Wrongful Termination in Maine
Reviewed by DocDraft Legal Team - Maine - Last updated November 12, 2026
Wrongful termination in Maine means a firing that breaks a statute, such as the Maine Human Rights Act or the Whistleblowers' Protection Act, or a contract. A complaint must be filed with the Maine Human Rights Commission not more than 300 days after the alleged act of unlawful discrimination, and the Human Rights Act reaches employers of any size. A lawsuit must be commenced not more than 2 years after the act complained of, or 90 days after certain Commission actions, whichever is later. Final wages are due no later than the next established payday.
Find out where you stand in Maine
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What counts as wrongful termination in Maine?
A firing in Maine is wrongful when it breaks a law or a contract. Examples include discrimination barred by the Maine Human Rights Act, and discharge or other discrimination because of protected activity under the Whistleblowers' Protection Act. Not every unfair firing is unlawful, so match the facts to a specific rule.
Where do you file a discrimination complaint in Maine, and by when?
File with the Maine Human Rights Commission not more than 300 days after the alleged act of unlawful discrimination. The Maine Human Rights Act reaches employers with any number of employees. EEOC charges (15+ employees, 20+ for age) are due within 300 days from the date of harm.
How long do you have to sue for wrongful termination in Maine?
A Maine Human Rights Act lawsuit must be commenced not more than 2 years after the act of unlawful discrimination, or 90 days after certain Commission actions listed in 5 M.R.S. 4622, whichever is later (5 M.R.S. 4613(2)(C)). Going through the Commission first affects which remedies are available.
When is your final paycheck due after being fired in Maine?
An employee leaving employment must be paid in full no later than the employee's next established payday (26 M.R.S. 626). If it is late, put your request in writing, keep a copy with your pay stubs and records of your hours, and note the date you asked.
Maine wrongful termination rules
Maine's Human Rights Act reaches employers of any size, and it carries the state's whistleblower protections too. A complaint must be filed with the Maine Human Rights Commission not more than 300 days after the alleged act of unlawful discrimination (5 M.R.S. 4611). The Whistleblowers' Protection Act bars an employer from discharging, threatening or otherwise discriminating against an employee because of protected activity, and those claims run through the same Commission process. A lawsuit must be commenced not more than 2 years after the act complained of, or 90 days after certain Commission actions, whichever is later (5 M.R.S. 4613(2)(C)). The Commission step also matters for remedies: if the Commission issued a right-to-sue letter, some damages and attorney's fees depend on showing the letter was received before filing the lawsuit. Final wages are due no later than the next established payday.
Relevant Laws
5 M.R.S. 4611 (complaint deadline)
A complaint must be filed with the commission not more than 300 days after the alleged act of unlawful discrimination.
5 M.R.S. 4613 (suit deadline)
An action must be commenced not more than 2 years after the act, or 90 days after listed occurrences, whichever is later.
26 M.R.S. 626 (final wages)
An employee leaving employment must be paid in full no later than the next established payday.
EEOC Boston timeliness
The EEOC gives 300 days from the date of harm for employers with 15 or more employees (20 or more for age) in Maine.
Regional Variances
Maine wrongful termination rules
State agency and law
Maine Human Rights Commission; Maine Human Rights Act, 5 M.R.S. 4551 and following.
Agency filing deadline
Not more than 300 days after the alleged act of unlawful discrimination (5 M.R.S. 4611).
EEOC charge deadline
300 days from the date of harm (EEOC Boston office), for employers with 15 or more employees, or 20 or more for age.
Employer size covered
Employers with any number of employees (5 M.R.S. 4553).
Whistleblower and retaliation law
Whistleblowers' Protection Act, 26 M.R.S. 833; for a report to a public body, the employee generally must first raise it with a supervisor and allow a reasonable chance to correct (833(2)).
Deadline to sue
Not more than 2 years after the act, or 90 days after listed Commission actions, whichever is later (5 M.R.S. 4613(2)(C)).
Final paycheck
In full no later than the next established payday (26 M.R.S. 626).
Suggested Compliance Checklist
Request your final pay in writing
If unpaid by the next established payday days after startingMaine requires full payment by your next established payday. If it is late, send a written request for the exact amount owed.
Save records and write a timeline
Within days of the firing days after startingKeep the termination notice, messages, pay stubs and a dated timeline, with witness names.
File with the Maine Human Rights Commission
300 days after the act days after startingFile within 300 days after the alleged act. An EEOC charge (15 or more employees, 20 or more for age) is also due within 300 days.
Calendar the suit deadline
2 years, or 90 days after Commission action days after startingSue not more than 2 years after the act, or 90 days after the listed Commission actions, whichever is later.
Send a demand letter or review a settlement
Before signing any release days after startingA demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Request your final pay in writing | Maine requires full payment by your next established payday. If it is late, send a written request for the exact amount owed. | final-paycheck-demand-letter | If unpaid by the next established payday |
| Save records and write a timeline | Keep the termination notice, messages, pay stubs and a dated timeline, with witness names. | - | Within days of the firing |
| File with the Maine Human Rights Commission | File within 300 days after the alleged act. An EEOC charge (15 or more employees, 20 or more for age) is also due within 300 days. | - | 300 days after the act |
| Calendar the suit deadline | Sue not more than 2 years after the act, or 90 days after the listed Commission actions, whichever is later. | - | 2 years, or 90 days after Commission action |
| Send a demand letter or review a settlement | A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available. | demand-letter | Before signing any release |
Frequently Asked Questions
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