Orlando Wrongful Termination Lawyer

Schedule a consultation with an experienced Orlando wrongful termination lawyer today.

If you were fired and suspect that you have a wrongful termination case, you may be entitled to take legal action. Florida is an at-will employment state, but that does not give employers unlimited authority to terminate workers. Our Orlando, FL wrongful termination lawyer represents employees whose dismissals violated anti-discrimination laws, public policy, employment contracts, or anti-retaliation protections.

Hoyer Law Group, PLLC brings more than 50 years of combined experience to employment matters throughout Florida. Contact us to schedule a confidential evaluation.

Wrongful Termination Lawyer Orlando, FL

A wrongful termination attorney in Orlando helps employees determine whether a firing crossed a legal line and, if so, what remedies may be available. Under Florida’s at-will doctrine, employers may terminate the employment relationship for any reason or for no reason at all. The exceptions to that rule are where wrongful termination claims arise: when the employer’s true reason was discriminatory, retaliatory, or otherwise prohibited by law.

Not every unfair firing is a wrongful one in the legal sense. The strength of a claim depends on whether the termination violated a specific statute or legal protection, not simply whether it was harsh or unjustified. Identifying which category a situation falls into is one of the first things a wrongful termination lawyer evaluates.

Types of Wrongful Termination Cases We Handle in Orlando

We handle a wide range of wrongful termination matters for clients across Orlando and throughout Florida. The primary categories we address are below.

• Discrimination-based termination. Federal and state law prohibit employers from firing workers based on protected characteristics including race, color, national origin, sex, religion, age, and disability. When a termination is motivated by one of these characteristics, even partially, it may give rise to a claim under Title VII, the Age Discrimination in Employment Act, the Americans with Disabilities Act, or the Florida Civil Rights Act.
• Retaliation termination. Employees fired after engaging in legally protected activity face one of the most common forms of wrongful termination. Protected activities include filing a discrimination charge, reporting workplace safety violations, requesting a reasonable accommodation, taking FMLA leave, or participating in an internal or government investigation.
• Whistleblower retaliation. Employees who report fraud, securities violations, or other unlawful conduct are protected under multiple federal and state statutes. A termination following a protected disclosure may give rise to claims under the False Claims Act, Dodd-Frank, Sarbanes-Oxley, or Florida’s whistleblower statutes.
• Breach of employment contract. While most Florida employees work at will, those with written employment contracts, implied contracts, or offer letters that include termination provisions may have contractual protections. If an employer terminates such an employee in violation of those terms, a breach-of-contract claim may arise alongside or instead of a statutory wrongful termination claim.
• Violation of public policy. Florida recognizes claims for terminations that violate a clear mandate of public policy, such as firing an employee for serving on a jury, filing a workers’ compensation claim, or refusing to engage in illegal conduct at the employer’s direction.
• FMLA interference and retaliation. Employers are prohibited from terminating employees for taking protected leave under the Family and Medical Leave Act or for requesting it. When a termination follows closely after an FMLA request or leave period, the timing can be significant evidence of an unlawful motive.
• Constructive discharge. A wrongful termination claim can arise even without a formal firing. If an employer deliberately made working conditions so intolerable that a reasonable person would feel compelled to resign, that resignation may be treated as a termination for legal purposes.
• Termination during or after protected leave. Employees let go during or shortly after pregnancy leave, disability leave, or other legally protected leave may have claims under multiple statutes, depending on the circumstances and the employer’s stated reason.

Why Choose Hoyer Law Group, PLLC as My Wrongful Termination Lawyer in Orlando, FL?

Experience Representing Employees and Employers

Sean Estes is a founding member of Hoyer Law Group, PLLC. He has handled employment matters, including wrongful termination cases, since graduating cum laude from the University of Florida Levin College of Law in 2008. Mr. Estes manages the firm’s Tampa office and is admitted to practice in Florida and multiple federal courts. As an employment lawyer in Orlando, FL, he has earned recognition as a Super Lawyers Rising Star in employment law, a distinction given to the top 2.5% of attorneys under 40 in Florida. He is a member of the Florida Bar, the Federal Bar Association, and the Hillsborough County Bar Association.

Dave Scher is also a founding member of the firm and leads the Washington, D.C. office. His background spans employment law and whistleblower litigation, and he has been quoted as a legal commentator by ABC News, Forbes, and Politico. Mr. Scher earned his law degree from Fordham University School of Law and his undergraduate degree from Cornell University. He is admitted in New York, New Jersey, Virginia, Maryland, D.C., and California, as well as before multiple federal courts.

Proven Results for Clients

Our attorneys have secured meaningful results in wrongful termination and employment matters, recovering millions of dollars for clients across employment disputes.

Understanding Wrongful Termination Cases in Orlando

Damages, Liability, and Compensation for Wrongful Termination Cases

Liability in a wrongful termination case requires demonstrating that the employer’s stated reason for the firing was not the actual reason, or that the true reason was legally prohibited. In discrimination cases, that often means showing the protected characteristic was a motivating factor. In retaliation cases, the focus is on the causal connection between the protected activity and the adverse action.

When liability is established, the remedies available can include:

• Back pay for wages and benefits lost between the termination and the resolution of the claim
• Front pay when reinstatement is not feasible
• Reinstatement to the former position, or a substantially equivalent one
• Compensatory damages for emotional distress and other non-economic harm
• Punitive damages where the employer’s conduct was particularly willful or malicious
• Attorney’s fees and litigation costs under many federal and state wrongful termination statutes

The employer’s size, the statute at issue, and the specific facts of the termination all affect what damages may be available and whether caps apply.

What Are Important Aspects of a Wrongful Termination Case?

Documentation is often what separates a strong wrongful termination claim from a weak one. Employees who kept records of their performance history, communications with supervisors, and incidents that preceded their firing are better positioned to demonstrate what actually happened.

A few factors that consistently matter in these cases include:

• Whether the employer’s stated reason for the termination is supported by the actual record, or whether the employee’s performance history contradicts it
• The timing of the termination relative to any protected activity, such as a discrimination complaint, leave request, or disclosure of misconduct
• Whether the employee was treated differently from similarly situated coworkers who did not engage in protected activity
• Whether the employer followed its own written policies and procedures when carrying out the termination

What Is the Wrongful Termination Case Timeline?

Wrongful termination cases move through a predictable sequence, though the time each stage takes varies considerably:

• The termination occurs, and the employee begins gathering any documentation related to the circumstances of the firing
• The employee consults a wrongful termination attorney to assess the facts and identify which legal claims may apply
• If federal claims are involved, a charge is filed with the Equal Employment Opportunity Commission before a lawsuit can proceed
• The agency investigates and issues either a resolution or a right-to-sue letter, which opens the door to federal court
• A complaint is filed and discovery begins, with both sides exchanging documents, interrogatories, and deposition testimony
• The case resolves through settlement, summary judgment, or trial

Federal charges under Title VII must generally be filed with the EEOC within 180 or 300 days of the wrongful act. State claims under the Florida Civil Rights Act carry a 365-day filing deadline. Missing either window can bar an otherwise valid claim.

What Should You Bring to Your Wrongful Termination Evaluation?

Preparing for your confidential evaluation helps us give you a substantive assessment rather than a general overview. If you have access to them, consider bringing:

• Your termination letter or notice, along with any documentation of the reason your employer gave for the firing
• Performance reviews, disciplinary records, or written communications that reflect your standing before the termination
• Any records of complaints you made internally, requests for accommodation, leave requests, or other protected activity that preceded the firing
• Any employment contract, offer letter, employee handbook, or severance agreement you received from the employer

We will walk through what you have, discuss which legal theories may apply, and give you a clear-eyed view of where your matter stands. We do not offer free consultations for wrongful termination matters.

What Are Important Florida Legal Resources for Wrongful Termination Cases?

Florida employees facing wrongful termination have access to both federal and state remedies. These resources can help you locate the laws and agencies relevant to your situation:

• The Florida Commission on Human Relations enforces the Florida Civil Rights Act and investigates discrimination and retaliation claims at the state level; a 365-day filing deadline applies
• The Equal Employment Opportunity Commission investigates matters that fall under Title VII, the ADEA, and the ADA; the Miami District Office covers Florida
• The U.S. Department of Labor, Wage and Hour Division oversees FMLA enforcement and investigates interference and retaliation claims involving protected leave
• The OSHA Whistleblower Protection Program covers terminations that follow protected disclosures under more than 20 federal statutes
• The National Labor Relations Board handles terminations tied to concerted employee activity or union-related conduct

Reach Out to Hoyer Law Group, PLLC to Schedule a Confidential Evaluation

Our Orlando wrongful termination lawyer is prepared to review your situation and help you determine whether you have a viable claim. Hoyer Law Group, PLLC represents both employees and employers in wrongful termination matters throughout Orlando and across Florida. Contact us to schedule a confidential evaluation.