Most employment is considered at-will, which means that both you and your employer can decide at any time to terminate your working relationship. If you were fired from your job, there are a few ways that you can surmise whether the termination was wrongful or not. Some telltale indicators include:
Breach of written contract or promise: If your employer outlined the terms of your employment in writing and promised job security, then you may have legal recourse if you’ve been terminated without cause.
Breach of good faith and fair dealing: If your employer has acted in a way that indicates they are not dealing in good faith, this might be wrongful termination. Examples include obviously terminating one employee to hire someone else to work for lower pay or terminating a sales employee to avoid paying commission.
Public policy violation: If you are terminated for something like serving jury duty or taking time off to vote, this may be a violation of public policy and be considered wrongful termination.
Discrimination: If an employer obviously discriminated against you when terminating your employment, this would fall under the parameters of a wrongful firing.
There are many other ways that a termination may be considered unlawful depending on the circumstances. This is one of the reasons it is imperative to work with an unemployment attorney as they can better tell you if Pennsylvania employment law upholds such a designation or not.