If your termination felt personal, or needlessly harsh, it’s worth considering whether your employer acted in bad faith. Legally, a bad faith discharge involves more than just poor treatment, it requires conduct that is dishonest, misleading, or unfairly damaging to your reputation or mental health. This could include fabricating performance issues, terminating you in a humiliating manner, or denying you the opportunity to respond to allegations. These cases are highly contextual. What matters is whether your employer crossed the line between business decision and misconduct. If you suspect they did, we can help you assess what happened and what it may be worth.

Yes and for good reason. Proving bad faith involves more than recounting a difficult experience. The law requires specific evidence showing that your employer’s conduct was not just unpleasant, but unreasonable and damaging. That could mean internal emails, shifting explanations for your dismissal, or a pattern of retaliation. A lawyer’s role is to help you organize these facts into a compelling legal argument and to determine whether your case meets the threshold for aggravated or moral damages. In many instances, what seems like a grey area becomes much clearer once we apply the legal framework.

If you’ve been dismissed in bad faith, you may be entitled to compensation above and beyond standard severance. Courts can award aggravated damages for mental distress, and in some cases, punitive damages if the employer’s conduct was especially egregious. These awards are meant to recognize the emotional and reputational harm caused by an employer who acted without decency or fairness. The amount will vary depending on the severity of the misconduct and its impact on your well-being and future prospects. Our lawyers can help quantify your full entitlements and present a strong case for the compensation you deserve.

Timing matters. Although bad faith discharge claims often fall under broader employment or wrongful dismissal actions, they are still subject to legal time limits typically two years from the date of termination. However, certain factors (like ongoing mental health issues or continued attempts at resolution) may affect how that period is calculated. The sooner we can review your case, the more options you’ll have. Evidence is easier to gather, and negotiations can begin while memories and documents are still fresh. If you believe your employer acted unfairly, don’t wait. Early legal advice gives you the best chance at a successful outcome.