, or for speaking up about illegal conduct—you may have been wrongfully terminated. And if your employer punished you for requesting medical leave, reporting harassment, or filing a complaint, they’ve likely broken the law.

At Marko Law, we’ve helped countless Michigan workers fight back against wrongful termination. We know what retaliation looks like. We know how discrimination gets buried under performance excuses. And we know how to hold employers accountable when they cross the line.

We don’t let corporations hide behind legal jargon or intimidation tactics. We expose the truth, demand justice, and make sure you’re not just heard—you’re respected.

Common Grounds for Wrongful Termination

Retaliation for Whistleblowing or Reporting Illegal Activity

If you were fired after:

• Reporting unsafe work conditions
• Exposing fraud or embezzlement
• Calling out wage theft or overtime violations
• Speaking to HR or government authorities

That’s retaliation. And in Michigan, it’s a violation of the Whistleblowers’ Protection Act.

Discrimination Based on Protected Categories

Michigan and federal law protect you from being fired because of your:

• Race or color
• Sex, gender identity, or sexual orientation
• Age (40+)
• Religion
• Disability
• Pregnancy

If your termination came with signs of bias—coded language, changing expectations, or sudden negative reviews—you may have a case under Title VII or the Elliott-Larsen Civil Rights Act.

Firing After Requesting Medical Leave or Accommodations

Were you let go after asking for:

• FMLA leave to care for a child or sick relative?
• Medical accommodations for a disability or chronic condition?
• Time off after an injury?

That’s not just wrong—it may be a violation of the FMLA or ADA, and you could be entitled to compensation.

Retaliation for Filing a Workers’ Comp Claim

Getting injured on the job is hard enough. Getting fired for filing a workers’ compensation claim is illegal under Michigan law. If your employer punished you for seeking medical help or wage replacement, we’ll fight to hold them accountable.

Breach of Contract or Company Policy

If your employer:

• Violated a written employment contract
• Broke terms outlined in an employee handbook
• Failed to follow their own grievance or disciplinary procedures

You may have a valid wrongful termination claim—especially if others were treated differently.

Legal Protections for Michigan Workers

Federal Workplace Laws That Protect You

• Title VII of the Civil Rights Act: Prohibits firing based on race, religion, sex, or national origin.
• Americans with Disabilities Act (ADA): Protects disabled employees and those needing workplace accommodations.
• Age Discrimination in Employment Act (ADEA): Covers workers aged 40 and older from age-based terminations.
• Family and Medical Leave Act (FMLA): Protects your right to take medical or family-related leave without losing your job.
• Section 1983: Offers protection for public employees terminated for exercising constitutional rights (like free speech).

If your firing violated any of these statutes, you may have grounds for a federal wrongful termination lawsuit.

Michigan’s State-Level Protections

• Elliott-Larsen Civil Rights Act (ELCRA): Michigan’s version of Title VII. Covers discrimination based on race, sex, age, religion, and more.
• Persons with Disabilities Civil Rights Act (PWDCRA): Ensures employers accommodate workers with disabilities.
• Whistleblowers’ Protection Act (WPA): Shields workers who report illegal or unethical conduct from retaliation or termination.

These state laws often offer stronger and more specific protections than federal statutes—and we use them to your advantage.

Local Ordinances Offer Extra Armor

Cities like Detroit, Ann Arbor, and Grand Rapids may have municipal laws that add even more protection—like expanded definitions of discrimination or broader enforcement powers.

We stay updated on every level of law—because your rights don’t stop at the state line.

What Employers Can and Can’t Do Legally

What “At-Will” Really Means

At-will means:

• You can be terminated without warning
• Your employer doesn’t have to give a reason
• You can leave a job at any time

But at-will does not mean:

• You can be fired for illegal reasons
• Employers can retaliate when you speak up
• Discrimination or harassment is fair game

Bottom line: “At-will” is not a license to violate civil rights.

Illegal Reasons for Firing

Michigan and federal law say you cannot be fired for:

• Your race, gender, religion, age, or disability
• Reporting harassment, safety violations, or wage theft
• Requesting FMLA leave or workplace accommodations
• Filing a workers’ compensation claim
• Participating in an investigation or lawsuit

If your employer used a minor excuse to cover a major violation—like retaliation or bias—you may have a wrongful termination claim.

Constructive Discharge: When You’re Forced to Quit

Not all wrongful terminations come with a pink slip.

If your employer:

• Created a hostile work environment
• Made working conditions intolerable
• Demoted or reassigned you unfairly
• Ignored complaints of harassment or retaliation

...and you felt you had no choice but to quit, the law may treat that as a constructive discharge—a firing in disguise.

How to Prove a Wrongful Termination Case

Documents That Tell the Story

Strong documentation can reveal inconsistencies and bias:

• Termination letters that contradict prior reviews
• Performance evaluations that suddenly decline after you report misconduct
• HR complaints or internal emails that show you spoke up—and they struck back

Even casual notes, memos, or Slack messages can become key evidence when analyzed by experienced employment lawyers.

Witnesses Who Saw Retaliation or Bias

People you worked with can confirm:

• You were treated differently than others
• Supervisors made discriminatory or retaliatory comments
• The timeline of when things started going downhill

Sworn witness testimony can back up your claims and destroy their cover story.

Patterns That Prove Discrimination

We often uncover systemic bias by asking:

• Who gets promoted—and who doesn’t?
• Who gets fired after taking FMLA or reporting harassment?
• Are minority employees disciplined more harshly?

Discrimination is rarely isolated. We look for patterns of behavior that reveal it’s not just you—it’s them.

Timeline That Connects the Dots

Timing is everything in retaliation and discrimination cases:

• You reported an issue—then got written up
• You asked for leave—then your position was “eliminated”
• You complained about bias—then your hours were cut

We help lay out a timeline that shows cause and effect—and proves your firing wasn’t random.

What Compensation Can You Recover?

Lost Wages and Benefits

You may be entitled to:

• Back pay: what you should have earned from the date of termination
• Lost benefits: health insurance, 401(k) contributions, bonuses, and stock options
• Future income: if the firing derailed your long-term career path

We use expert economists to show exactly what you lost—and demand every dollar back.

Emotional Distress

Illegal termination can trigger:

• Stress, anxiety, depression
• Sleep problems, strained relationships, emotional exhaustion
• Shame, isolation, and loss of self-worth

Juries recognize this suffering. So do we. That’s why we fight hard for emotional distress damages that reflect what you’ve endured.

Reinstatement or Front Pay

If appropriate, courts can order:

• Reinstatement: returning to your previous position or a comparable role
• Front pay: future wages you would’ve earned if reinstatement isn’t realistic

You deserve a chance to move forward—we’ll make sure you’re not left behind.

Punitive Damages for Malicious Conduct

If your employer’s conduct was:

• Malicious
• Willful
• Grossly negligent or reckless

...you may be entitled to punitive damages. These are meant to punish bad actors and send a message: you don’t get to destroy someone’s career and walk away clean.

Attorney’s Fees and Legal Costs

Under civil rights and whistleblower laws, the employer may be required to pay:

• Your legal fees
• Court costs
• Expert witness expenses

That means you don’t have to be rich to take on a powerful company—you just need the right team.

Contact Marko Law – Let’s Hold Them Accountable

You were loyal. You worked hard. And they still let you go for the wrong reasons. That’s not just unfair—it’s unlawful.

At Marko Law, we stand with Michigan workers who’ve been pushed out, silenced, or punished for doing the right thing. Whether you were fired for speaking up, asking for help, or just being who you are—we’re here to help you fight back.

We don’t just demand answers. We demand justice.

📞 Phone: 1-833-MARKO-LAW or 1-313-777-7777
📍 Main Office: 220 W. Congress, 4th Floor, Detroit, MI 48226
🌐 Website: www.markolaw.com