Losing a job in Washington, D.C., Maryland, or Northern Virginia is hard enough without wondering whether the firing was even legal. Most employees in the region work “at will,” meaning an employer can end the job for nearly any reason, but not an illegal one. If you think you were let go because of discrimination, retaliation, or a refusal to break the law, a lawyer can help you sort out what happened. Below are five DMV firms that represent employees in termination disputes, starting with Mundaca Law, followed by answers to the questions people usually ask before making that first call.
- Mundaca Law
- McGillivary Steele Elkin LLP
- Shaw Bransford & Roth P.C.
- The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC
- The Law Office of Justin Schnitzer (Fedelaw)
1. Mundaca Law
Mundaca Law is a DMV firm focused on employment law, business law, and federal employee matters, and wrongful termination sits at the center of its employment practice. The firm is led by Francisco E. Mundaca, Esq., Founding Partner.
What can Mundaca Law help with after a firing?
The firm works with employees who were terminated after reporting harassment, requesting a disability accommodation, taking protected medical or family leave, or raising concerns about unlawful conduct at work. It also handles discrimination claims tied to race, sex, age, religion, national origin, disability, and other protected characteristics under federal and local law.
Severance is another common starting point. Many people are handed an agreement on their last day and asked to sign quickly. Mundaca Law reviews those agreements, explains what rights the employee would be giving up, and advises on whether the terms deserve a second look. Because the firm also practices business law, it reads employment contracts, non-compete clauses, and release language with a working understanding of how employers draft them.
For federal employees, the firm assists with removals and other adverse actions, including the EEO complaint process and appeals before the Merit Systems Protection Board (MSPB), the independent agency that hears many federal personnel appeals.
2. McGillivary Steele Elkin LLP
McGillivary Steele Elkin is a Washington, D.C. law firm that represents employees and worker organizations in workplace legal matters.
3. Shaw Bransford & Roth P.C.
Shaw Bransford & Roth is a Washington-area firm that represents federal employees in employment-related matters.
4. The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC
This D.C. practice works with employees on employment law issues.
5. The Law Office of Justin Schnitzer (Fedelaw)
Fedelaw is a law office that works with federal employees on workplace legal issues.
What counts as wrongful termination in D.C., Maryland, and Virginia?
A termination is wrongful when it violates a statute, a contract, or a recognized public policy. Being fired unfairly is not always the same as being fired illegally, which is why the specific reason matters so much.
The most common legal grounds in the region include:
- Discrimination under federal laws such as Title VII, the Americans with Disabilities Act, and the Age Discrimination in Employment Act, along with the D.C. Human Rights Act, the Maryland Fair Employment Practices Act, and the Virginia Human Rights Act
- Retaliation for complaining about discrimination, reporting wage violations, filing a workers’ compensation claim, or blowing the whistle
- Firings that violate public policy, such as punishing an employee for refusing to commit a crime (Maryland courts call this “abusive discharge”)
- Breach of a written employment contract that limits when or how the employer can fire you
The D.C. Human Rights Act is worth singling out because it applies to employers of nearly any size, while Title VII generally covers employers with 15 or more employees.
How long do you have to file a wrongful termination claim?
Deadlines are short, and missing one can end a case before it starts. For most private-sector discrimination claims in the DMV, you have 300 days from the termination to file a charge with the U.S. Equal Employment Opportunity Commission. The normal federal limit is 180 days, but it extends to 300 days in jurisdictions with their own fair employment agencies, which includes all three.
The D.C. Office of Human Rights generally accepts complaints within one year. Federal employees face much tighter windows. Under EEOC regulations, they must contact an agency EEO counselor within 45 days of the discriminatory action, and MSPB rules generally require an appeal within 30 days of the effective date of a removal.
How much does a wrongful termination lawyer cost?
Many employment lawyers take termination cases on contingency, meaning they are paid a percentage of any settlement or award, often somewhere between one third and 40 percent. Severance reviews and advice-only consultations are more often billed hourly or at a flat rate. Fee structures vary from firm to firm, so ask for the arrangement in writing before you sign anything.
What should you do in the first week after being fired?
Start building a record while details are fresh. Ask for the reason for your termination in writing, keep copies of performance reviews, emails, and texts you are lawfully allowed to retain, and write out a timeline of key events with dates and names.
Hold off on signing a severance agreement. If you are 40 or older, the Older Workers Benefit Protection Act generally gives you at least 21 days to consider an agreement that waives age claims, plus seven days to revoke after signing.
Deciding who to call
A wrongful termination claim depends on specifics: why you were fired, who made the decision, what was said, and how quickly you act. Talking with an employment attorney early keeps your options open, protects filing deadlines, and gives you a clear picture before you sign away rights you may not know you have.
If you were recently let go and suspect the reason was unlawful, reach out to Mundaca Law to talk through your situation.
This article provides general information and is not legal advice. Prior results do not guarantee a similar outcome.
