Loading
You Were Fired. But Was It Legal?
Oklahoma is an at-will state—but that doesn't mean employers can fire you for any reason. Retaliation, discrimination, and public policy violations are illegal. We hold employers accountable.
Understanding At-Will Employment
Oklahoma follows the at-will employment doctrine: either party can end the employment relationship at any time, for any reason. But "any reason" does not include illegal reasons. When employers cross the line, we fight back.
Key Oklahoma case: Burk v. K-Mart Corp. (1989) established that Oklahoma employees have a cause of action for wrongful discharge when termination violates a clear mandate of public policy.
When Termination Is Illegal
These are common wrongful termination scenarios we handle.
Whistleblower Retaliation
Fired for reporting illegal activity, safety violations, or regulatory non-compliance.
Workers' Comp Retaliation
Terminated for filing or intending to file a workers' compensation claim.
FMLA Violations
Fired for taking protected family or medical leave, or for requesting it.
Public Policy Violations
Terminated for refusing to commit an illegal act or exercising a legal right.
Building Your Case
Employment records: offer letter, handbook, performance reviews
Termination documentation: notice, severance offer, exit interview notes
Timeline of events leading to termination
Communications: emails, texts, HR complaints
Witness information: coworkers who can corroborate your account
Evidence of the protected activity (complaint filed, leave requested, etc.)
Related Insight: Workplace Retaliation
Understanding your rights when employers punish you for protected activity.
Frequently Asked Questions
Oklahoma is an 'at-will' employment state, meaning employers can generally fire employees for any reason. However, termination is wrongful if it violates federal anti-discrimination laws, retaliation statutes, public policy, or an employment contract. The key is proving the firing was for an illegal reason.
Oklahoma recognizes narrow public policy exceptions. You cannot be fired for: refusing to violate the law, performing a public duty (like jury service), exercising a legal right (like filing a workers' comp claim), or reporting illegal employer conduct. The Burk v. K-Mart case established this doctrine in Oklahoma.
Yes. Under Oklahoma law, employers cannot terminate employees in retaliation for filing or communicating an intent to file a workers' compensation claim. This is one of the strongest wrongful termination claims in Oklahoma.
If you have a written employment contract specifying termination procedures or 'for cause' only termination, your employer must follow those terms. Breach of contract claims are separate from at-will exceptions and may provide additional remedies.
Deadlines vary by claim type. Discrimination claims require EEOC filing within 180-300 days. Tort claims (like public policy violations) generally have a 2-year statute of limitations. Contract claims have 5 years. Consult an attorney immediately to preserve your rights.
Depending on your claim: back pay from termination to judgment, front pay for future lost earnings, compensatory damages for emotional distress, punitive damages in egregious cases, and attorney's fees in some statutory claims. We document all damages to maximize recovery.
Fired Illegally? Fight Back.
Wrongful termination deadlines are strict. Contact us now for a free, confidential case evaluation.
No Fee Unless We Win