At-will employment gives employers wide latitude, but not unlimited latitude. A termination that is discriminatory, retaliatory against a whistleblower or someone who exercised a legal right, or that breaches an employment contract can support a wrongful termination claim. We review the full circumstances of your termination to determine whether it crosses that line.
Lead attorney on every case we take, backed by a dedicated legal team you work with directly.
We look closely at the timeline (how a termination lines up with a complaint, a medical leave request, or a protected disclosure) because timing is often the strongest evidence of an unlawful motive behind a stated 'performance' or 'restructuring' reason.
Beyond discrimination and retaliation, Pennsylvania recognizes a narrow public-policy exception to at-will employment: a termination that punishes an employee for refusing to violate the law, exercising a statutory right such as filing a workers' compensation claim, or performing a legally required duty like jury service can itself be unlawful even without a formal contract. Because this exception is applied narrowly by courts, whether a specific termination fits within it often depends heavily on the precise facts and the applicable statute.
Because Pennsylvania courts apply these exceptions narrowly, the specific facts and timing of the termination matter significantly .
Most Pennsylvania employees are considered at-will , meaning an employer may terminate employment for almost any reason (or no reason at all) as long as the reason is not illegal .
Employees with written contracts may only be terminated for reasons outlined in the agreement
Employer handbooks, policies, or promises may sometimes create implied contractual obligations
“Just cause” employees generally require documented misconduct or failure to perform
Determining whether you are truly at-will often requires reviewing contracts, offer letters, and employer policies.
Wrongful termination claims often arise when an employee is fired for:
Reporting discrimination, harassment, or unsafe conditions
Whistleblowing or refusing to participate in illegal activity
Taking protected medical or family leave
Filing a workers’ compensation claim
Serving on a jury or complying with legal obligations
Refusing a polygraph test or unlawful directive
This list is not exhaustive , and liability depends on whether the termination violated a legally protected right.
Because employers often document termination decisions defensively, early evidence preservation is critical .
Missing a deadline can permanently bar recovery, so early legal review is essential.
Early action can protect your rights and strengthen your position.
Freundlich & Littman, LLC represents employees in complex employment disputes, including wrongful termination claims involving contracts, retaliation, discrimination, and public policy violations.
If you were terminated under questionable circumstances, a consultation can help determine whether your rights were violated and what remedies may be available .
Call (215) 545-8500 or schedule a free, confidential consultation HERE .
