Wrongful Termination Lawyer in NYC, Nassau and Suffolk

New York is an at-will employment state, but that does not give employers a free pass to fire people for illegal reasons. If you were dismissed after complaining about harassment, requesting accommodations, asking for overtime pay, taking protected leave, or refusing to break the law, your termination may be unlawful. Leeds Brown Law represents employees across New York City, Queens, Brooklyn, Nassau County and Suffolk County in wrongful termination, retaliation, and whistleblower cases.

What Counts as Wrongful Termination in New York?

At-will means an employer can end employment for almost any reason, but not for an illegal reason. Common bases for wrongful termination include:

Discrimination based on protected traits such as race, sex, pregnancy, age (40+), disability, religion, national origin, sexual orientation, gender identity and more under state and city laws.
Retaliation for reporting discrimination or harassment, supporting a coworker’s complaint, or participating in an investigation.
Wage-and-hour retaliation for complaining about unpaid overtime, tip skimming, or off-the-clock work.
Protected leave interference or retaliation tied to FMLA or New York Paid Family Leave, pregnancy-related leave, or requests for reasonable accommodations.
Whistleblowing under New York Labor Law §740 (public health/safety or legal violations) or other statutes when you disclose illegal activity or refuse to participate.
Public policy and contract issues such as being fired for lawful political activities off-duty (NY Labor Law §201-d), or violation of an employment agreement, handbook promise or progressive-discipline policy.

If your employer’s stated reason does not match the facts, or the timing looks suspicious, you may have a claim.

Red Flags that Suggest an Illegal Firing

Termination shortly after you reported harassment, safety issues, or wage theft
Negative reviews first appearing after you made a complaint or asked for leave
Inconsistent explanations for the decision or shifting reasons over time
Replacement by someone outside your protected class or significantly younger
HR deviations from normal policy or sudden “performance plans” without prior warnings

What to Do in the First 10 Days

Preserve evidence: Save pay stubs, schedules, performance reviews, emails, and texts. Screenshot internal portals before access ends.
Write a timeline: Document your complaints or requests, who you told, and the dates of any adverse actions.
Do not sign a release or severance agreement until a lawyer reviews it. You may be waiving valuable claims.
Apply for unemployment if eligible and keep copies of all filings.
Secure references and confirm what HR will disclose to future employers.

Severance Agreements and Releases

Severance packages often come with broad releases of claims, confidentiality and non-disparagement clauses, and sometimes non-compete or non-solicit terms. Workers age 40+ may have additional rights under federal law regarding the time to review and revoke a release. Have counsel analyze:

Whether the payment compensates you for probable damages
Scope and duration of any restrictive covenants
Out-placement, benefits, bonus eligibility, and equity treatment
Neutral reference or agreed statement of employment dates and title

Negotiation can improve both the amount and the terms.

Deadlines and Where to File

Employment claims have strict, short deadlines. Many discrimination and retaliation claims require filing with an agency before suing.

EEOC/NYSDHR discrimination or retaliation charges often must be filed within 300 days of the unlawful act.
NY Labor Law retaliation and wage claims can have different timelines. Do not wait to ask.
Whistleblower claims have their own statutory periods and remedies.

Speak with a lawyer as soon as possible so you do not miss a filing window.

Remedies for Wrongful Termination

Back pay, front pay and lost benefits
Reinstatement or a favorable reference and neutral separation language
Compensation for emotional distress where allowed
Punitive or liquidated damages for willful violations
Attorney’s fees and costs

Local Focus: NYC and Long Island

We regularly counsel and represent employees in:

New York City including Queens and Brooklyn
Nassau County including Mineola, Garden City, Hempstead
Suffolk County including Huntington, Islip, Brookhaven

Whether the employer is a public agency, hospital system, school district, startup or Fortune 500, we tailor strategy to the venue and decision makers.

How Leeds Brown Law Helps

We investigate quickly, preserve evidence, interface with HR and opposing counsel, and file agency charges or lawsuits when negotiation is not enough. Our team is trial-ready, which often drives better outcomes even when your goal is a private resolution.

Speak With a Wrongful Termination Lawyer

If you were fired in NYC, Queens, Brooklyn, Nassau or Suffolk and suspect the reason is illegal, contact us to schedule a consultation. Call (516) 873-9550 or visit https://leedsbrownlaw.com/contact-us/.

Wrongful Termination FAQs

Can I be fired without warning in New York?

At-will employers can end employment without warning, but not for illegal reasons like discrimination or retaliation. If the timing or explanation does not add up, speak to an attorney.

What if my employer says it was “restructuring”?

Restructuring does not shield unlawful bias. We look at who was selected, age or demographic patterns, and whether the position was quietly refilled.

Should I sign a severance agreement?

Only after legal review. Severance agreements often waive claims and impose restrictions. Negotiation can improve the terms.

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