Wrongful Termination in New Jersey: When an At-Will Firing Becomes Unlawful
New Jersey follows the doctrine of at-will employment, meaning employers can generally terminate employees with or without cause. However, there are important exceptions. If you were fired for discriminatory, retaliatory, or otherwise unlawful reasons, you may have a valid claim. Speaking with an experienced Employment Lawyer can help you determine whether your termination violated state or federal law.
Castronovo & McKinney, LLC focuses exclusively on employment law and represents employees throughout New Jersey in wrongful termination and retaliation cases. The firm is committed to protecting individuals whose careers have been disrupted by unlawful employer conduct.
Understanding At-Will Employment
Under at-will employment, an employer may terminate an employee at any time and for almost any reason—or for no reason at all. However, the termination cannot be based on unlawful factors such as discrimination or retaliation.
An employer also cannot fire an employee in violation of public policy, contractual obligations, or statutory protections.
Common Grounds for Wrongful Termination Claims
Wrongful termination claims often arise in the following situations:
- Termination based on race, gender, age, disability, religion, or other protected traits
- Firing after reporting discrimination or harassment
- Retaliation for whistleblowing under CEPA
- Termination for requesting medical or family leave
- Firing in violation of an employment contract
Even when employers cite performance issues or restructuring, a deeper review of timing and circumstances may reveal unlawful motives.
Discrimination and Retaliation Claims
If your termination followed a complaint to HR, a request for accommodation, or participation in an investigation, the sequence of events may support a retaliation claim. Similarly, if employees outside your protected class were treated more favorably under similar circumstances, that comparison may strengthen a discrimination claim.
Castronovo & McKinney carefully evaluates employment records, performance reviews, disciplinary history, and internal communications to identify inconsistencies or evidence of bias.
Breach of Contract and Implied Promises
Some employees have written contracts that limit an employer’s ability to terminate without cause. Others may rely on employee handbooks or policy manuals that create enforceable promises.
If an employer fails to follow contractual termination procedures or violates agreed-upon terms, the employee may have grounds for a breach of contract claim in addition to wrongful termination.
Damages Available in Wrongful Termination Cases
Employees who prevail in wrongful termination claims may recover:
- Back pay and lost wages
- Front pay for future income loss
- Lost employment benefits
- Pain and suffering damages
- Emotional distress compensation
- Attorneys’ fees and litigation costs
In certain cases, courts may also order reinstatement or award punitive damages.
Acting Promptly to Protect Your Rights
Wrongful termination claims are subject to strict deadlines. Preserving documentation such as termination letters, performance evaluations, and written communications can be critical to building a strong case.
Castronovo & McKinney represents clients throughout Bergen County, Essex County, Middlesex County, Morris County, Woodbridge Township, Hamilton Township, and surrounding communities. The firm prepares each matter strategically, whether pursuing negotiation, mediation, arbitration, or litigation.
Contact Castronovo & McKinney, LLC
If you believe your termination was unlawful, seek experienced legal guidance promptly.
Castronovo & McKinney, LLC
71 Maple Ave
Morristown, NJ 07960
Phone: 973-920-7888
Email: [email protected]
Hours: Monday–Friday, 9:00 AM – 6:00 PM
Schedule a consultation to discuss your situation and learn how focused employment law representation can help protect your rights and your future.