Calculate the potential value of your wrongful termination or employment discrimination case. Our calculator applies federal and state employment laws, EEOC requirements, and your documented damages.
It combines back pay (wages lost from firing to resolution), front pay (future lost earnings), lost benefits, and emotional-distress damages. Discrimination and retaliation cases can add punitive damages and attorney fees, which is why they settle higher than a simple breach-of-contract claim.
Reported outcomes range widely — from around $10,000 for basic claims to $100,000 or more for well-documented discrimination or retaliation cases, with high earners and egregious conduct higher still. These are general figures, not a prediction for your case.
Almost certainly — every U.S. state except Montana follows at-will employment. That means the firing is only actionable if it falls into an exception: discrimination, retaliation, breach of contract, or violation of public policy.
For federal discrimination claims (Title VII, ADA, ADEA), yes. You must file an EEOC charge within 180 days of the adverse action (300 days where a state/local agency also covers it), then sue within 90 days of the right-to-sue letter.
It depends on the claim: the EEOC charge deadline (180–300 days) usually comes first, while contract and statutory claims have their own statutes of limitations that vary by state. See your state’s page for the specific deadline and act promptly.
Retaliation is an adverse action (firing, demotion, discipline) taken because you engaged in protected activity — filing a complaint, requesting accommodation or FMLA leave, reporting harassment or safety violations, or participating in an investigation.
You can be fired for unrelated, legitimate reasons, but firing you because you took FMLA leave or filed a workers’ comp claim is unlawful retaliation. Timing and the employer’s stated reason are key evidence.
It’s strongly advisable. Employment cases turn on strict deadlines and evidence, and many discrimination statutes shift attorney fees to the employer if you win — so many employment attorneys take strong cases on contingency.
Preserve everything: save emails and texts, download your performance reviews and personnel file, write down what was said and when, and avoid signing a severance release before you understand what claims you may be giving up.
How Wrongful Termination Damages Add Up
A wrongful termination award is built from several stacking components. Discrimination and retaliation cases reach the higher end because they add punitive damages and attorney fees on top of lost pay.
Back pay
Wages and benefits you lost from the date of termination until the case resolves — usually the single largest component.
Front pay
Estimated future lost earnings when reinstatement isn’t realistic, often measured until you could reasonably find comparable work.
Emotional distress
Compensation for the anxiety, humiliation, and harm to reputation caused by an unlawful firing.
Punitive damages & attorney fees
Available in discrimination and retaliation cases to punish the employer and to make the case economically viable to bring.
Illustrative example — $60,000 earner, 8 months out of work
Back pay (8 months)
$40,000
Front pay (est. future loss)
+$20,000
Emotional distress
+$25,000
Illustrative range (before fees/punitives)
~$85,000
This is an illustration only — your actual value depends on your wages, how long you’re out of work, the strength of the evidence, and your state’s law. Use the calculator above for an estimate from your own facts.
The Exceptions to At-Will Employment
Almost every state is “at-will,” so the question isn’t whether the firing was unfair — it’s whether it was illegal. These are the recognized exceptions:
Discrimination
Firing based on a protected class — race, sex, age (40+), disability, religion, national origin, pregnancy — violates Title VII, the ADA, the ADEA, and state law.
Retaliation
Punishing you for protected activity: filing a complaint, requesting FMLA leave, reporting harassment, whistleblowing, or filing a workers’ comp claim.
Breach of contract
An employment agreement, offer letter, or handbook promise can override at-will status and create enforceable job protections.
Public policy
You can’t be fired for refusing to break the law, performing a legal duty like jury service, or exercising a legal right.
The EEOC Process (Don’t Miss This Deadline)
For federal discrimination claims you must go through the EEOC before you can sue — and the clock is short.
1
File a charge
Submit an EEOC charge generally within 180 days of the adverse action — 300 days where a state or local fair-employment agency also has jurisdiction.
2
Investigation or mediation
The EEOC may investigate, offer mediation, or defer to a state agency. Many cases resolve at this stage.
3
Right-to-sue letter
Once the EEOC closes its file (or 180 days pass), it issues a Notice of Right to Sue.
4
File suit
You then have 90 days from that notice to file a federal lawsuit — a separate, very short deadline.
What Makes Your Case Stronger
Timing
A firing close on the heels of a complaint, leave request, or protected activity suggests retaliation.
Documentation
Emails, texts, performance reviews, and written policies — especially positive reviews shortly before termination.
Comparators
Evidence that similarly situated employees outside your protected class were treated better.
Pretext
Shifting or inconsistent reasons for the firing, or a stated reason contradicted by the record.
Information on this page reflects current state laws as of 2026-03-07. This tool provides estimates for informational purposes only and does not constitute legal advice. Verify current rules with a licensed attorney before making decisions about your case. Learn about our methodology.
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