Philadelphia Wrongful Termination Lawyer

Your employer told you not to worry. They said your job was safe. Then one morning, the call came, and everything changed. If you were fired for speaking up about discrimination, reporting unsafe conditions, or simply because of who you are, a Philadelphia wrongful termination lawyer from Greenberg Gross LLP is here to fight for you.

Our attorneys represent employees who have been illegally pushed out of their jobs by employers who think they can get away with it. We bring trial-tested experience and a track record of multi-million-dollar results to every case we handle, because your livelihood and your dignity deserve nothing less.

Pennsylvania is an at-will employment state, which means most employers can end a working relationship at any time. But at-will does not mean anything goes. Federal, state, and local laws create real boundaries that employers cannot cross. When they do, you have every right to hold them accountable.

Contact Greenberg Gross LLP today to discuss your case and legal options during a free, no-obligation consultation.

Why Choose the Philadelphia Wrongful Termination Lawyers at Greenberg Gross LLP

We are not a volume practice that cycles through cases. Greenberg Gross LLP is a trial firm built from the ground up to handle high-stakes litigation with the preparation, resources, and courtroom confidence that make a difference.

Our founders left one of the largest global law firms to create a practice with a sense of mission, and that mission drives everything we do today.

Here is what sets us apart:

  • Trial-first preparation. Every case is built from day one as if it is going to trial. That level of readiness gives us a powerful advantage at the negotiating table and in the courtroom.
  • Proven results in employment cases. Our employment team has secured a $10 million settlement for breach of oral contract and a $6.1 million judgment for whistleblower retaliation. These results reflect the caliber of advocacy we bring to every wrongful termination case.
  • Recognized excellence. Our attorneys have been named to Super Lawyers, honored as AV Preeminent by Martindale-Hubbell, and recognized by the Daily Journal as one of California's top firms. Our work has been featured on NBC News, Fox News, ABC News, and CBS News.
  • A Philadelphia office that serves you locally. Our office at 1650 Market Street puts us in the heart of Philadelphia's business district, steps from City Hall. We understand the local legal landscape and the agencies that handle employment claims in this city.
  • Compassion alongside strength. We are a trauma-informed firm. We listen first. We recognize the courage it takes to come forward, and we treat every client with the empathy and respect they deserve.

Employment law is at the core of our practice. We see what wrongful termination does to families, and we take it personally. Talk to a wrongful termination attorney at Greenberg Gross LLP today by calling (855) 255-5515 for a free, confidential consultation.

What Is Wrongful Termination in Pennsylvania?

Wrongful termination happens when an employer fires someone for a reason that violates state or federal law. In Pennsylvania, the at-will employment doctrine gives employers broad discretion, but that discretion has clear limits. A termination is wrongful when it is driven by illegal motives such as discrimination, retaliation, or violations of public policy.

It is important to understand the difference between a firing that feels unfair and one that is actually unlawful. Being let go because your boss does not like you is generally legal under at-will rules. Being fired because of your race, your age, your disability, or because you reported your employer's illegal behavior is not legal.

That distinction is at the heart of every wrongful termination claim.

Pennsylvania Laws That Protect Employees from Wrongful Termination

Philadelphia workers benefit from three layers of legal protection: federal statutes, the Pennsylvania Human Relations Act, and the Philadelphia Fair Practices Ordinance. Each one creates enforceable rights that a wrongful termination lawyer can use to build your case.

Federal Protections

Federal protections include some of the most well-known employment laws in the country:

These laws apply to employers of a certain size and require employees to follow specific filing procedures, often beginning with a charge filed with the Equal Employment Opportunity Commission (EEOC).

Pennsylvania Human Relations Act 

The Pennsylvania Human Relations Act covers employers with four or more workers, a lower threshold than many federal laws. The PHRA prohibits discrimination in employment based on race, color, religion, ancestry, age (40 and above), sex, national origin, non-job-related disability, association with a person who has a disability, and possession of a GED instead of a high school diploma.

It also prohibits retaliation against employees who assert their rights under the Act. Complaints must be filed with the Pennsylvania Human Relations Commission (PHRC) within 180 days of the discriminatory act.

Philadelphia Fair Practices Ordinance 

The Philadelphia Fair Practices Ordinance goes further still. It applies to employers with even one employee doing business in the city and adds protected categories not found in state or federal law, including sexual orientation, gender identity, marital status, familial status, genetic information, domestic or sexual violence victim status, and ethnicity.

For workers in Philadelphia, this local ordinance provides some of the broadest workplace protections in the country.

Together, these laws create a strong framework for holding employers accountable when they fire workers for illegal reasons.

Common Reasons for Wrongful Termination Claims in Philadelphia

Wrongful termination cases take many forms. Some of the most common situations our Philadelphia wrongful termination attorneys see include:

  • Discrimination-based firing. An employer terminates a worker because of their race, gender, age, disability, pregnancy, religion, sexual orientation, or another protected characteristic. Sometimes the bias is open. More often, it hides behind pretextual reasons like "restructuring" or "poor performance."
  • Retaliation for reporting misconduct. An employee reports harassment, discrimination, safety violations, or financial fraud, and the employer responds by firing them. Whistleblower protections exist specifically to prevent this kind of retaliation.
  • Retaliation for filing a complaint. Workers who file charges with the EEOC, the PHRC, or the Philadelphia Commission on Human Relations are legally protected from being terminated in response.
  • FMLA retaliation. An employee takes legally protected leave for a serious health condition or to care for a family member, and returns to find their position eliminated or their role drastically changed.
  • Public policy violations. Pennsylvania courts recognize wrongful termination claims where the firing violates a clear mandate of public policy. Examples include being fired for refusing to commit an illegal act, for serving on a jury, or for filing an unemployment compensation claim.
  • Breach of an employment contract. If a written or implied contract limits the reasons an employer can fire you, a termination that violates those terms may give rise to a legal claim.

If any of these situations sound familiar, you may have a valid wrongful termination case. Our wrongful termination attorneys in Philadelphia can review your situation and discuss your legal options.

What Damages Can You Recover in a Philadelphia Wrongful Termination Case?

A successful wrongful termination claim can result in meaningful compensation. While every case is different, the types of recovery available may include:

  • Back pay. Wages and benefits you lost from the date of termination through the resolution of your case.
  • Front pay. Future lost earnings when reinstatement to your former position is not practical or possible.
  • Emotional distress damages. Compensation for the anxiety, depression, humiliation, and emotional toll that wrongful termination causes.
  • Punitive damages. In cases involving especially malicious or reckless conduct, courts may award punitive damages to punish the employer and deter similar behavior.
  • Attorney's fees and costs. Many employment statutes allow the court to order the employer to pay your legal fees if you prevail.
  • Reinstatement. In some cases, a court may order your employer to restore you to your former position.

One important distinction under Pennsylvania law: the PHRA does not cap compensatory damages the way some federal statutes do. This can make state-law claims particularly valuable for employees who have suffered significant harm.

How a Wrongful Termination Lawyer Builds Your Case

Winning a wrongful termination case requires more than telling your story. It requires evidence, legal strategy, and the kind of trial preparation that puts real pressure on your former employer. Here is how our Philadelphia wrongful termination attorneys approach these cases:

  • Reviewing the facts and timeline. We examine every detail leading up to your termination, including performance reviews, communications, disciplinary records, and the sequence of events. Timing often reveals the truth. A firing that comes days after a discrimination complaint or a medical leave request raises serious red flags.
  • Preserving critical evidence. Emails, text messages, internal memos, and witness statements can be the backbone of a wrongful termination claim. We move quickly to identify and preserve this evidence before it disappears.
  • Identifying all legal claims. Your situation may involve overlapping claims under federal, state, and local law. We evaluate every avenue of recovery to build the strongest possible case.
  • Filing administrative charges when required. Many wrongful termination claims require you to file a charge with the EEOC, the PHRC, or the Philadelphia Commission on Human Relations before going to court. We handle these filings and guide you through each step of the process.
  • Negotiating from strength. As our founding partner has explained, our reputation for winning at trial often motivates opponents to settle early. When they know we are prepared to go the distance, the dynamics of negotiation change in your favor.

Every case at Greenberg Gross is prepared as if it will go to trial. That commitment to preparation is what separates our firm from practices that treat litigation as a last resort.

Deadlines That Matter for Your Wrongful Termination Claim

Time limits are one of the most important factors in any wrongful termination case, and they vary depending on which law applies:

  • PHRC complaints: 180 days from the discriminatory act
  • EEOC charges: Typically, 300 days when a state agency (like the PHRC) also has jurisdiction
  • Philadelphia Commission on Human Relations: 180 days from the date of the alleged discrimination
  • Public policy wrongful termination claims in state court: Generally, a two-year statute of limitations under Pennsylvania law

Missing a deadline can mean losing your right to pursue a claim entirely. The sooner you speak with a wrongful termination lawyer, the more options you will have.

FAQs Answered by Our Philadelphia Wrongful Termination Attorneys

Here are answers to some of the questions we hear most often from employees considering a wrongful termination claim.

Can I sue my employer for wrongful termination in Pennsylvania if I was an at-will employee?

Yes. At-will employment does not give your employer the right to fire you for illegal reasons. If your termination was based on discrimination, retaliation, a violation of public policy, or a breach of contract, you may have a valid wrongful termination claim even as an at-will employee.

Do I need to file a complaint with a government agency before I can sue?

In most discrimination and retaliation cases, yes. Federal and state law typically require you to file a charge with the EEOC or the PHRC before you can bring a lawsuit in court. The Philadelphia Fair Practices Ordinance has its own complaint process through the Philadelphia Commission on Human Relations.

An experienced attorney who handles wrongful termination cases can determine which agencies apply to your situation and make sure all required steps are completed on time.

How long does a wrongful termination case take to resolve?

The timeline depends on many factors, including the complexity of the case, whether administrative charges need to be filed first, and whether the case settles or goes to trial. Some cases resolve in months through negotiation. Others may take longer if litigation is necessary.

Your attorney can give you a more specific estimate once they understand the details of your situation.

What if I signed a severance agreement when I was fired?

A severance agreement may contain a release of claims that limits your ability to pursue legal action. However, not all releases are enforceable, particularly if you signed under pressure, without adequate time to review the terms, or without understanding what you were giving up.

Before signing any severance documents, it is always wise to have an attorney review them first. If you have already signed, there may still be options available depending on the circumstances.

What does it cost to hire a wrongful termination lawyer at Greenberg Gross LLP?

We offer free initial consultations for wrongful termination cases. Many employment cases are handled on a contingency basis, which means you pay no attorney's fees unless we recover compensation for you. We believe that financial barriers should never prevent someone from seeking justice.

Speak with a Philadelphia Wrongful Termination Attorney Today

Losing your job under illegal circumstances can upend your financial security, your sense of purpose, and your confidence in the system. You do not have to face that alone. Greenberg Gross LLP's trial-tested employment attorneys have secured millions in verdicts and settlements for employees who were wrongfully terminated, and we are ready to listen to your story.

Our Philadelphia office is located at 1650 Market Street, Suite 3600, in the center of the city. We offer free, confidential consultations and handle many wrongful termination cases on a contingency basis. Call us at (855) 255-5515 to take the first step toward holding your employer accountable.

Philadelphia Office

1650 Market Street, Suite 3600,
Philadelphia, PA 19103