What Qualifies as Wrongful Termination in Michigan?

Losing your job can turn your world upside down—especially if you believe it wasn’t legal. Although Michigan is an at-will employment state, meaning an employer can generally fire an employee at any time for nearly any reason, there are important legal exceptions to this rule. If your termination violated specific laws or breached contractual protections, it may constitute as wrongful termination. Understanding your rights is the first step toward protecting them.

When At-Will Employment Crosses the Line

Most jobs in Michigan are considered at-will, giving employers a lot of flexibility in making employment decisions. However, this flexibility is not unlimited. Employers cannot fire someone for illegal reasons, and that’s where wrongful termination comes into play.

Here are some of the most common scenarios that may qualify:

• Discrimination: If you were fired based on your race, gender, age, disability, religion, national origin, pregnancy, or other protected characteristics, that’s illegal under both federal and Michigan civil rights laws.
• Retaliation: If you were fired after reporting harassment, wage violations, discrimination, or illegal activity at work, you may have a claim for retaliation. Employers cannot punish employees for standing up for their rights or reporting wrongdoing.
• Violation of Public Policy: You can’t be legally fired for doing things the law encourages—like serving on a jury, filing a workers’ compensation claim, or refusing to break the law at your employer’s request.
• Whistleblower Protections: Michigan’s Whistleblower Protection Act provides additional support for employees who report their employer’s legal violations. You could be protected if you were fired after speaking up to a government agency or even internally.
• Contract Violations: If you had a written or implied employment contract that limited your employer’s ability to fire you, they must follow those terms. That includes union agreements and company policies that outline progressive discipline or other job protections.

Even if none of these categories seem to apply, it is still worthwhile to consult with someone who can help determine whether your termination was lawful. Sometimes, wrongful terminations are disguised as layoffs or performance-related firings when in fact they are motivated by bias or retaliation.

What To Do if You Suspect Wrongful Termination

If you think you’ve been wrongfully fired, acting quickly is important. Michigan has deadlines, called statutes of limitations, that can prevent you from filing a claim if you wait too long.

Start by collecting the facts:

• Write down what happened, including dates, names, and any conversations that seemed suspicious or inappropriate.
• Save emails, texts, and other communications that support your claim.
• If others witnessed what happened or were treated similarly, their accounts could help your case.

Then, consider your legal options. You may be able to file a claim with the Equal Employment Opportunity Commission (EEOC), the Michigan Department of Civil Rights (MDCR), or even file a lawsuit, depending on the facts of your case.

Damages in wrongful termination cases can include lost wages, emotional distress, and sometimes even punitive damages if the employer’s actions were particularly egregious. Many cases settle before trial, but it’s important to be prepared for the full process.

Talking to someone who knows the law can help you understand what comes next. Employment law is complicated, but you don’t have to navigate it alone.

Know Your Rights, Protect Your Future

Just because Michigan is an at-will employment state doesn’t mean your employer can fire you without consequences. If your termination violated the law, you may be entitled to compensation—and, more important, justice.

At Sommers Schwartz, we fight for workers who have been wrongfully terminated. If you suspect your employer terminated your employment for an illegal reason, contact us to discuss your options. You may be entitled to compensation under federal law.