Serving the State of New Hampshire Since 1908

Wrongful Termination Attorneys in New Hampshire

Protecting Your Rights as a Worker

Regardless of the circumstances, people who are fired from their job often feel that their termination was unfair and unjust. But in the United States, employers can fire their workers for almost any reason — or no reason at all. In many cases, employers are within the law when terminating an employee, even if the worker feels that they did not deserve to be fired.

Although many reasons for termination are considered lawful, there are reasons that are explicitly prohibited under the law. Defined as “wrongful termination,” these instances involve firings reasons that violate the law or public policy. In these cases, terminated employees can bring a lawsuit against their employer for damages, and potentially recover compensation for losses.

At Upton & Hatfield, LLP, our wrongful termination lawyers in New Hampshire can represent you if you have been fired for an unlawful reason. Our firm has been in business for over 100 years; we are prepared to apply our decades of experience to help you and protect your rights.

If you are interested in speaking with our legal team, send us a message or call (603) 716-9777 to schedule a consultation.

What is At-Will Employment?

When starting a new job, you may notice language in your onboarding paperwork that describes your employment as “at-will.” Essentially, at-will employment means a worker can be fired at any time, and for any reason — as long as no laws or public policy are violated. Employers do not have to provide the terminated employee or anyone else with a reason for the firing.

Although a reason for firing may not be directly expressed, it can often be inferred. When a reason for termination appears to be against the law, the worker could have a wrongful termination case.

What is Considered as “Wrongful Termination”?

The termination of an employee is considered as “wrongful” if the reason for termination was based on reasons that are unlawful or violate public policy. At-will employment permits the termination of employees for many different reasons, but does prohibit firings if labor laws or public policy are violated.

The termination of an employee may be considered wrongful if it is based on:

  • Discrimination — An employer may terminate a worker based on the worker’s race, religion, nationality, sex, gender identity, sexual orientation, or other facet of their identity. Terminating an employee for this reason is discrimination, and is illegal.

  • Contract violations — The termination of an employee may be a violation of an agreement between the worker and their employer.

  • Retaliation — An employee may be fired as retaliation for reporting injustices, filing a workers’ compensation claim, protesting, or other reasons. As long as the employee’s actions are justified, firing them as a response is unlawful.

  • Other employment law violations — There are many other termination reasons that can be considered wrongful. For example, terminations that violate workers’ compensation laws, the Family and Medical Leave Act (FMLA), or the Fair Labor Standards Act (FLSA) would be considered wrongful.

Whistleblower Cases

In cases of wrongful termination in which retaliation is involved, the terminated employee may be considered a “whistleblower.” Whistleblower cases involve instances in which a worker is fired for exposing their employer’s unlawful or unjust actions. For example, a worker may report their employer for committing fraud or producing dangerous products. If the worker is fired in response to their reports, a wrongful termination case would be appropriate.

Do I Need a Wrongful Termination Lawyer?

You may need to hire a New Hampshire wrongful termination lawyer if you have been fired from a job and believe the reason for your termination was unlawful. Our legal team can advise you on your rights as a worker, and can help you understand the violations that have been committed. We will represent you in your case against your employer and ensure they are held accountable for their actions.

Contact Us to Discuss Your Case

Contact our firm if you have been fired for an unjust reason and are interested in filing a case. We will provide guidance throughout the legal process and ensure your rights are protected.

Complete our contact form or call (603) 716-9777 for a consultation with our New Hampshire wrongful termination attorneys.

Representative Matters

  • McPadden v. Walmart McPadden v. Walmart

    Achieved a jury verdict of over 31M in a gender discrimination, whistleblower, and wrongful termination lawsuit against Walmart.

  • Employment Discrimination L’Etoile v. New England Finish Systems, Inc.

    Gender discrimination/hostile environment; U.S. District Court for the District of New Hampshire; Jury awarded $200,000.00 in compensatory damages and $200,000.00 in punitive damages (plus pending Motion for Attorneys’ Fees and Costs of $252,000.00)

  • Employment Discrimination Cook v. Environmental Compliance Specialists, Inc.

    Wrongful termination; Rockingham County Superior Court; Jury awarded $164,000.00 in lost wages and future lost wages, emotional distress damages and enhanced compensatory damages

  • Employment Discrimination Race and National Origin Discrimination

    A client was treated poorly by coworkers on the basis of the client’s race and the employer took adverse employment action against the client because of the coworkers’ actions.

  • Employment Discrimination Whistleblower Retaliation

    An employer terminated a client after the client complained about workplace safety issues.

  • Employment Discrimination Estate of Cheryl Sweeney v. Allard Nazarian Group, Inc. d/b/a Granite State Manufacturing

    Wrongful termination; Hillsborough County Superior Court Northern District; Jury awarded $55,000.00 in lost wages and benefits, $150,000.00 in compensatory damages and $275,000.00 in enhanced compensatory damages.

  • Employment Discrimination Boisvert v. Sears, Roebuck & Co.

    Gender discrimination under Title VII - U.S. District Court for the District of New Hampshire, Total Verdict - $1,168,500

  • Employment Discrimination Martineau v. City of Concord

    U.S. District Court for the District of New Hampshire, 93-268-M, $297,000.00 in damages.

  • Employment Discrimination Gender Discrimination

    An employer demoted a client after a superior treated the client negatively for nonconformance with gender stereotypes.

  • Employment Discrimination Pregnancy Discrimination

    An employer took adverse employment action against an employee because the employee did not perform work during a maternity leave.

  • Employment Discrimination Sexual Orientation Discrimination

    A client was harassed and discriminated against based on the client’s sexual orientation.

  • Employment Discrimination Wage Law Violation

    An employer failed to pay a client a bonus pursuant to a bonus plan.

  • Employment Discrimination Gender Identity Discrimination

    A client was harassed and ultimately terminated after transitioning from male to female.

  • Employment Discrimination Heidi McKee v. NGS Dental, PLLC

    Wrongful termination and violation of RSA 275-E - Grafton County Superior Court, 215-2011-CV-00087, Verdict $224,000 in damages plus attorney’s fees, costs and interest to be determined by the court

  • Employment Discrimination Age Discrimination

    An employer asked an older client about retirement plans and then terminated the client.

  • Employment Discrimination Disability Discrimination and FMLA Retaliation/Interference

    A client communicated to an employer about a disability and a need for leave and the employer then terminated the client.

  • Employment Discrimination Gender Discrimination

    A female client was paid less than men for performing comparable work.

  • Employment Discrimination Madeja v. MPB Corporation d/b/a Split Ballbearing

    Sexual harassment and retaliation, Sullivan County Superior Court.

  • Employment Discrimination Karen Pepin v. PC Connection Inc. and Gov Connection Inc.

    Verdict of $277,903.00 in gender/pregnancy discrimination and retaliation case. Claim for front pay and attorneys’ fees and costs was to be filed when case resolved (2010).

  • Employment Discrimination Chadick v. City of Nashua

    Verdict of $200,000.00 in lost wages, compensatory damages and enhanced compensatory damages, plus attorneys’ fees and costs in gender discrimination case (2001).


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Developed Client by Client
  • “Having minimal experience with the legal system, I was grateful for the ease and timeliness of Upton and Hatfield’s response to my employment litigation request.”

    - Jackie D
  • “The attorneys and staff at the Hillsborough office were very knowledgeable and helpful. I have also used them for estate planning and have recommended them to many of my friends and family.”

    - Amanda V.
  • “Heather Burns and Michael McGrath were a methodical and dedicated team throughout my medical malpractice case. They were relentless in their search for every detail and aspect of their findings. They left no stone unturned.”

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