Best Wrongful Termination Lawyers in Denver

About Wrongful Termination Law in Denver, United States

Wrongful termination generally means an employee was fired in violation of the law or an employment agreement. In Denver, Colorado, wrongful termination claims can arise under federal statutes such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Family and Medical Leave Act. They also arise under Colorado state law - including the Colorado Anti-Discrimination Act and various state and local labor and whistleblower protections - and under contract or common-law theories such as breach of an express employment contract or termination that violates public policy.

Most Colorado employment is presumptively at-will - meaning either the employer or employee may end the relationship at any time for almost any reason. However, that presumption is limited by anti-discrimination and anti-retaliation laws, statutory protections for certain types of leaves and complaints, contractual promises, and specific public-policy rules. If your firing falls within one of those exceptions, you may have a wrongful termination claim.

Why You May Need a Lawyer

Employment law claims can be legally and factually complex. You may need a lawyer if any of the following apply:

- Your termination appears tied to a protected characteristic - for example, race, sex, religion, disability, age, sexual orientation, or gender identity.

- You were punished or fired after reporting discrimination, safety violations, wage violations, or illegal activity - that may be unlawful retaliation or a whistleblower issue.

- You signed an employment contract, severance agreement, or have handbook promises that may affect your rights.

- Your employer offered a severance package in exchange for a release - a lawyer can explain whether the offer is fair and enforceable and negotiate terms.

- The matter involves regulatory claims - for example, FMLA, wage-and-hour, or government employment - which often require administrative filings first.

- You need help preserving evidence, calculating damages such as back pay and front pay, or seeking reinstatement.

- You want to understand likely remedies, statute-of-limitations deadlines, and whether to pursue administrative agency claims or file a lawsuit.

Local Laws Overview

Key legal aspects to understand in Denver and Colorado include the following:

- At-will employment - Colorado presumes at-will employment unless there is an express contract or other exception. But at-will status does not permit unlawful discrimination or retaliation.

- Anti-discrimination protections - Colorado law (the Colorado Anti-Discrimination Act) and federal law prohibit employment discrimination on a variety of protected grounds. Colorado and Denver often include protections for sexual orientation and gender identity in addition to federal categories.

- Anti-retaliation and whistleblower laws - Both federal and state laws protect employees who file complaints about illegal conduct, safety violations, wage claims, or who participate in investigations. Public employees may have additional whistleblower protections under state law.

- Leave protections - Federal FMLA rights may apply to eligible employees. Colorado also has state-level leave and paid-leave programs that can affect termination disputes - and local Denver ordinances can impose additional employer obligations.

- Administrative procedures - Many discrimination and some other employment claims require filing with a government agency before bringing a court lawsuit. In Denver the relevant agencies include the U.S. Equal Employment Opportunity Commission (EEOC), the Colorado civil rights enforcement agency, and local city offices that handle discrimination complaints. Agencies may offer mediation, investigation, and issuance of right-to-sue documentation.

- Remedies and caps - Remedies can include back pay, front pay, reinstatement, compensatory damages, and sometimes punitive damages. Federal statutes can impose damage caps based on employer size; state law and contract claims have different remedies and limits.

Because federal, state, and local rules overlap, and because deadlines and procedures differ by claim type, early legal advice is important.

Frequently Asked Questions

What counts as wrongful termination in Denver?

Wrongful termination occurs when an employee is fired for an unlawful reason - for example, discrimination based on a protected characteristic, retaliation for protected activity, breach of an employment contract, or termination that violates a clear public policy. The factual circumstances matter - a termination that seems unfair is not necessarily unlawful.

Can I be fired if I am an at-will employee?

Yes - at-will employees can generally be terminated for almost any lawful reason or no reason. But employers cannot fire employees for unlawful reasons such as discrimination, retaliation, exercising statutory rights, or in violation of an express employment contract or specific statutory protections.

How soon do I need to act after a wrongful termination?

Deadlines vary by claim type. Administrative claims to agencies like the EEOC or the state civil rights agency must be filed within specific timeframes measured in months - and court claims have statute-of-limitations deadlines measured in months or years. Because deadlines can be short and different for different claims, act promptly and consult an attorney as soon as possible.

Do I have to file with the EEOC or a Colorado agency before suing?

For many federal discrimination claims you must first file a charge with the EEOC or a state or local fair employment practices agency. Colorado also has a civil rights agency that handles state-law discrimination claims. Administrative filing often is a prerequisite to bringing a federal lawsuit and can affect deadlines, so understanding the proper filing path is important.

What damages can I recover if my termination was wrongful?

Possible remedies include back pay for lost wages, front pay if reinstatement is not practical, reinstatement, compensation for emotional distress and other non-economic harms, and punitive damages in certain cases. Some federal statutes cap compensatory and punitive damages based on employer size. Contract claims may lead to contract damages, which differ from statutory remedies.

What should I do immediately after being fired?

Document the termination details - dates, what was said, who was present, and any written notices. Preserve emails, texts, performance reviews, termination letters, personnel files, pay records, and any evidence of discriminatory or retaliatory conduct. Don’t delete electronic communications. Consider requesting copies of your personnel file and any separation documents in writing.

Should I sign a severance agreement or release?

Be cautious. Severance agreements often require you to release legal claims in exchange for payment or benefits. A lawyer can review the agreement, explain what rights you would be waiving, identify whether the waiver is knowing and voluntary, and negotiate better terms. Do not sign anything before getting advice if you believe you have a claim.

Will my case go to trial?

Many employment disputes resolve through settlement, mediation, or administrative conciliation. Whether a case goes to trial depends on the strength of the evidence, the willingness of both sides to negotiate, and strategic considerations. A lawyer can assess the likely outcomes and advise on the best path.

How much does an employment lawyer cost?

Fee arrangements vary. Many employment lawyers offer free initial consultations. Common fee structures include contingency fees - where the lawyer is paid a percentage of any recovery - hourly billing, or flat fees for particular services. Ask about fees, costs, and who pays litigation expenses during your first meeting.

How do I choose the right lawyer in Denver?

Look for lawyers with experience in employment law and wrongful termination, familiarity with Colorado and Denver-specific rules, and good client references. Ask about their track record with similar claims, fee structure, litigation and settlement experience, and how they will communicate with you throughout the case. Consider an initial consultation to evaluate fit.

Additional Resources

Contact or research the following types of organizations and agencies for guidance, forms, and complaint processes:

- Federal agencies that enforce employment laws and provide intake and guidance.

- The U.S. Equal Employment Opportunity Commission - handles discrimination charges under federal statutes.

- Colorado state civil rights and labor agencies - enforce state anti-discrimination laws and wage-hour rules.

- City and County of Denver offices that handle discrimination and human rights complaints - these offices may offer local intake, mediation, and guidance on local ordinances.

- U.S. Department of Labor - for wage-and-hour, FMLA, and related federal protections.

- Colorado Bar Association lawyer referral services and local legal aid organizations - for help finding counsel or low-cost representation.

- Community legal clinics and law school clinics - which sometimes assist with employment matters for qualifying individuals.

Contact these agencies or organizations directly to confirm procedures, forms, and timeframes specific to your situation.

Next Steps

Follow these practical steps if you believe you were wrongfully terminated:

- Document everything - write a dated account of what happened, preserve emails, texts, performance reviews, pay stubs, termination notices, and any other relevant records.

- Review any written agreements - look for employment contracts, offer letters, handbooks, and any severance or release documents.

- Preserve evidence - do not destroy or alter documents, and save electronic communications related to your employment and termination.

- Consider an agency filing - determine whether you need to file with a local, state, or federal agency before filing a lawsuit and calendar applicable deadlines.

- Get legal advice - consult an experienced employment lawyer for an initial assessment and to discuss strategy, potential remedies, and fee options.

- Be cautious with communications - avoid posting detailed complaints about the situation on public social media and be careful in written responses to your former employer.

- Evaluate settlement offers carefully - a lawyer can help you understand whether an offer is fair and whether signing a release is advisable.

- Keep looking - if you need income, document your job search and short-term employment efforts, as these actions can affect damage calculations.

Employment disputes are time-sensitive and fact-specific. Seeking prompt, informed legal advice can protect your rights and improve the chances of a favorable result.