It is important to recognize that not all NJ employment terminations are unlawful. In New Jersey, as in most states, employment is at-will. That means that generally either an employee or an employer can terminate the employment relationship at-will – at any time, for any reason or for no reason.
There are several exceptions to that general rule and many cases of wrongful termination in NJ, however. An employer is not permitted to terminate an employee for a discriminatory purpose. At Schorr & Associates, our top employment discrimination lawyers in NJ fight against discrimination in the workplace every day. An employer may not retaliate against an employee for whistleblowing or for filing a workers compensation claim. An employer may also face liability if the termination is in violation of a contract or collective bargaining agreement. Finally, an employer may not terminate an employee for a reason that would violate public policy, including, in some instances, constitutional violations.
Learn more about these causes of action regarding wrongful termination in NJ below.
The New Jersey Law Against Discrimination (NJLAD), New Jersey’s Conscientious Employee Protection Act (CEPA), the New Jersey Civil Rights Act (NJCRA), the...Read More
New Jersey’s Conscientious Employee Protection Act (CEPA) is one of the broadest and most powerful whistleblower protection statutes in the United States. CEPA protects...Read More
Breach Of ContractRead More
Discriminatory TerminationsRead More
Public Policy Violations
In addition to discrimination and whistleblowing retaliation, an employer may face liability if an employee has been terminated in violation of public policy. These public policy claims...Read More