When a firing lands right after something the law protects, the timing itself becomes evidence. Courts call this temporal proximity, meaning the closeness in time between a protected activity and an adverse action like termination. Wrongful Termination Lawyers Maryland often start a case review by building a timeline, because timing can reveal what an employer’s paperwork won’t. Timing alone rarely wins a case. In Clark County School District v. Breeden (2001), the U.S. Supreme Court said it must be “very close” to carry weight on its own. Some federal decisions in the Fourth Circuit, which covers Maryland, have found gaps of three or four months too long without other evidence. Below are ten timing patterns worth a closer look, followed by Annapolis-area law offices you can contact.
Which timing patterns suggest a termination was unlawful?
1. Were you fired within days or weeks of complaining to HR?
A short gap between a complaint and a firing is the classic retaliation pattern. Complaints about harassment, discrimination, or unequal pay are protected under Title VII and Maryland’s Fair Employment Practices Act. Note the date of your complaint and the date your manager learned about it, since the employer must have known for retaliation to apply.
2. Did the firing follow soon after you announced a pregnancy?
A termination shortly after sharing pregnancy news can point to sex discrimination. The federal Pregnant Workers Fairness Act, in effect since June 2023, also requires employers with 15 or more employees to reasonably accommodate pregnancy-related limitations.
3. Did you lose your job after requesting an accommodation?
Asking for a disability accommodation is protected activity under the Americans with Disabilities Act. The ADA expects an interactive process, meaning a good-faith exchange between employer and employee about what adjustments might work. A firing that replaces that conversation is a warning sign.
4. Were you let go shortly after returning from FMLA leave?
The Family and Medical Leave Act generally requires employers to restore returning employees to the same or an equivalent position. A termination days after you return, especially one blamed on problems that arose while you were out, deserves scrutiny.
5. Were you fired just before becoming eligible for FMLA?
FMLA eligibility begins after 12 months and 1,250 hours of work. If you told your employer about an upcoming surgery or birth and were fired weeks before reaching that threshold, some courts have allowed claims to proceed.
6. Did the firing follow a workplace injury report?
Maryland Labor and Employment Article § 9-1105 prohibits firing an employee solely for filing a workers’ compensation claim. A termination soon after an injury report, before or after the claim is formally filed, is a timeline worth documenting.
7. Did the termination come right before a bonus, commission, or vesting date?
Being fired just before money comes due can point to an unlawful motive. Under Maryland’s Wage Payment and Collection Law, earned commissions and bonuses can count as wages owed. Section 510 of ERISA prohibits firing someone to interfere with retirement or health plan benefits, such as a pension set to vest the following month.
8. Were you fired after your employer learned of your EEOC charge?
Filing a charge is protected, and the EEOC generally notifies the employer within 10 days. A termination that follows that notice is a strong retaliation pattern. The same protection applies to charges filed with the Maryland Commission on Civil Rights.
9. Did you lose your job after reporting a safety problem?
Safety complaints are protected under Section 11(c) of the Occupational Safety and Health Act. The deadline is short: a retaliation complaint must reach OSHA within 30 days of the firing.
10. Were you terminated after receiving military orders?
The Uniformed Services Employment and Reemployment Rights Act (USERRA) prohibits discrimination based on military service. A firing soon after you gave notice of deployment or training orders may violate that law.
Most discrimination and retaliation charges in Maryland must be filed within 300 days of the termination, so build your timeline early.
Which Annapolis-area law offices can you contact?
- The Mundaca Law Firm
- Drew Cochran, Attorney at Law
- Law Offices of Debra A. Saltz, LLC
- Seth Okin Criminal Defense Attorney
- Law Office of Peter S. O’Neill
1. The Mundaca Law Firm: Wrongful Termination Lawyers Maryland
Francisco E. Mundaca, Esq., Founding Partner, leads The Mundaca Law Firm, which represents Maryland employees from its Annapolis office. The firm reviews terminations that follow complaints, protected leave, pregnancy announcements, and accommodation requests. Its practice includes retaliation, disability discrimination, and pregnancy and breastfeeding discrimination claims. It also negotiates severance agreements and represents federal sector employees.
2. Drew Cochran, Attorney at Law
A law office on Franklin Street in downtown Annapolis. Contact the office to ask whether it handles employment matters.
3. Law Offices of Debra A. Saltz, LLC
A law practice on Chesapeake Avenue in Annapolis. Reach out directly to confirm which cases it accepts.
4. Seth Okin Criminal Defense Attorney
A law office on Ritchie Highway in Glen Burnie. Ask about its practice areas before scheduling a meeting.
5. Law Office of Peter S. O’Neill
A law practice on Baltimore Annapolis Boulevard in Glen Burnie. Check with the office on whether your situation fits its practice.
How should you use your timeline?
Dates are some of the most persuasive evidence in an employment case, and they fade from memory fast. Write down when you complained, requested leave, reported an injury, or disclosed a pregnancy or disability. Then record every change that followed. Bring that timeline to Wrongful Termination Lawyers Maryland employees can consult. It is often the clearest way to show whether a firing was about performance or about something the law protects.
