Scorching Injustice: What to Do If You’re Fired Because of Your Race

All too often, dedicated employees find themselves suddenly dismissed under the guise of “restructuring” or “performance issues” when, in reality, their race has played a decisive role. Losing your job in these circumstances can be both financially devastating and deeply demoralizing. Fortunately, federal and state laws provide powerful tools to challenge race‑based terminations—and to hold employers accountable for their unlawful conduct. Below, we outline practical steps you can take if you suspect you were fired because of your race, and explain how Gordon Law Group can guide you through each phase of the process.

Recognizing Race‑Based Termination

• Sudden disciplinary actions or termination following complaints about racial bias
  
• Statements implying you don’t “fit in” because of your background or ethnicity
  
• Disparate treatment compared to coworkers of a different race performing similar duties
  
• Replacement by someone of a different race under suspicious circumstances
  

Race‑based firing often masquerades as legitimate business decisions. An employer might cite “budget cuts” or “performance issues” to mask discriminatory motives. Pay attention to comments that question your ability to succeed because of your race, or to inconsistent enforcement of policies—such as disciplining you for a minor infraction while overlooking the same behavior in others. Identifying these patterns early can strengthen your case and help you gather the evidence you need.

Understanding Your Legal Rights

• Title VII of the Civil Rights Act of 1964 forbids employment discrimination on the basis of race (EEOC Title VII)
  
• The Civil Rights Act’s protections apply to employers with 15 or more employees, including federal, state, and local governments
  
• Many states extend coverage to smaller employers and offer broader remedies under state civil rights statutes
  
• Remedies may include back pay, reinstatement, compensatory and punitive damages, and attorneys’ fees
  

Under federal law, you have the right to work in an environment free from racial animus. If your firing was motivated in whole or in part by race, you can seek relief through the Equal Employment Opportunity Commission (EEOC) or a parallel state agency. State laws—such as the Massachusetts Fair Employment Practices Act—often cover employers with fewer employees and may allow you to recover additional damages. Understanding both federal and local frameworks ensures you pursue the most effective strategy for your situation.

Documenting and Preserving Evidence

• Retain emails, texts, and memos that reference your race or use racially charged language
  
• Keep performance reviews and compare them to those of colleagues of different races
  
• Collect records of any formal or informal complaints you made to HR or management
  
• Obtain written statements from coworkers who witnessed discriminatory remarks or actions
  

A thorough record is critical when challenging a wrongful termination. Save every piece of correspondence that hints at bias—whether it’s an email joking about “cultural fit” or a manager’s text questioning your “background.” If you raised concerns internally, document when and how you did so, and preserve any responses you received. Witness testimony can also be invaluable: ask trusted colleagues to provide brief, written accounts of what they observed. Solid evidence not only bolsters your claim with the EEOC but also strengthens your position if the case proceeds to court.

Filing a Charge with the EEOC or State Agency

• Submit a charge within 180 days of the firing (extended to 300 days in states with a Fair Employment Practices agency) (How to File with the EEOC)
  
• Participate in the intake process, providing a detailed account of discriminatory acts and supporting documents
  
• Consider mediation or conciliation to resolve the dispute without formal litigation
  
• Obtain a “Notice of Right to Sue” if the agency is unable to secure a voluntary settlement
  

Before filing a lawsuit, you must first give the EEOC—or, in many states, the equivalent civil rights commission—a chance to investigate. The charge‑filing process begins with an intake interview and a written statement outlining your allegations. Agencies often encourage early mediation, which can yield faster relief than protracted litigation. If mediation fails, you’ll receive a Notice of Right to Sue, enabling you to file a federal or state court action. Acting promptly is essential: missing the deadline by even a single day can forfeit your right to challenge the firing.

Seeking Skilled Race Discrimination Attorneys

• Free initial consultations to assess the merits of your claim and explain potential outcomes
  
• Contingency‑fee arrangements—no fees unless we recover compensation on your behalf
  
• Decades of trial experience in high‑stakes race discrimination and wrongful termination lawsuits
  
• Personalized advocacy through every stage: negotiation, agency proceedings, and courtroom litigation
  

Race discrimination cases often hinge on nuanced details and complex legal standards. At Gordon Law Group, our employment lawyers have secured landmark verdicts for clients who faced unjust terminations because of their race. We meticulously review your employment history, identify legal theories that apply to your situation, and craft a tailored strategy aimed at maximizing your recovery. Whether pursuing a settlement or taking a case to trial, we provide the resources and expertise you need to stand up to unlawful conduct.

Gordon Law Group Can Help
For over thirty years, Gordon Law Group has represented employees in Boston and nationwide who have been wrongfully terminated because of their race. Visit us at gordonllp.com or explore our employment discrimination practice and wrongful termination services to learn more. Ready to fight back against racial bias? Contact us today or call (800) 403‑7755 for a free consultation. Let our award‑winning team turn up the heat on injustice—and help you secure the justice you deserve.