Wrongful Termination in Maryland
Reviewed by DocDraft Legal Team - Maryland - Last updated November 12, 2026
Wrongful termination in Maryland includes the tort of wrongful discharge, which Maryland courts recognize as an exception to the rule that an at-will employee may be discharged for any reason or no reason. A complaint to the Maryland Commission on Civil Rights alleging an unlawful employment practice other than harassment must be filed within 300 days after the discriminatory act (employers of 15 or more). A civil action may follow once at least 180 days have passed since the administrative charge was filed, and it must be filed within 2 years after the practice occurred. Final wages are due on or before the day you would have been paid had employment continued.
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What counts as wrongful termination in Maryland?
Maryland employment is generally at-will, so an at-will employee may be discharged for any reason or no reason, but Maryland courts recognize the tort of wrongful discharge as an exception to that rule. A firing is also wrongful when it breaks a statute, such as Maryland's anti-discrimination law, or a contract.
Where do you file a discrimination complaint in Maryland, and by when?
For practices other than harassment, file with the Commission on Civil Rights within 300 days after the act, if your employer has 15 or more employees for each working day in each of 20 or more calendar weeks. 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 Maryland?
A civil action under Maryland's employment discrimination law may be filed once at least 180 days have elapsed since the administrative charge or complaint was filed, and it must be filed within 2 years after the alleged unlawful employment practice occurred (State Gov't 20-1013).
When is your final paycheck due after being fired in Maryland?
All wages due for work performed before termination must be paid on or before the day the employee would have been paid if employment had not been terminated (Lab. & Empl. 3-505(a)). If it is late, put your request in writing and keep a copy.
Maryland wrongful termination rules
Maryland builds a waiting period into its lawsuit route. A complaint to the Maryland Commission on Civil Rights alleging an unlawful employment practice other than harassment must be filed within 300 days after the discriminatory act, and the law covers employers with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, with harassment complaints reaching employers of one or more on the same measure. A civil action can be filed only after at least 180 days have elapsed since the administrative charge was filed, and it must be filed within 2 years after the practice occurred (State Gov't 20-1013). Maryland courts recognize the tort of wrongful discharge as an exception to at-will employment. Safety and health retaliation complaints must be filed with the Commissioner within 30 days after the alleged discrimination occurs. Final wages are due on or before the day the employee would have been paid had the job continued.
Relevant Laws
State Gov't 20-1004 (complaint deadline)
A complaint alleging an unlawful employment practice other than harassment must be filed within 300 days after the act.
State Gov't 20-1013 (civil action)
A civil action may follow 180 days after the charge and must be filed within 2 years after the practice.
Lab. & Empl. 3-505 (final wages)
Wages for work before termination are due on or before the day they would have been paid.
EEOC Baltimore timeliness
The EEOC gives 300 days from the date of harm for employers with 15 or more employees (20 or more for age) in Maryland.
Regional Variances
Maryland wrongful termination rules
At-will status
At-will: an employee may generally be discharged for any reason or no reason.
Recognized exceptions
The tort of wrongful discharge, statutory claims, and contract claims.
State agency and law
Maryland Commission on Civil Rights; State Gov't 20-601 and following.
Agency filing deadline
Within 300 days after the discriminatory act for practices other than harassment (State Gov't 20-1004).
EEOC charge deadline
300 days from the date of harm (EEOC Baltimore office), for employers with 15 or more employees, or 20 or more for age.
Employer size covered
15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year; one or more such employees for harassment complaints (State Gov't 20-601).
Whistleblower and retaliation law
State Gov't 20-606(f) (no discrimination or retaliation for opposing a prohibited practice); safety and health retaliation: complaint to the Commissioner within 30 days after the alleged discrimination (Lab. & Empl. 5-604).
Deadline to sue
At least 180 days after the charge was filed, and within 2 years after the practice occurred (State Gov't 20-1013).
Final paycheck
On or before the day the employee would have been paid had employment not been terminated (Lab. & Empl. 3-505(a)).
Suggested Compliance Checklist
Request your final pay in writing
If unpaid by your regular pay date days after startingMaryland requires wages for work before termination on or before the regular pay date you would have had. If they are 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 Commission on Civil Rights
300 days (non-harassment) days after startingFor employers with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, file within 300 days after the act for practices other than harassment. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days.
Calendar the 180-day and 2-year dates
After 180 days; within 2 years days after startingSue only once 180 days have passed since the charge was filed, and within 2 years after the practice occurred.
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 | Maryland requires wages for work before termination on or before the regular pay date you would have had. If they are late, send a written request for the exact amount owed. | final-paycheck-demand-letter | If unpaid by your regular pay date |
| 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 Commission on Civil Rights | For employers with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, file within 300 days after the act for practices other than harassment. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days. | - | 300 days (non-harassment) |
| Calendar the 180-day and 2-year dates | Sue only once 180 days have passed since the charge was filed, and within 2 years after the practice occurred. | - | After 180 days; within 2 years |
| 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
Other Maryland guides
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Asset Protection Planning in Maryland (2026)
Dealing With Debt Collectors in Maryland (2026)
Delinquent Property Taxes in Maryland: Your County Fixes the Rate and a Judge Fixes the Deadline
Expunging a Criminal Record in Maryland (2026)
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