You gave your all. Then you mentioned your pregnancy. Your disability. Your religion. And just like that—meetings stopped, responsibilities shifted, and the termination email arrived. You’re left thinking: Was this even legal?
If you’re saying “They fired me because of my [identity],” you may be the victim of wrongful termination due to discrimination—and the law may be on your side.
⏱ Quick Take
- Discriminatory firing is illegal under both NJLAD and Title VII.
- Protected traits include pregnancy, religion, disability, and more.
- Red flags include vague reasons, sudden performance issues, or timing after a disclosure.
- You may be entitled to compensation, reinstatement, or both.
What Counts as Wrongful Termination Due to Discrimination?
Employers in New Jersey can generally fire employees “at-will”—but that freedom ends when the reason is illegal. Under federal and NJ law, firing someone because of a protected characteristic is discrimination.
Protected characteristics include:
- Race, color, and national origin
- Gender, gender identity, and sexual orientation
- Religion and creed
- Age (40 and over)
- Disability or pregnancy
- Military status
- Genetic information
If your termination followed closely after disclosing one of these—or after complaining about unfair treatment—you may have a claim under Title VII or the New Jersey Law Against Discrimination (NJLAD).
| Legal Termination | Illegal Termination (Discriminatory) |
|---|---|
| Documented poor performance | Termination after disclosing pregnancy |
| Company-wide layoffs | Fired for requesting a religious accommodation |
| Violation of company policies | Let go after reporting racist jokes or harassment |
| Restructuring with documented criteria | Retaliation for filing an EEOC complaint |
4 Warning Signs You Were Fired for the Wrong Reasons
Real Signs You Were Fired Because of Discrimination
It’s not always blatant. Discriminatory firings are often masked by vague excuses, sudden performance concerns, or “department restructuring.”
Common patterns include:
- Timing: Fired shortly after disclosing a pregnancy, disability, or religious observance
- Changing narratives: Multiple or unclear reasons for termination
- Unequal treatment: Coworkers with similar or worse records kept their jobs
- Hostility before firing: Jokes, isolation, or retaliatory behavior leading up to dismissal
💡 Analogy: Think of it like a “paper trail”—if the story doesn’t add up, or shifts suddenly after you assert your rights, it’s worth investigating.
If your termination happened right after you disclosed a protected characteristic—or after you stood up for your rights—it’s time to speak with a wrongful termination attorney. The law may be on your side.
“They Fired Me Because of My…” Legal Scenarios
If you find yourself completing that sentence with something deeply personal—your identity, your health, your voice—it’s time to look at your legal options.
Some scenarios that may be unlawful:
- “They fired me because I’m pregnant.”
- “They let me go after I started wearing a headscarf.”
- “They terminated me after I asked for a wheelchair-accessible desk.”
- “They wrote me up right after I reported racist jokes in the break room.”
Under NJLAD and federal laws, these actions may violate your rights—even if your employer cites unrelated reasons.
📊 Discrimination & Termination: Key Stats
- 45% of EEOC retaliation complaints involve wrongful termination claims.
- 71% of workers who file discrimination claims report post-complaint retaliation.
- 180 days: Time limit to file an EEOC complaint in most discrimination cases.
Source: EEOC 2024 Data Summary
What To Do If You Think You Were Fired for a Discriminatory Reason
You don’t need to have all the answers right now. But acting quickly and strategically can protect your rights and build a stronger case.
Step-by-step:
- Document the timeline:
- Note when you disclosed your protected status and when things changed
- Save emails, reviews, meeting notes, or text threads
- Note when you disclosed your protected status and when things changed
- Request your personnel file:
- NJ law may entitle you to review key documents
- Consult a wrongful termination attorney:
- You may need to file with the EEOC or NJ Division on Civil Rights within 180 days
Why You Need a Wrongful Termination Lawyer in NJ
Employment discrimination cases require deep legal experience, strategic timing, and strong documentation. The sooner you speak with an employment lawyer, the better your odds of securing compensation—or even reinstatement.
A good attorney will:
- Analyze your firing for red flags
- Handle filings with the EEOC or NJDCR
- Gather proof of discrimination or retaliation
- Negotiate for back pay, emotional damages, or job restoration
At Swartz Swidler, we specialize in helping workers across New Jersey who’ve been wrongfully fired due to discrimination—and we fight to win, with compassion and clarity.
They Fired Me Because of My…” Understanding Discrimination
Conclusion: You Deserve Answers—And You May Deserve Justice
If you’re asking “Did they fire me because of my [identity]?” the question alone means you should explore your rights. No one should lose their livelihood because of who they are.
Speak with a wrongful termination lawyer today and get your personalized legal strategy.
❓ Frequently Asked Questions
Is it illegal to be fired after disclosing I’m pregnant?
Yes. Pregnancy is a protected trait under the NJLAD and Title VII. Firing someone for being pregnant, or after they request leave or accommodation, is likely illegal.
Can my employer lie about why I was fired?
Employers often give false or pretextual reasons. If their explanation doesn’t match the timeline or documentation, it can help prove discrimination.
What if I was still on probation?
Even at-will or probationary employees are protected from illegal termination. Being “new” doesn’t cancel your rights under anti-discrimination laws.
What should I do first if I suspect wrongful termination?
Start by documenting the timeline, gathering any communication related to your firing, and contacting an employment attorney immediately. Don’t delay—EEOC deadlines can be as short as 180 days.
