Wrongful Termination Based on Public Policy

Chicago Wrongful Termination Based on Public Policy Attorney

Were You Fired for Reporting Illegal Conduct, Exercising Your Legal Rights, or Refusing to Participate in Unlawful Activity?

Protecting Illinois Employees Against Retaliatory Discharge and Wrongful Termination That Violates Public Policy

You worked hard, followed workplace rules, and expected your employer to respect the law.

Then something happened.

Perhaps you reported suspected criminal activity involving your employer.

Maybe you filed a workers’ compensation claim after suffering a workplace injury.

You may have refused to participate in conduct you believed violated the law.

Perhaps you cooperated with law enforcement concerning unlawful workplace activity.

Shortly afterward, your employer terminated your employment.

Your supervisor may have claimed that Illinois is an at-will employment state and that the company could fire you for any reason.

Although Illinois generally recognizes at-will employment, employers cannot lawfully terminate employees in violation of certain clearly mandated public policies.

Illinois recognizes a narrow common-law cause of action known as retaliatory discharge, which may apply when an employee is actually terminated for conduct protected by a clearly mandated public policy.

Separate federal and Illinois statutes may also protect employees who report unlawful conduct, exercise statutory rights, or oppose prohibited employment practices.

Employees frequently ask:

• Can I sue for wrongful termination based on public policy in Illinois?
• What is retaliatory discharge under Illinois law?
• Can my employer fire me for filing a workers’ compensation claim?
• Can I sue if I was fired for reporting illegal conduct?
• Can my employer terminate me for cooperating with law enforcement?
• Can I be fired for refusing to participate in illegal activity?
• Does Illinois at-will employment eliminate public policy protections?
• Can I sue for retaliatory discharge if I resigned?
• How do I prove wrongful termination based on public policy?
• What compensation may be available?

At Pinkston Law Group, P.C., Chicago employment attorney Danielle A. Pinkston represents Illinois employees in wrongful termination, workplace retaliation, whistleblower, and employment discrimination matters.

Our firm evaluates claims involving Illinois retaliatory discharge, wrongful termination based on public policy, workers’ compensation retaliation, whistleblower protections, and unlawful termination for exercising protected rights.

If you believe your employer terminated you for conduct protected by Illinois public policy, our firm can evaluate your circumstances and explain your legal options.

Schedule an Employment Law Consultation: Call 773-770-4771.

What Is Wrongful Termination Based on Public Policy in Illinois?

Wrongful termination based on public policy generally refers to an employer’s discharge of an employee for reasons that violate a clearly mandated public policy recognized under Illinois law.

Illinois ordinarily follows the employment-at-will doctrine.

Under this doctrine, an employer generally may terminate an at-will employee for a lawful reason or without providing a reason.

However, Illinois courts recognize a narrow exception for certain retaliatory discharges.

In Kelsay v. Motorola, Inc., 74 Ill. 2d 172 (1978), the Illinois Supreme Court recognized a retaliatory discharge claim involving an employee terminated for pursuing workers’ compensation rights.

In Palmateer v. International Harvester Co., 85 Ill. 2d 124 (1981), the Illinois Supreme Court recognized a retaliatory discharge claim involving an employee terminated for reporting suspected criminal activity to law enforcement and cooperating in an investigation.

These cases established important principles concerning Illinois public policy wrongful termination claims.

However, the public policy exception is narrow.

Not every unfair termination, workplace disagreement, or retaliation claim qualifies as common-law retaliatory discharge.

Learn more about wrongful termination claims and litigation.

Is Wrongful Termination Based on Public Policy Illegal in Illinois?

Yes, when the employee establishes the elements of a recognized Illinois retaliatory discharge claim.

Illinois courts generally require an employee to establish:

1. The employee was actually discharged.
2. The discharge was in retaliation for the employee’s conduct.
3. The discharge violated a clearly mandated public policy.

The employee must identify a sufficiently clear public policy and establish a causal connection between protected conduct and the termination.

Public policy generally must be grounded in recognized legal sources, such as constitutional provisions, statutes, or judicial decisions.

An employee’s personal belief that an employer acted unfairly does not, by itself, establish a public policy violation.

For example, terminating an employee because the employee pursued qualifying workers’ compensation rights may support a retaliatory discharge claim.

Similarly, firing an employee for reporting suspected criminal conduct to law enforcement may support a claim under circumstances recognized by Illinois law.

However, whether an employee’s conduct falls within a recognized public policy exception requires careful legal analysis.

What Laws Protect Illinois Employees Against Public Policy Wrongful Termination?

1. Illinois Common-Law Retaliatory Discharge

Illinois recognizes a narrow common-law tort of retaliatory discharge.

This claim is particularly associated with:

• Termination for exercising qualifying workers’ compensation rights.
• Termination for certain reports of suspected criminal conduct.
• Other circumstances in which discharge violates a clearly mandated public policy recognized by Illinois courts.

The doctrine does not create a general cause of action for every unfair or retaliatory termination.

2. Illinois Workers’ Compensation Act

The Illinois Workers’ Compensation Act establishes rights and protections involving workplace injuries and workers’ compensation.

Illinois courts have recognized retaliatory discharge claims when an employee is terminated for exercising qualifying workers’ compensation rights.

An employee does not necessarily need a written employment contract to pursue such a claim.

3. Illinois Whistleblower Act

The Illinois Whistleblower Act provides statutory protections for qualifying whistleblower activity.

Depending on the statutory provision and facts, protected conduct may include certain disclosures of unlawful activity or refusals to participate in conduct that would violate the law.

The Illinois Whistleblower Act is a separate statutory remedy.

A violation of the Act does not automatically establish every element of a common-law retaliatory discharge claim.

Learn more about Illinois whistleblower protections.

4. Federal Whistleblower and Anti-Retaliation Laws

Federal laws may protect employees who report certain unlawful conduct.

For example, protections may arise under statutes involving workplace safety, financial misconduct, or other regulated activities.

Different federal whistleblower statutes have different coverage requirements, administrative procedures, deadlines, and remedies.

Employees should review the applicable statute rather than assuming that every whistleblower claim follows the same legal process.

5. Illinois Human Rights Act

The Illinois Human Rights Act prohibits qualifying employment discrimination and retaliation.

For example, an employee terminated for reporting unlawful racial discrimination may have a retaliation claim under the Illinois Human Rights Act.

However, Illinois courts distinguish statutory employment discrimination remedies from the narrow common-law tort of retaliatory discharge.

Learn more about workplace retaliation.

6. Title VII of the Civil Rights Act of 1964

Title VII prohibits qualifying retaliation against employees who oppose unlawful employment discrimination or participate in protected proceedings.

An employee terminated for reporting sexual harassment may have a Title VII retaliation claim.

However, a Title VII retaliation claim is not automatically equivalent to an Illinois common-law public policy retaliatory discharge claim.

Types of Wrongful Termination Based on Public Policy in Illinois

1. Wrongful Termination for Filing a Workers’ Compensation Claim

Can Your Employer Fire You for Filing a Workers’ Compensation Claim?

Illinois recognizes a retaliatory discharge claim when an employer terminates an employee because the employee exercised qualifying rights under the Workers’ Compensation Act.

For example, an employee may suffer a workplace injury and seek workers’ compensation benefits.

The employer then terminates the employee because of the claim.

Such circumstances may support an Illinois common-law retaliatory discharge lawsuit.

In Kelsay v. Motorola, Inc., 74 Ill. 2d 172 (1978), the Illinois Supreme Court recognized the public policy importance of protecting employees who exercise workers’ compensation rights.

However, an employer may still terminate an employee for legitimate reasons unrelated to protected workers’ compensation activity, subject to applicable law.

Review the Illinois Workers’ Compensation Commission for information about workers’ compensation rights.

2. Wrongful Termination for Reporting Suspected Criminal Conduct

Can Your Employer Fire You for Reporting Criminal Activity?

An employee may have a retaliatory discharge claim when terminated for reporting suspected criminal activity under circumstances recognized by Illinois law.

For example, an employee may report suspected criminal conduct involving the workplace to law enforcement.

The employer then terminates the employee because of the report.

In Palmateer v. International Harvester Co., 85 Ill. 2d 124 (1981), the Illinois Supreme Court recognized a retaliatory discharge claim involving an employee who reported suspected criminal conduct and cooperated with law enforcement.

However, not every internal workplace complaint automatically qualifies as a report of criminal activity protected under the common-law doctrine.

The nature of the report, the source of public policy, and the circumstances of termination matter.

3. Wrongful Termination for Cooperating With Law Enforcement

Can Your Employer Fire You for Cooperating in a Criminal Investigation?

Terminating an employee because of qualifying cooperation with law enforcement may violate Illinois public policy.

For example, an employee may provide information to police concerning suspected criminal activity.

Management learns of the employee’s cooperation and terminates the employee because of it.

Such circumstances may implicate the public policy principles recognized in Palmateer.

However, the employee must establish the applicable legal requirements, including retaliatory causation.

4. Wrongful Termination for Refusing to Participate in Illegal Conduct

Can Your Employer Fire You for Refusing to Break the Law?

An employee may have statutory protection when refusing to participate in conduct that would violate applicable law.

For example, an employer may direct an employee to falsify business records.

The employee refuses because participating would violate the law.

If the employer terminates the employee because of qualifying protected refusal, the Illinois Whistleblower Act or another applicable law may provide a remedy.

However, refusal to participate in unlawful conduct does not automatically establish an Illinois common-law retaliatory discharge claim.

The employee must establish the requirements of the particular legal theory.

Learn more about wrongful termination for refusing illegal conduct.

5. Wrongful Termination for Reporting Workplace Safety Violations

Can Your Employer Fire You for Reporting Unsafe Working Conditions?

Certain workplace safety complaints may be protected under federal or Illinois law.

For example, an employee may report a qualifying workplace safety violation to an appropriate authority.

The employer then terminates the employee because of the protected report.

The Occupational Safety and Health Administration administers several federal whistleblower protections.

Some claims require prompt administrative filing, and deadlines vary significantly by statute.

For example, certain federal OSHA retaliation complaints must be filed within 30 days.

Employees should not assume that every workplace safety complaint creates an Illinois common-law retaliatory discharge claim.

6. Wrongful Termination for Reporting Employer Fraud

Can Your Employer Fire You for Reporting Fraud?

An employee who reports suspected unlawful fraud may have protections under applicable whistleblower statutes.

For example, an employee may disclose suspected unlawful financial practices under circumstances protected by federal or Illinois law.

The employer then terminates the employee because of the protected disclosure.

Whether the employee has a common-law retaliatory discharge claim, a statutory whistleblower claim, or another remedy depends on the facts and applicable law.

Learn more about workplace fraud reporting.

7. Wrongful Termination for Exercising Legal Rights

Can Your Employer Fire You for Exercising a Right Protected by Law?

Some legal rights are protected against employer retaliation.

For example, an employee may exercise qualifying rights under workers’ compensation or another employment statute.

However, not every legal right automatically creates a common-law retaliatory discharge claim.

The employee must identify the particular statute or clearly mandated public policy and establish the elements of the applicable cause of action.

8. Wrongful Termination for Reporting Discrimination

Can Your Employer Fire You for Reporting Workplace Discrimination?

Federal and Illinois laws prohibit qualifying retaliation for reporting or opposing unlawful employment discrimination.

For example, an employee may report racial discrimination to Human Resources.

The employer then terminates the employee because of the protected complaint.

Such circumstances may support a claim under Title VII or the Illinois Human Rights Act.

However, statutory discrimination retaliation claims are distinct from Illinois common-law retaliatory discharge.

Learn more about retaliation for reporting workplace discrimination.

9. Wrongful Termination for Reporting Sexual Harassment

Can Your Employer Fire You for Reporting Sexual Harassment?

An employer may violate Title VII or the Illinois Human Rights Act by terminating an employee because of a qualifying protected sexual harassment complaint.

For example, an employee may report repeated sexual harassment.

Management then terminates the employee because of the complaint.

The employee may have a statutory retaliation claim.

However, the employee should not assume that the same conduct automatically creates an independent common-law retaliatory discharge claim.

Learn more about retaliation for reporting sexual harassment.

10. Wrongful Termination for Reporting Healthcare or Government Misconduct

Can Healthcare or Government Employees Sue for Reporting Illegal Conduct?

Potentially.

Healthcare workers and public employees may have protections under specific whistleblower statutes, employment laws, or other legal provisions.

For example, a healthcare employee may report suspected unlawful conduct affecting patient care.

A public employee may disclose qualifying government misconduct.

However, statutory coverage, reporting requirements, immunities, and available remedies vary.

Learn more about healthcare whistleblower claims and government employee whistleblower claims.

What Is the Difference Between Wrongful Termination Based on Public Policy and Whistleblower Retaliation?

Although these claims may overlap, they are not identical.

Public Policy Retaliatory Discharge	Statutory Whistleblower Retaliation
Narrow Illinois common-law tort	Arises under a specific whistleblower statute
Generally requires actual termination	May cover additional retaliatory employment actions
Requires violation of a clearly mandated public policy	Requires protected activity under the applicable statute
Public policy must be sufficiently established	Statutory language defines coverage
Common-law elements and defenses apply	Statutory elements, procedures, and remedies apply

For example, termination for exercising qualifying workers’ compensation rights may support Illinois common-law retaliatory discharge.

Termination for certain protected reports of unlawful conduct may support a statutory Illinois Whistleblower Act claim.

An employee may need to evaluate multiple legal theories, but not every theory will be available for the same facts.

Learn more about Illinois whistleblower claims.

Does Illinois At-Will Employment Allow Employers to Fire Employees for Reporting Illegal Conduct?

Not when the termination violates an applicable legal protection.

Illinois generally permits at-will termination for lawful reasons.

However, statutory whistleblower protections and the narrow common-law public policy exception may restrict an employer’s ability to terminate employees for certain protected conduct.

For example, an employer may violate Illinois law by firing an employee because the employee pursued workers’ compensation benefits.

An employer may also violate an applicable whistleblower statute by terminating an employee because of a qualifying protected report.

The legal analysis depends on the precise conduct and applicable law.

Learn more about wrongful termination without a written contract.

Can You Sue for Public Policy Wrongful Termination Without a Written Employment Contract?

Yes, in qualifying circumstances.

An employee generally does not need a written employment contract to pursue a recognized Illinois common-law retaliatory discharge claim.

The public policy exception exists because certain terminations may be unlawful even when the employment relationship is at will.

For example, an employee terminated for pursuing qualifying workers’ compensation rights may have a claim despite having no written contract.

However, the employee must establish the elements of retaliatory discharge.

Learn more about wrongful termination without a written contract.

Can You Sue for Retaliatory Discharge if You Resigned?

Generally not under Illinois common-law retaliatory discharge.

Illinois courts generally require an actual termination for the common-law tort.

In Zimmerman v. Buchheit of Sparta, Inc., 164 Ill. 2d 29 (1994), the Illinois Supreme Court declined to extend the tort of retaliatory discharge to constructive discharge.

Therefore, an employee who resigns because of difficult or allegedly retaliatory working conditions may not satisfy the actual-discharge requirement for the Illinois common-law claim.

However, a resignation may still support a different statutory claim if the employee establishes the applicable constructive discharge or retaliation requirements.

Learn more about constructive discharge in Illinois.

What Is a Clearly Mandated Public Policy Under Illinois Law?

Illinois retaliatory discharge claims require identification of a clearly mandated public policy.

The policy must generally be grounded in a recognized legal source, such as:

• Constitutional provisions.
• Statutes.
• Judicial decisions.
• Other authoritative expressions of public policy recognized by Illinois courts.

An employee’s personal disagreement with management does not establish a clearly mandated public policy.

For example, Illinois courts have recognized public policy protecting employees who pursue workers’ compensation rights.

They have also recognized public policy supporting the reporting and investigation of suspected criminal activity.

However, Illinois courts have repeatedly emphasized that the tort is narrow.

In Turner v. Memorial Medical Center, 233 Ill. 2d 494 (2009), the Illinois Supreme Court addressed the need to identify a clearly mandated public policy and the limits of the retaliatory discharge doctrine.

How Do You Prove Wrongful Termination Based on Public Policy in Illinois?

A retaliatory discharge claim generally requires evidence of actual termination, protected conduct implicating a clearly mandated public policy, and retaliatory causation.

Relevant evidence may include:

1. Evidence of Actual Termination

Termination notices, separation documents, and employer communications may establish that the employer discharged the employee.

2. Evidence of Protected Conduct

Workers’ compensation records, reports to law enforcement, or other legally relevant documents may establish the employee’s conduct.

3. Employer Knowledge

Evidence that relevant decision-makers knew about the protected conduct may be important to proving retaliation.

4. Timing

The timing between protected conduct and termination may support an inference of retaliation.

However, timing alone does not necessarily establish causation.

5. Employer Statements

Comments criticizing the employee for reporting unlawful conduct or exercising legal rights may be relevant.

6. Inconsistent Employer Explanations

Shifting or contradictory explanations may support an inference that the stated termination reason was not genuine.

7. Employment Records

Performance evaluations, disciplinary notices, and termination records may help establish the circumstances of discharge.

8. Witness Testimony

Coworkers, supervisors, or other witnesses may have relevant information concerning the termination decision.

9. Identification of a Clearly Mandated Public Policy

The employee must identify the legal source supporting the asserted public policy.

10. Evidence of Retaliatory Causation

The employee must establish that the termination was retaliatory under the applicable legal standard.

Employees should preserve only records they are legally authorized to possess.

What Is the Difference Between Public Policy Wrongful Termination and Discriminatory Termination?

Public policy wrongful termination and discriminatory termination involve different legal theories.

Public Policy Wrongful Termination	Discriminatory Termination
Focuses on discharge violating clearly mandated public policy	Focuses on termination because of a protected characteristic
May arise under Illinois common-law retaliatory discharge	May arise under Title VII, the Illinois Human Rights Act, or other statutes
Generally requires actual termination	Statutory discrimination claims may recognize constructive discharge
Requires proof of retaliatory causation and a clearly mandated public policy	Requires proof of discrimination under the applicable statute
Does not require a written employment contract	Does not require a written employment contract

For example, termination because an employee filed a workers’ compensation claim may support common-law retaliatory discharge.

Termination because of race may support a statutory discriminatory termination claim.

Learn more about discriminatory termination in Illinois.

How Long Do You Have to File a Public Policy Wrongful Termination Claim in Illinois?

Filing deadlines depend on the legal theory.

Illinois Common-Law Retaliatory Discharge

Illinois common-law retaliatory discharge claims are generally subject to a five-year statute of limitations under 735 ILCS 5/13-205.

Review the Illinois Code of Civil Procedure.

Illinois Whistleblower Act

Claims under the Illinois Whistleblower Act are governed by the applicable statutory limitations provisions.

The relevant deadline must be evaluated based on the specific statutory claim and the date of the alleged retaliation.

Federal Whistleblower Claims

Federal whistleblower statutes may have significantly shorter administrative filing deadlines.

For example, certain OSHA whistleblower complaints require filing within 30 days.

Review the OSHA Whistleblower Protection Program.

Federal Employment Discrimination Retaliation

For qualifying Title VII retaliation claims in Illinois, employees generally must file an EEOC charge within 300 days of an actionable retaliatory employment decision.

Review the EEOC’s filing deadlines.

Illinois Human Rights Act Retaliation

For many alleged violations occurring on or after January 1, 2025, the general Illinois Department of Human Rights charge-filing period is two years, subject to exceptions and procedural requirements.

Employees should not assume that every retaliation or wrongful termination claim has the same filing deadline.

What Compensation May Be Available for Wrongful Termination Based on Public Policy?

Depending on the facts and applicable law, potential remedies may include:

Lost Wages and Back Pay

Compensation for qualifying lost earnings resulting from unlawful termination.

Lost Employment Benefits

Compensation for certain employment-related financial losses.

Front Pay or Other Economic Losses

Additional economic damages may be available when legally supported.

Emotional Distress Damages

Compensation for qualifying emotional harm may be available under certain common-law or statutory claims.

Punitive Damages

Punitive damages may be available in qualifying Illinois retaliatory discharge cases when the applicable legal standard is satisfied.

Attorney’s Fees and Costs

Attorney’s fees may be recoverable under certain statutes or other recognized legal bases.

However, attorney’s fees are not automatically recoverable in every Illinois common-law retaliatory discharge action.

Other Statutory Remedies

Separate whistleblower statutes may provide additional remedies.

No particular recovery is guaranteed.

Learn more about wrongful termination damages and compensation.

What Should You Do if You Were Fired for Reporting Illegal Conduct or Exercising Legal Rights?

If you believe your employer terminated you in violation of Illinois public policy, consider these steps.

Step 1: Preserve Your Termination Documents

Keep legally accessible termination notices, separation paperwork, and employment records.

Step 2: Document the Protected Conduct

Prepare a timeline identifying the workers’ compensation claim, report to law enforcement, whistleblower disclosure, or other relevant conduct.

Step 3: Preserve Relevant Communications Lawfully

Keep documents and messages you are legally authorized to possess.

Do not improperly access employer systems or remove confidential or privileged records.

Step 4: Identify the Employer’s Knowledge

Document when management learned about the protected conduct.

Step 5: Preserve Relevant Employment Records

Keep legally accessible performance evaluations, disciplinary notices, and workplace policies.

Step 6: Identify Witnesses

Document individuals who may have relevant information about the termination.

Step 7: Review Severance Agreements

A severance agreement may contain a release of certain employment-related claims.

Step 8: Review Applicable Filing Deadlines

Common-law, statutory whistleblower, and discrimination retaliation claims may have different deadlines.

Step 9: Consult an Employment Attorney Promptly

An attorney can evaluate whether the termination may violate a clearly mandated Illinois public policy or a separate statutory protection.

Frequently Asked Questions About Wrongful Termination Based on Public Policy in Illinois

What is wrongful termination based on public policy?

It generally refers to an employee’s discharge for reasons that violate a clearly mandated public policy recognized under Illinois law.

Is retaliatory discharge illegal in Illinois?

Yes. Illinois recognizes a narrow common-law tort of retaliatory discharge in qualifying circumstances.

Can my employer fire me for filing a workers’ compensation claim?

An employer may violate Illinois law by terminating an employee because the employee exercised qualifying workers’ compensation rights.

Can I sue if I was fired for reporting criminal activity?

Potentially. Illinois courts recognize certain retaliatory discharge claims involving reports of suspected criminal conduct and cooperation with law enforcement.

Can my employer fire me for refusing to participate in illegal conduct?

Applicable whistleblower statutes may protect qualifying refusals to participate in unlawful conduct.

Can I sue for public policy wrongful termination without a written contract?

Yes, in qualifying circumstances. Illinois common-law retaliatory discharge does not require a written employment agreement.

Can I sue for common-law retaliatory discharge if I resigned?

Generally not. Illinois common-law retaliatory discharge ordinarily requires actual termination.

Is public policy wrongful termination the same as whistleblower retaliation?

No. The common-law tort and statutory whistleblower claims have different legal elements and remedies.

What is the deadline for filing an Illinois retaliatory discharge lawsuit?

Illinois common-law retaliatory discharge claims are generally subject to a five-year limitations period. Other statutory claims may have different deadlines.

What damages may be available?

Depending on the legal claim, damages may include lost wages, lost benefits, emotional distress damages, and potentially punitive or other statutory remedies.

Let a Chicago Wrongful Termination Based on Public Policy Attorney Advocate for You

Illinois employees have important legal protections against certain terminations that violate clearly mandated public policy.

An employer generally cannot lawfully terminate an employee for qualifying protected conduct under recognized Illinois common-law or statutory protections.

At Pinkston Law Group, P.C., Attorney Danielle A. Pinkston represents employees in matters involving:

• Wrongful termination based on public policy.
• Illinois common-law retaliatory discharge.
• Workers’ compensation retaliation.
• Whistleblower wrongful termination.
• Retaliation for reporting suspected criminal activity.
• Retaliation for cooperating with law enforcement.
• Termination for refusing unlawful conduct.
• Workplace discrimination retaliation.
• Wrongful termination litigation.

Our firm can evaluate the circumstances surrounding your termination, review relevant evidence, and explain your legal options.

Contact Pinkston Law Group, P.C. — Chicago Public Policy Wrongful Termination Attorney

Your Employer’s Right to Terminate At-Will Employees Has Important Legal Limits.

If you believe your employer fired you for exercising protected rights, reporting unlawful conduct, or engaging in other conduct protected by clearly mandated public policy, contact Pinkston Law Group, P.C.

Schedule an Employment Law Consultation

PINKSTON LAW GROUP, P.C.

Attorney Danielle A. Pinkston

Chicago, IL 60602

Phone: 773-770-4771

Public Policy Wrongful Termination | Retaliatory Discharge | Whistleblower Retaliation | Workers’ Compensation Retaliation | Employment Litigation

KNOW YOUR RIGHTS. PROTECT YOUR CAREER. UNDERSTAND YOUR LEGAL OPTIONS.

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Disclaimer: This page provides general educational information and does not constitute legal advice. Reading this material does not establish an attorney-client relationship. Public policy wrongful termination claims depend on individual circumstances, applicable laws, and filing requirements. Past results do not predict future outcomes.