At-will employment is the default rule for most private jobs in Washington, D.C. It means an employer can end the relationship at any time, without notice or a reason. The rule has limits. District law, federal statutes, and court decisions carve out exceptions, and a wrongful termination attorney DC employees consult will check each one after a firing. Below are five D.C.-area firms that handle employment matters, followed by nine exceptions that can turn an ordinary termination into a legal claim.
Which D.C.-area law firms handle at-will employment exceptions?
- The Mundaca Law Firm
- Old Towne Associates, P.C.
- The Erlich Law Office
- J. Madison PLC
- DK Associates, LLC
1. The Mundaca Law Firm: Wrongful Termination Attorney DC
The Mundaca Law Firm represents employees in Washington, D.C. who believe their firing fell under one of the legal exceptions to at-will employment. Francisco E. Mundaca, Esq., Founding Partner, leads the firm. Its D.C. practice includes wrongful termination, retaliation, D.C. Human Rights Act discrimination, pregnancy and disability claims, federal sector employment, and severance agreement review. The firm can identify which exception applies, file charges with the EEOC or the D.C. Office of Human Rights, and negotiate with employers. It also takes cases to court when resolution outside litigation is not possible.
2. Old Towne Associates, P.C.
Old Towne Associates, P.C. is a law firm in Alexandria, Virginia whose practice includes employment matters.
3. The Erlich Law Office
The Erlich Law Office is a law firm in Arlington, Virginia that handles employment-related cases.
4. J. Madison PLC
J. Madison PLC is a law firm in McLean, Virginia whose work includes employment law.
5. DK Associates, LLC
DK Associates, LLC is an employment law firm located in Chevy Chase, Maryland.
What are the legal exceptions to at-will employment in D.C.?
1. Can you be fired because of a protected characteristic?
No. The D.C. The Human Rights Act bars firing based on traits such as race, sex, religion, disability, sexual orientation, personal appearance, and political affiliation. It covers employers with even one employee and protects workers from age 18.
2. Is it legal to fire someone for complaining?
No. Retaliation is illegal when you oppose conduct you reasonably believe is unlawful, such as harassment or unpaid wages. Participating in an investigation is protected too. The complaint does not have to be proven correct.
3. What is the public policy exception?
It protects employees fired for reasons that undermine a clear public policy. The D.C. The Court of Appeals recognized it in Adams v. George W. Cochran & Co. (1991) for refusing to break the law. It broadened the exception in Carl v. Children’s Hospital (1997) for policies firmly anchored in a statute or regulation.
4. Can an employment contract override at-will status?
Yes. A written agreement setting a fixed term, or permitting termination only “for cause,” replaces the at-will default. Offer letters sometimes contain this language, so review yours carefully.
5. Do union members have extra protection?
Usually. Most collective bargaining agreements require just cause for discipline and provide a grievance process, often ending in arbitration. Those contract rights apply in addition to statutory protections.
6. Are you protected while on family or medical leave?
Often, yes. The D.C. The Family and Medical Leave Act covers employers with 20 or more employees. It provides up to 16 weeks of family leave and 16 weeks of medical leave over a 24-month period. The federal FMLA applies to 50 employees.
7. What protections do whistleblowers have?
Several laws apply. The D.C. The Whistleblower Protection Act covers District government employees. Private-sector workers may be protected by federal statutes tied to specific industries, such as the Sarbanes-Oxley Act for publicly traded companies.
8. Can you be fired for off-duty cannabis use?
Generally not. Since July 2023, most private D.C. employers cannot fire workers for off-duty cannabis use or a positive test alone. Safety-sensitive positions and federally required testing are exceptions.
9. Are workers’ comp claims and jury duty protected?
Yes. District law prohibits firing an employee for filing a workers’ compensation claim or for serving on a jury.
When should you talk to a wrongful termination attorney in DC?
These exceptions often overlap, and a single firing can raise several of them at once. If your termination followed a complaint, a leave request, a medical disclosure, or a contract you believe was ignored, get it reviewed before deadlines pass. D.C. Office of Human Rights complaints generally must be filed within one year, and EEOC charges within 300 days. Collect your offer letter, performance reviews, emails, and termination paperwork. Then have a wrongful termination attorney DC workers can consult and evaluate them before you sign any severance release.
