Being fired is never easy—but when your termination is connected to a disability, the emotional and financial toll can be even more devastating. Fortunately, both federal and Maryland state laws protect employees from being fired because of a disability. If you believe you were wrongfully terminated due to a physical or mental health condition, you may have a valid legal claim.
In this post, we’ll walk through how disability discrimination and wrongful termination intersect in Maryland, your legal rights, and what steps you can take if you’ve been treated unfairly.
What Counts as a Disability Under the Law?
The federal Americans with Disabilities Act (ADA) and the Maryland Fair Employment Practices Act (FEPA) both prohibit employers from discriminating against qualified individuals with disabilities.
A disability is defined broadly and includes:
- Physical conditions (e.g., mobility impairments, chronic illnesses, cancer)
- Mental health conditions (e.g., anxiety, depression, PTSD)
- Other long-term impairments that limit one or more major life activities
Importantly, you don’t need to be completely unable to work to be protected. If your condition limits your ability to perform certain job tasks—and you’re still qualified to do the job with or without reasonable accommodations—you are likely protected.
Common Examples of Disability Discrimination That Lead to Wrongful Termination
Disability-related wrongful termination can happen in subtle or overt ways. Some examples include:
- Firing an employee after they disclose a disability
- Terminating someone for requesting a reasonable accommodation
- Letting go of an employee after they return from medical leave
- Targeting an employee with a disability during layoffs
- Claiming “performance issues” shortly after the employee discloses a medical condition
In many of these cases, the employer may attempt to justify the termination with vague reasons, such as “not a good fit” or “business needs,” which can mask discriminatory motives.
What Are “Reasonable Accommodations”?
Under the ADA and Maryland law, employers are required to provide reasonable accommodations to employees with disabilities—unless doing so would cause an undue hardship for the business.
Examples of reasonable accommodations include:
- Modified work schedules
- Remote work options
- Ergonomic equipment
- Extra break time for medical needs
- Reassignment to a vacant position
- Extended medical leave (within reason)
If you were terminated after requesting one of these accommodations—or your request was ignored altogether—it may be grounds for a wrongful termination claim.
What Should You Do If You Suspect Disability Discrimination?
If you believe your disability played a role in your termination, it’s important to take action quickly. Here’s what to do:
1. Gather Evidence
Document everything, including:
- Your disability diagnosis and treatment (with your permission)
- Requests for accommodations and your employer’s response
- Any discriminatory comments or behavior
- Emails or notes related to your termination
- Witnesses who can support your account
2. File a Complaint
You may file a charge of discrimination with the U.S. Equal Employment Opportunity Commission (EEOC) or the Maryland Commission on Civil Rights (MCCR). In most cases, you must do this within 300 days of the termination date.
3. Consult a Wrongful Termination Attorney
Disability discrimination cases can be complex, and employers often try to hide illegal motives behind performance or restructuring claims. An experienced Maryland employment lawyer can help you evaluate your case, gather evidence, and pursue justice.
Can Your Employer Claim You Were “Unfit” to Do the Job?
Employers often argue that the employee was simply unable to perform the essential functions of the job. However, if you could perform those tasks with reasonable accommodations, the law is on your side.
Maryland courts consider:
- Whether the accommodation was reasonable
- Whether you were performing the core duties of the job
- Whether the employer explored alternatives before terminating you
If your employer failed to engage in a good-faith interactive process to explore accommodations, this strengthens your case significantly.
What Compensation Can You Receive?
If you win a wrongful termination case based on disability discrimination, you may be entitled to:
- Back pay (lost wages and benefits)
- Front pay (future lost earnings)
- Emotional distress damages
- Reinstatement (in some cases)
- Attorney’s fees and legal costs
- Punitive damages, if your employer acted maliciously
Settlements or jury awards can vary widely depending on the strength of the evidence and the circumstances of the termination.
Final Thoughts
Being fired due to a disability is not just unfair—it’s illegal. Both federal and Maryland laws provide strong protections for workers with disabilities. If you were terminated after disclosing a medical condition, requesting accommodations, or returning from medical leave, you may have been wrongfully terminated.
Don’t face this alone. Speak to a trusted Maryland wrongful termination lawyer to understand your rights and take the first step toward justice. We recommend wrongful termination attorney dc.
