Columbus Wrongful Termination Lawyers

Last updated on June 2, 2026

Being fired can place an enormous amount of stress on an employee and his or her family, so if you were recently fired and have reason to believe that you were wrongfully terminated, please contact our legal team to speak with an experienced employment attorney who can explain your legal options.

Understanding At-Will Employment

Ohio is an at-will employment state, which means that generally speaking, an employer can fire a worker for just about any reason, even very unfair ones. Fortunately, there are laws that prohibit employers from terminating a worker for illegal reasons. Illegal reasons include, for example, unfair treatment or termination based on age, disability, race, gender or retaliation against employees who report certain workplace violations.

Statutory Protections For Ohio Employees

Although Ohio courts strictly enforce the at-will employment doctrine, they do recognize some exceptions. For example, terminating an employee as a means of retaliation is prohibited by law. If an employee participates in a protected act, an employer can’t legally fire them. Protected acts include:

• Filing a workers’ compensation claim
• Serving on a jury
• Refusing to commit an illegal act
• Reporting a wage and hour violation or other workplace safety issue to the authorities
• Using statutorily guaranteed leave such as medical or military leave

An experienced labor and employment lawyer can help you understand if an employer’s actions were retaliatory.

How Can You File A Wrongful Termination Claim?

Ohio residents who were fired for discriminatory reasons can file a claim with either the Ohio Civil Rights Commission (OCRC) or the Equal Employment Opportunity Commission (EEOC).

Deciding which agency to file with can be difficult and depends largely on the circumstances of each case. An experienced employment law attorney can assist you both with filing a charge and during the agency’s investigation.

How Can You Prove Wrongful Firing Without Direct Evidence?

You can prove wrongful firing without direct proof by using facts that show the real reason for the firing may be illegal. Many workers do not have an email, a recording or a written statement that shows why the employer acted. Instead, the claim may depend on the full story.

Useful facts may include a sudden change in how supervisors treated you after you spoke up. They may also include new discipline after a complaint, different treatment from other workers or shifting reasons for the firing. Reviews, emails, texts, witness accounts and personnel records may help show what changed before and after the job ended. Small details can carry weight when they fit the larger record.

An employment attorney can study the timeline, test the employer’s reason against the records and look for facts that may support a claim.

What Is An Implied Or Written Promise?

Employers are also not permitted to terminate an employee without cause if doing so was in violation of some written or implied promises. Under certain circumstances, such promises could include:

• A promise of employment for a specific duration
• An oral assurance that a worker will have continuing employment
• An agreement to abide by certain discipline and termination procedures contained in an employee handbook

This is especially true if an employee has relied on a promise to his detriment, for example, giving up another job or moving to a different city. Although it can be more difficult to establish that termination was wrongful if there is no written evidence of the promises, it is not always necessary to have a written contract in order to establish that a firing was wrongful.

What Is Constructive Discharge, And How Does It Relate To Wrongful Termination?

Constructive discharge means an employee quit because the work conditions became so hard that a reasonable person would have felt forced to leave. In some cases, the law may treat that forced resignation like a firing.

This can matter when an employer does not fire a worker directly but makes the job hard to keep. Examples may include severe harassment, repeated retaliation, unsafe conditions or pressure after a protected complaint. Normal job stress or unfair treatment may not be enough.

These claims depend on the facts. The reason you resigned, the employer’s conduct and any steps you took to report the problem may all matter. If you felt forced to leave your job, an attorney can help you understand whether your resignation may support a wrongful termination case.

How Can Timing Play A Part In Your Columbus Wrongful Termination Claim?

Timing can matter because a firing that comes soon after protected activity may help show a possible link. Protected activity may include reporting discrimination, filing an internal complaint, asking for a medical accommodation or raising concerns about illegal conduct at work.

For example, an employee may have strong reviews for years, ask for a medical accommodation and then lose his or her job soon after. That timing does not prove the case by itself. However, close timing, along with other facts, can raise fair questions about why the employer acted.

The details around the dates are important. A lawyer can look at who knew about the protected act, when the employer made the firing decision and whether the employer followed its usual rules. This context can help clarify the record during legal review.

What Kinds Of Damages Can You Get For Wrongful Termination?

Every case is different. Depending on the facts and circumstances of your case, you may be able to collect some or all of the following damages:

• Back pay
• Front pay
• Reinstatement
• Promotion
• Compensation for losses incurred as a result of termination
• Attorneys fees
• Punitive damages

Both state and federal agencies encourage mediation as a means of reaching a settlement between an employer and an employee. However, it’s not always possible to reach a settlement. In the event you can’t reach a settlement, you have the right to file a claim in court.

What Is The Role Of A Columbus Wrongful Termination Attorney?

If you believe that you have been wrongfully terminated or retaliated against in your workplace, an employment law attorney can help you by:

• Assessing your possible claims
• Analyzing applicable state and federal laws
• Gathering evidence
• Filing your claims
• Negotiating a resolution

Most importantly, a wrongful termination lawyer can advocate for your rights and work on your behalf to protect your interests. At Marshall Forman & Schlein LLC, our wrongful termination lawyers have more than 100 years of combined experience. They are passionate about protecting the rights of Ohio employees.

Contact An Experienced Columbus Wrongful Termination Attorney Today

If you live in Ohio and have questions or concerns about a recent termination of employment, please feel free to reach out. All inquiries are confidential. You can call us at 614-762-9727 or send us a message through our website. Let our experienced wrongful termination attorneys help you with your case.