Many employers are skilled at terminating an employee without giving them a clear-cut reason for their dismissal. Not only can this lead to confusion on your end, but it also makes it difficult to determine if your legal rights have been violated.
If you suspect wrongful termination, it’s a good idea to collect as much evidence as possible, as this can help back up your claim should you take future legal action against your former employer.
There are many types of potential evidence, including but not limited to:
- Communication with other employees: For example, you may have a text message from a supervisor hinting that your termination was related to a specific event. Or perhaps a co-worker let you in on a conversation your department had without you.
- Employment contract: If you have a contract, now’s the time to review it from start to finish. Pay close attention to any sections on termination, including the reasons for which your employer can dismiss you.
- Other decisions by your employer: For instance, your employer may claim that your entire department was let go, however, you come to find that you were the only person terminated.
Don’t assume that a piece of evidence is too small to matter. If it has anything to do with your termination, keep it nearby as you decide what to do next.
Should you have overwhelming evidence that you were wrongfully terminated, learn more about your legal rights and the steps you can take to hold your former employer responsible for violating the law. You have every right to protect yourself during this difficult time.