Can I sue for wrongful termination in Washington?

Yes, if your termination falls within a recognized exception to at-will employment [§ 49.46.005]. You may need to file an administrative complaint first before bringing a lawsuit.

What damages can I recover?

Available remedies vary by claim type but may include back pay, reinstatement, and other compensatory relief.

How long do I have to file?

Deadlines vary by claim type. Discrimination claims must be filed within 6 months to file an administrative complaint with WSHRC (1 year for real estate transaction and pregnancy discrimination complaints; 2 years for whistleblower retaliation complaints); 3 years to file a civil action under the general limitations period for injury to the person or rights of another. Other claims may have different limitations periods.

Do I need an attorney?

Wrongful termination cases are complex. An experienced employment attorney can evaluate your case and significantly improve your chances of success.

Topic guideUpdated 2026-02-27

Wrongful Termination in Washington — Know Your Rights

Q: What makes a termination "wrongful"?

A termination is wrongful if it violates a statute, public policy, or an employment contract. Washington Law Against Discrimination prohibits discharging or otherwise discriminating against any person for opposing practices forbidden by the WLAD or for filing a charge, testifying, or assisting in a WLAD proceeding; the Industrial Safety and Health Act separately prohibits discharge or discrimination against employees for filing safety complaints, instituting or testifying in proceedings, or exercising rights under that chapter (complaint to the director within 90 days).

At-will exceptions, public policy protections, and how to challenge an illegal firing in Washington.

While Washington follows the at-will employment doctrine §49.46.005, not all terminations are lawful. Wrongful termination occurs when a firing violates the law. Washington Law Against Discrimination prohibits discharging or otherwise discriminating against any person for opposing practices forbidden by the WLAD or for filing a charge, testifying, or assisting in a WLAD proceeding; the Industrial Safety and Health Act separately prohibits discharge or discrimination against employees for filing safety complaints, instituting or testifying in proceedings, or exercising rights under that chapter (complaint to the director within 90 days).

When Is Termination Wrongful?

Termination may be wrongful if it violates:

A state or federal anti-discrimination law §49.60.180

The public policy of Washington

An express or implied employment contract

Anti-retaliation provisions (for reporting illegal conduct, filing complaints, or exercising statutory rights)

At-Will Exceptions in Washington

Recognizes public policy exception and limited implied contract exception; Washington has extensive statutory protections; Thompson v. St. Regis Paper Co. recognized robust implied contract exception through employee handbooks §49.46.005.

Filing a Wrongful Termination Claim

To pursue a wrongful termination claim in Washington:

Document the circumstances of your termination immediately

Preserve all relevant communications, performance reviews, and employment records

File a complaint with the Washington State Human Rights Commission (WSHRC) within the applicable deadline

Consider filing a charge with the EEOC for federal claims

Consult with an employment attorney to evaluate your case

⚠The Statute of limitations for wrongful termination claims varies by theory. Public policy claims may have different deadlines than discrimination claims. Act quickly.

✓If you are offered a severance agreement, have an attorney review it before signing. Severance agreements often contain waivers of your legal rights.

Prepare for Your Consultation

Quick checklist (Employment Law)

Gather these before your first consultation.

Employment records

(pay stubs, contracts, offer letters)

Communication evidence

(emails, texts, performance reviews)

Witness information

(coworkers who can corroborate)

General preparation tips only. Specific needs depend on your state and employment situation.

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