Texas Wrongful Termination Attorney

Losing your job is devastating. Losing it because your employer broke the law makes it worse. If you were fired for reporting safety violations, requesting medical leave, filing a workers’ compensation claim, or because of your race, sex, age, disability, or other protected characteristic, you have the right to fight back. Key Trial Lawyers represents employees across Texas who need a wrongful termination attorney prepared to take their case to trial.

Table of Contents

• Why Clients Choose Our Firm
• Types of Wrongful Termination Cases We Handle
• Common Damages in Wrongful Termination Cases
• What to Do After a Wrongful Termination
• How We Build Your Wrongful Termination Case
• Compensation Available in Wrongful Termination Claims
• Who Can Be Held Responsible
• Texas Wrongful Termination Law Overview
• Serving Clients Across Texas
• Contingency Fee — No Upfront Cost
• Frequently Asked Questions

Texas is an at-will employment state, but at-will does not mean your employer can fire you for any reason. Federal and state laws create clear exceptions that protect employees from illegal termination. When companies violate those protections, our attorneys hold them accountable through aggressive litigation and thorough case preparation.

Most wrongful termination claims settle before trial, but the cases that settle well are the ones where the employer knows the plaintiff’s legal team is ready for a courtroom. That is how we approach every case. We prepare every wrongful termination claim as if it will go before a jury, and that preparation changes how employers and their insurance carriers evaluate what they owe.

If you believe you were fired illegally, contact our office for a free consultation. You speak directly with a wrongful termination lawyer who will evaluate your situation and explain your legal options.

Why Clients Choose Our Firm

Trial-Ready Preparation From Day One

Most employment law firms negotiate from a position of weakness because opposing counsel knows they will never see a courtroom. Our wrongful termination attorneys build every case as if it will be tried before a jury. We gather evidence, identify witnesses, and develop trial strategy from the initial consultation. This preparation gives us leverage in every negotiation and positions our clients for the strongest possible outcome.

Direct Attorney Access Throughout Your Case

When you call our office, your attorney answers your questions. We do not hand clients off to paralegals or case managers for substantive case discussions. We limit our caseload so each wrongful termination case receives the investigation and attention it demands. Complex employment disputes require thorough preparation, not assembly-line processing.

Experience With High-Stakes Employment Disputes

We handle wrongful termination matters that other firms decline. Cases involving executive-level disputes, retaliation by large employers, and terminations tied to whistleblower complaints require attorneys comfortable with significant risk and complexity. Corporate defense teams track which firms go to trial. That distinction changes every settlement offer.

Types of Wrongful Termination Cases We Handle

Wrongful termination takes many forms under federal and Texas law. Our employment lawyers handle claims across the full range of illegal firing scenarios.

Discrimination-Based Termination

Federal law under the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act prohibits firing employees based on race, color, religion, sex, national origin, age, disability, or genetic information. The Equal Employment Opportunity Commission enforces these protections. If your employer terminated you because of a protected characteristic, our attorneys build the evidence needed to prove the illegal motivation behind the decision.

Retaliation for Whistleblowing or Complaints

Employers cannot fire you for reporting illegal activity, filing safety complaints, cooperating with government investigations, or raising concerns about workplace violations. Retaliation claims often arise when employees report wage theft, discrimination, harassment, or unsafe working conditions. Our lawyers analyze the timeline between your protected activity and your termination to establish the causal connection courts require.

FMLA Violations

The Family and Medical Leave Act entitles eligible employees to job-protected leave for serious health conditions, the birth or adoption of a child, or caring for a family member with a serious illness. Employers who fire workers for requesting or taking FMLA leave violate federal law. These cases often involve employers who claim the termination was for performance reasons while the timing tells a different story.

Workers’ Compensation Retaliation

Texas law prohibits employers from firing employees for filing workers’ compensation claims. If you were injured on the job and your employer terminated you after you reported the injury or sought benefits, that termination may violate Texas Labor Code Section 451.001. Our attorneys pursue these claims aggressively because the law clearly protects employees who exercise their right to workers’ compensation.

Breach of Employment Contract

When an employment contract, company handbook, or written policy creates specific terms for termination, employers must follow those terms. If your employer fired you in violation of a written agreement or established company procedure, you may have a breach of contract claim. We review employment documents carefully to identify enforceable commitments the employer failed to honor.

Termination Based on Sexual Harassment Complaints

Employees who report sexual harassment are protected from retaliation under federal and state law. If your employer fired you after you filed a harassment complaint, reported inappropriate conduct, or participated in an internal investigation, that termination may be illegal. Our attorneys handle these sensitive claims with the thoroughness and discretion they require.

Common Damages in Wrongful Termination Cases

Illegal termination causes financial and personal harm that extends well beyond the loss of a paycheck. Our attorneys pursue full compensation for the damage caused by your employer’s unlawful conduct.

• Lost wages and benefits — The income, health insurance, retirement contributions, and other benefits you lost because of the illegal termination
• Future earning capacity — Compensation for ongoing income loss when the termination damages your career trajectory or professional reputation
• Emotional distress — The anxiety, depression, humiliation, and mental anguish caused by being fired illegally
• Damage to professional reputation — When the circumstances of your termination harm your ability to find comparable employment
• Medical expenses — Costs for counseling, therapy, or treatment needed as a result of the emotional impact of the termination

What to Do After a Wrongful Termination

The steps you take immediately after being fired can strengthen or weaken your legal claim. Follow these guidelines to protect your rights.

• Document everything — Write down what happened, including dates, conversations, witnesses, and the stated reason for your termination. Save copies of emails, text messages, performance reviews, and any communications related to your firing.
• Preserve evidence — Do not delete emails or messages related to your employment. If you have copies of company policies, your employment contract, or internal complaints you filed, keep them in a secure location.
• File for unemployment benefits — Apply for unemployment through the Texas Workforce Commission promptly. Your employer’s response to your unemployment claim can provide useful evidence for your case.
• Do not sign a severance agreement without legal review — Employers often include broad release language in severance packages that waives your right to sue. Have an attorney review any agreement before you sign.
• Contact a wrongful termination attorney — Filing deadlines are strict. EEOC charges must typically be filed within 300 days in Texas. The sooner you speak with an attorney, the more options you have.

How We Build Your Wrongful Termination Case

Employers rarely admit to illegal motivations for firing an employee. Building a wrongful termination case requires methodical investigation and evidence development. Here is how our attorneys approach each claim.

• Initial case evaluation — You speak directly with an attorney who reviews your employment history, the circumstances of your termination, and the applicable federal and state laws. We assess the strength of your claim and outline the path forward.
• Evidence gathering — Our team collects personnel records, emails, performance evaluations, witness statements, and company policies. We analyze how the employer treated similarly situated employees to establish patterns of discrimination or retaliation.
• Agency filings — Many wrongful termination claims require filing a charge with the EEOC or the Texas Workforce Commission Civil Rights Division before filing a lawsuit. We handle these administrative requirements and use the investigation process strategically.
• Demand and negotiation — Once we have assembled the evidence, we present a demand to your former employer. Many cases resolve at this stage because credible evidence backed by trial-ready attorneys creates real pressure to settle.
• Litigation and trial — If negotiations fail to produce fair compensation, we file suit and prepare for trial. Our attorneys are experienced in both state and federal court and have the resources to take wrongful termination cases through a full jury trial when necessary.

Compensation Available in Wrongful Termination Claims

The compensation you can recover depends on the specific laws your employer violated and the harm you suffered. Federal and state wrongful termination claims may provide the following remedies.

• Back pay — Wages and benefits lost from the date of termination through resolution of your claim
• Front pay — Future lost earnings when reinstatement is not practical or appropriate
• Compensatory damages — Recovery for emotional distress, mental anguish, and other non-economic harm
• Punitive damages — Additional damages to punish the employer for particularly egregious or malicious conduct
• Attorney fees and costs — Many federal employment statutes allow recovery of reasonable attorney fees from the employer
• Reinstatement — In some cases, courts order the employer to restore you to your former position

Federal law caps compensatory and punitive damages based on employer size, ranging from $50,000 for employers with 15 to 100 employees to $300,000 for employers with more than 500 employees. Our attorneys evaluate the full scope of your damages and pursue every available category of recovery.

Who Can Be Held Responsible

Wrongful termination liability can extend beyond the company that fired you. Depending on the circumstances, multiple parties may bear responsibility for the illegal termination.

• The employer — The company or organization that made the termination decision is the primary defendant in most wrongful termination claims
• Individual managers or supervisors — Under certain federal and state laws, the individuals who directed or participated in the illegal firing may be personally liable
• Parent companies and affiliates — When a subsidiary or franchise fires an employee illegally, the parent company may share liability if it exercised control over employment decisions
• Staffing agencies — Joint employer relationships between staffing companies and host employers can create shared liability for wrongful termination

Identifying all responsible parties increases the potential recovery and creates additional pressure for a fair settlement. Our attorneys investigate the corporate structure and decision-making chain to ensure every liable party is held accountable.

Texas Wrongful Termination Law Overview

Texas follows the at-will employment doctrine, meaning employers can generally terminate employees at any time for any lawful reason. However, numerous federal and state exceptions create actionable claims when terminations violate employee protections.

• The Civil Rights Act of 1964 (Title VII) prohibits termination based on race, color, religion, sex, and national origin
• The Americans with Disabilities Act prohibits termination based on disability and requires reasonable accommodations
• The Age Discrimination in Employment Act protects workers over forty from age-based termination
• The Family and Medical Leave Act prohibits termination for taking or requesting protected leave
• The Texas Labor Code Section 451.001 prohibits termination for filing a workers’ compensation claim
• The Texas Commission on Human Rights Act (Chapter 21 of the Texas Labor Code) mirrors many federal protections and provides a state-level cause of action
• Public policy exceptions — Texas courts recognize limited claims when employees are fired for refusing to commit an illegal act

Filing deadlines vary by claim type. EEOC charges generally must be filed within 300 days in Texas. State claims under the Texas Labor Code have a 180-day filing deadline with the Texas Workforce Commission Civil Rights Division. Missing these deadlines can eliminate your ability to pursue a claim, so prompt legal consultation is critical.

Serving Clients Across Texas

Key Trial Lawyers represents wrongfully terminated employees throughout Central Texas and beyond. Our attorneys handle cases in state and federal courts across multiple jurisdictions.

• Austin — Government agencies, technology companies, and large employers produce wrongful termination disputes that our attorneys handle regularly
• Buda and Kyle — Rapid growth in the Hays County corridor has brought new employers and new employment law violations that affect working families
• Bastrop — Manufacturing, distribution, and service industry employers in Bastrop County face the same legal obligations as those in larger cities
• New Braunfels — Tourism, hospitality, and manufacturing workers in the New Braunfels area deserve attorneys who understand the local economy and its challenges

No matter where in Texas you were wrongfully terminated, our legal team has the experience and resources to handle your case effectively.

Contingency Fee — No Upfront Cost

We handle wrongful termination cases on a contingency fee basis. You pay no attorney fees unless we recover compensation for you. This arrangement ensures that employees can pursue legitimate claims regardless of their current financial situation.

Your employer has corporate attorneys and insurance defense teams protecting its interests. Our contingency model levels the playing field by giving you access to experienced trial attorneys without any financial risk. We discuss all fee arrangements transparently during your initial consultation so there are no surprises.

Frequently Asked Questions

Can I sue my employer for wrongful termination in Texas?

Yes. Although Texas is an at-will state, you can sue if your termination violated federal or state law. Protected reasons include discrimination based on race, sex, age, disability, or other characteristics, retaliation for whistleblowing or filing complaints, and termination for exercising legal rights such as taking FMLA leave or filing a workers’ compensation claim.

How long do I have to file a wrongful termination claim?

Deadlines depend on the type of claim. EEOC charges in Texas must generally be filed within 300 days of the termination. Claims under the Texas Labor Code require filing with the Texas Workforce Commission within 180 days. Breach of contract claims may have longer deadlines but should still be pursued promptly. Waiting too long can eliminate your options entirely.

What evidence do I need for a wrongful termination case?

Useful evidence includes emails and text messages related to your employment, performance reviews, your employment contract or offer letter, company policies, witness statements from coworkers, and documentation of the timeline between any protected activity and your termination. Our attorneys help you identify and preserve the evidence needed to build a strong claim.

How much is a wrongful termination case worth?

Case value depends on your lost wages, the severity of the employer’s conduct, emotional distress damages, and whether punitive damages apply. Federal law caps certain damages based on employer size. Our attorneys evaluate the full scope of recoverable damages during your consultation and pursue maximum compensation for every category of harm you suffered.

Do I need a lawyer for a wrongful termination claim?

Wrongful termination claims involve complex federal and state statutes, strict filing deadlines, and employers represented by experienced defense attorneys. Having a skilled wrongful termination lawyer significantly increases your chances of a successful outcome. Our firm handles these cases on contingency, so there is no financial barrier to getting experienced legal representation.