Wrongful Termination Lawyer in Bingham Farms, Michigan
A sudden firing can turn your life upside down—lost income, damaged reputation, and a lot of unanswered questions. If you believe you were let go for an unlawful reason, Batey Law Firm is here to help you make sense of what happened and protect your rights. I represent employees—not employers. My job is to level the playing field, move fast, and hold companies accountable when they cross the line.
Do I Have a Wrongful Termination Case?
Michigan is an at-will state, but that does not give employers a free pass. You can still have a claim if you were fired for an illegal reason, including:
• Discrimination (age, race, national origin, sex/gender, pregnancy, religion, disability, etc.)
• Retaliation for reporting discrimination, harassment, safety violations, fraud, or other unlawful conduct (whistleblowing)
• FMLA/Medical leave interference or retaliation
• Refusing to do something illegal or exercising a legal right (public-policy exceptions)
• Reporting pay violations (wage/overtime complaints)
• Military service protections and jury-duty obligations
• Breach of contract (you had an employment agreement or a clear promise your employer broke)
Not sure which bucket you’re in? That’s normal. Bring me your timeline and documents—we’ll sort it out together.
Fired Without Cause in Michigan? (At-Will, Explained)
“At-will” means an employer can end employment for many reasons—or no stated reason—as long as the reason isn’t illegal. If the timing looks suspicious (right after a complaint, medical leave request, accommodation request, or WHD/EEOC report), that’s a red flag.
Quick tip: Write down dates, names, and what was said. Save emails, texts, handbooks, performance reviews, write-ups, and pay stubs. Evidence wins cases.
Termination Without Notice (What if They Gave Me No Warning?)
You don’t always get warnings in an at-will state. But “no warning” can still be unlawful if it’s a cover for discrimination or retaliation. Many strong cases begin with, “They blindsided me.” If that’s you, let’s talk.
Fired After Medical Leave (FMLA/ADA)
Were you fired after medical leave or punished for requesting time off to care for yourself or a family member? That can be FMLA interference/retaliation. If you have a disability (short- or long-term) and were denied a reasonable accommodation or pushed out because of it, the ADA/PWDCRA may apply. These claims often move in tandem with a wrongful termination claim.
Constructive Discharge in Michigan (Forced to Quit)
If your workplace became so hostile or unsafe that any reasonable person would feel forced to resign, the law may treat your resignation as a constructive discharge. Common triggers: severe harassment, retaliation after you complain, or sudden schedule/pay changes aimed at pushing you out.
How We Prove Retaliation
Timing & pattern
What changed after your report
Comparators
How similarly‑situated coworkers were treated
Policy deviations
Skipping steps, sudden rule changes
Pretext evidence
Shifting reasons, inconsistent documents
Paper trail
Emails, texts, HR tickets, performance history
How We Help
Evidence plan
Doctor certifications (WH‑380), emails, HR ticketing, time records, performance history, and attendance data
Agency filings
EEOC/MDCR/WHD strategy and deadlines
Negotiation & litigation
Demand letters, mediation, or filing suit
Damages focus
Back pay, front pay, compensatory damages, and attorney’s fees where statutes allow
What I Do for Wrongful Termination Clients
Fast case assessment
Timeline + documents review to identify the strongest legal theory
Evidence strategy
Preserve, collect, and organize proof (emails, chats, performance records)
Agency filings
EEOC/MDCR/WHD, where strategic
Negotiation & litigation
Demand letters, mediation, or filing suit when needed
Damages focus
Back pay, front pay, compensatory damages, possible punitive where available, and attorney’s fees where statutes allow
How I Help Employees
Fast case assessment
What happened, which laws apply, and your best next step
Evidence strategy
Preserve emails, texts, HR tickets, reviews, schedules, pay data
Agency filings
EEOC/MDCR, MIOSHA/OSHA, WHD (wage/hour), where strategic
Negotiation & litigation
Demands, mediation, or filing suit when needed
Damages focus
Back pay, front pay, compensatory damages, and fees where statutes allow
Employment Law Cases We Handle
Workplace disputes can threaten your career, your finances, and your peace of mind. Since 1996, attorney Scott Batey has represented employees across Michigan in a wide range of employment law matters — from wrongful termination to workplace discrimination and harassment. If your rights have been violated, we are here to help.
Employment Law
Full legal support for employees facing workplace disputes, from contract issues to policy violations.
Wrongful Termination
Defending workers who were unfairly fired in violation of their rights or contracts.
Workplace Discrimination
Protecting employees from bias based on race, gender, age, disability, religion, or other protected traits.
Sexual Harassment
Taking action against unwanted conduct or a hostile work environment.
FMLA & ADA
Enforcing your right to medical leave and workplace accommodations for disabilities.
Retaliation & Whistleblower
Representing those punished for reporting misconduct or asserting their legal rights.
Employment/Severance Agreements
Enforcing your right to medical leave and workplace accommodations for disabilities.
At-Will Exceptions in Michigan (How Employees Win)
Even in an at-will state, employees win cases under well-recognized exceptions:
• Discrimination laws (ELCRA/Title VII/ADEA/ADA)
• Whistleblower protections (retaliation for reporting unlawful conduct)
• Public-policy claims (refusing to break the law; exercising legal rights)
• FMLA/leave rights (interference and retaliation)
• (Contract/promissory claims (offer letters, bonus plans, progressive discipline policies relied on by the employee)
If your story fits one or more of these, you may have a case.
How we build a winning case
Case Assessment
Timeline + document review to identify the strongest legal theories (ELCRA/Title VII/ADA/ADEA/PWDCRA).
Evidence Strategy
Preserve and organize emails, chats, write‑ups, metrics, schedules, comparators, and witness accounts.
Agency Filings
Personalized attention, clear communication, and strategies tailored to your goals.
Negotiation & Litigation
Demand letters, mediation, or filing suit—moving with purpose toward results.
Damages Focus
Back pay, front pay, compensatory damages, and attorney’s fees where statutes allow.
How We Help
Fast assessment
We identify the strongest legal theories and risks.
Evidence strategy
Preserve and organize messages, recordings where lawful, performance records, comparators, and witness accounts.
Agency Filings
We handle EEOC/MDCR strategy and deadlines.
Demand, negotiate, or sue
We push for corrective action and compensation; we litigate when necessary.
Damages Focus
Back pay, front pay, emotional distress, and attorney’s fees where statutes allow.
Free Consultation—Confidential & Straightforward
Call (248) 540‑6800 or email sbatey@bateylaw.com. Tell us what happened. We’ll explain your options, next steps, and how to stay safe at work.
Office: Batey Law Firm, PLLC 30200 Telegraph Rd., Suite 400, Bingham Farms, MI 48025
your legal questions
Yes. Michigan is an at-will employment state, so you can be fired at any time, with or without cause or warning, unless: You have an employment contract or union agreement. You're protected by civil rights laws, FMLA, ADA, or other legal protections. The termination violates public policy, like firing a whistleblower or someone who filed a safety complaint. However, many companies follow their own progressive discipline policies—if your employer promised written warnings or has a handbook that requires it, that may be enforceable. If you were fired without a warning and suspect discrimination or retaliation, you may still have a wrongful termination case.
Yes—constructive discharge is when your employer makes working conditions so intolerable that a reasonable person would feel forced to quit. In Michigan, you may still have a case even if you resigned. Examples include: Ongoing harassment or discrimination. Retaliation after filing a complaint. Failure to address a hostile work environment. Courts hold these claims to a high standard—you must show that no reasonable person would stay in your position. Document everything and get legal guidance before quitting if possible
Timeline (dates), names/titles of people involved, offer letter/handbook, reviews, write-ups, emails, messages, schedules, leave/medical paperwork, pay stubs. Save it—don’t edit files. We’ll organize it
It’s when conditions are so intolerable that a reasonable person would feel forced to resign. If those conditions stem from discrimination or retaliation, you may still pursue damages as if you were fired.
Possibly. Firing because you took or requested protected medical or family leave can be unlawful (FMLA retaliation). If you were denied a reasonable accommodation or punished because of a disability, ADA/PWDCRA may also apply
Yes—if the real reason violates the law (e.g., discrimination, retaliation, FMLA/ADA issues, whistleblowing, public policy). Lack of warning alone isn’t illegal, but it often exposes an unlawful motive.
Need Legal Help With a Workplace Issue?
Get clear answers and a plan to protect your rights — starting with a free, confidential consultation.
Suite 400
Bingham Farms, MI 48025
United States