NOTE: The advice contained in this booklet should not be interpreted as
legal guidance. While this booklet highlights some important legal rights
of employees, it cannot substitute for legal advice by a qualified attorney
familiar with the facts of an individual case.
WHAT TO DO IF YOU’RE FIRED
Hold your anger. It’s an uncomfortable situation for everyone involved. Remember that the one who actually does
the termination is often not the one who made the decision. Avoid the temptation to say or do anything that might
damage your severance negotiations or future references.
Get the termination in writing, with the specific reason(s) listed, if possible.
Seek to agree upon an exit statement that you may offer to future prospective employers. This should be a brief
description — one that’s truthful and shows you in the best possible light — of the reason(s) for leaving the job.
If you were not under contract, negotiate for the most favorable severance package possible. Do this quickly,
while the employer may still feel some obligation or remorse.
If you are a member of a protected class, promptly consult an attorney to discuss whether you might have a
cause for legal action on the basis of discrimination.
If you are a union member covered by a collective bargaining agreement, consult the union steward.
If you consult an attorney for any reason regarding your termination, take the written termination notice (if
available), your written response, a copy of your former employer’s personnel manual, your employment con-
tract if you had one, and copies of all correspondence with your employer. Remember, you are entitled by law
to periodically review your employment file and obtain copies of all documents in that file. Such documentation
may be very important if you are considering a wrongful discharge suit.
Make arrangements to continue your insurance coverages. Under COBRA, you are entitled to continue your
group accident and health coverage for a certain time, at your own expense. (You might try to get this premi-
um in