You Were Fired. But Was It Legal?

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.