slnlaw
  • Home
  • Employment Law
    • Guide To Employment Law Content
    • Employment Contracts in Massachusetts
    • Discrimination in the Workplace
    • Employment Termination >
      • Massachusetts Paid Family Leave
      • Severance Pay
      • Unemployment in Massachusetts
    • Sexual Harassment at Work >
      • Sexual Harassment in a Small Business
      • Sexual Harassment and Non Disclosure Agreements
      • Sexual Harassment and Remote Work
    • Wage and Hour Laws
    • Independent Contractor Law
    • Non Compete Agreements >
      • Are non competes enforceable
      • Massachusetts Non Compete Act
      • Pre 2018 Massachusetts Non Competes
  • Estate Planning
    • Guide To Estate Planning Content
    • Legacy Protection
    • Why You Need an Estate Plan
    • Why You Don't Have an Estate Plan
    • Estate Planning Documents >
      • Children with Special Needs
    • Planning for Assisted Living
    • Probate Process
  • Business Law
    • Guide To Business Law Content
    • Small Business Law
    • Business Contract Basics
    • Civil Suit Defense
    • Legal Issues for Start Ups
    • Trademark Basics
    • How to Incorporate
    • Sale of Business
  • About
    • Reviews
    • Slnlaw Offices
    • slnlaw core values
    • Publications and Interviews
    • New Client Intake and Consultation
    • Contact
  • Attorneys
    • Emily Smith-Lee >
      • 2018 Lawyer of the Year
    • Jenna Ordway
    • Rebecca Rogers
    • Andrew Silvia
    • Elijah Bresley
  • Legal FAQs
    • Estate Planning FAQs
    • Probate FAQs
    • Small Business FAQs
    • Wage Act FAQs
    • Commission Pay FAQs
    • Overtime FAQs
    • Independent Contractor FAQs
    • Non Compete FAQs
    • Employment Discrimination FAQs
    • Employment Termination FAQs
    • Massachusettts Unemployment FAQs
    • Severance Package FAQs
    • Medical Leave FAQs
    • Sexual Harassment FAQs
    • Employer FAQs
    • Civil Lawsuit FAQs
  • Blog

Being Fired or Laid Off in Massachusetts

Being fired or laid off is never easy.  You may have seen it coming or it may have taken you completely by surprise.  Either way, you may be faced with a lot of decisions very quickly. 

Employment Termination: Your Rights at Dismissal

If you're fired in Massachusetts, there are a few things your employer must do, regardless of the reason for termination.  These include:
  • Payment of your final wages on the day of termination.  This includes any earned commissions and any accrued and unused vacation time as of the date of dismissal.
  • Providing information about how to apply for unemployment.
  • If you participate in a group benefit plan, your employer must provide you with information about continued health coverage under the Consolidated Omnibus Budget Reconciliation Act ("COBRA").  Unlike payment of final wages and information about unemployment, this does not have to be provided on the day of termination.  Shortly thereafter, however, you should get a notice explaining your rights to continue on the employer's plan at your own cost.

The Termination Conversation

Most employers will announce a termination at a face to face meeting.  If your employer is large enough to have a Human Resources department, often a representative from HR will be present.  In a smaller company, it may be just you and your boss.

The first thing you should know is that you do not have to say anything and should not be asked to sign anything on the spot.  If the decision has taken you by surprise, know that you have every right to take some time to process it before responding to any questions or requests from your employer.  This is especially so if you are asked to do something, like agree to resign to avoid being fired.

The second thing you should do is listen carefully to what is said to you.  You can take notes at the meeting, or make notes to yourself immediately afterward.  Your employer is not required to give you a reason for the termination, but if they offer any information at all it is important to remember what they said if you choose later to challenge the dismissal.

Need Help With an Employment Termination Issue?

Call (781) 784-2322
OR
Schedule a Free Information Call

Just Looking for Information?

Guide to Massachusetts employment laws slnlaw
Request Our Free Report

Unemployment Benefits

In most cases, if the decision was not voluntary, you should be able to collect unemployment benefits.  You should apply as soon as the Department of Unemployment Assistance (DUA) allows it, even if you are unsure whether you qualify or if you are considering a severance agreement.  This is because your benefits eligibility dates back to when you applied, even if it takes some time to get approved.  If you wait to begin the application, you may be ultimately losing weeks or months of benefits.

Resigning to Avoid Being Fired: Should You Consider it?

Sometimes an employer will give you the option to resign to avoid being fired.  This may sound like a good face-saving option, but there are important things to consider before going down that road.

Unemployment:  you may have difficult being approved for unemployment benefits if your termination is reported to them as a resignation.  Ultimately if you can prove that the only reason you resigned was that you were facing termination, you should be able to collect, but this could cause delays.
 
Impact on future wrongful termination claim:  if there is any chance you may challenge the termination as discriminatory, retaliatory, or otherwise unlawful, you should not agree to resign instead of being fired.  You do not want to give your employer the opportunity to argue that you agreed with the reasons for your discharge.


Impact on future employment: what many people don't realize is that prospective employers rarely, if ever, have the ability to see how your termination was documented.  Your personnel file is confidential.  Also any information you share with the DUA is confidential by statute.  This means if you submit an application for benefits stating that you were fired, nobody else besides the employer who just fired you will see that information.

Severance Packages

You may be offered severance pay in exchange for signing a release of claims against the company.  Sometimes these are standard practice, and sometimes they are fair and reasonable.  Other times, however, your employer may be trying to protect themself from a known potential liability relating to your discharge.

You should never sign a severance agreement on the spot.  You will need time to consider whether it is fair and reasonable, and if you are asked to release legal claims you should consult with an employment attorney to understand what rights you would be giving up.

How We Can Help

wrongful termination and dismissal Massachusetts employment lawyers
10.0Emily E. Smith-Lee
fired or laid off Massachusetts empkoyment lawyers
If you are have been fired or laid off, we can help. We will help you evaluate a severance agreement, assess whether you have any legal claims arising from your termination, and create a plan of action to make sure your rights are protected. You can use the button below to schedule a call back from a member of our team, or give us a call at  781-784-2322.
Schedule a Free Information Call

Sharon MA

46 South Main Street
​Sharon MA 02067

(781) 784-2322
Serving Eastern and Central Massachusetts
Greater Boston Referral Resources
slnlaw solutions
Refer a Friend
slnlaw publications and interviews
​slnlaw privacy policy
Chester MA
26B Main Street
Chester MA 01011
(413) 667-2322
Serving Western Massachusetts
Western MA Referral Resources

Copyright 2022, slnlaw
  • Home
  • Employment Law
    • Guide To Employment Law Content
    • Employment Contracts in Massachusetts
    • Discrimination in the Workplace
    • Employment Termination >
      • Massachusetts Paid Family Leave
      • Severance Pay
      • Unemployment in Massachusetts
    • Sexual Harassment at Work >
      • Sexual Harassment in a Small Business
      • Sexual Harassment and Non Disclosure Agreements
      • Sexual Harassment and Remote Work
    • Wage and Hour Laws
    • Independent Contractor Law
    • Non Compete Agreements >
      • Are non competes enforceable
      • Massachusetts Non Compete Act
      • Pre 2018 Massachusetts Non Competes
  • Estate Planning
    • Guide To Estate Planning Content
    • Legacy Protection
    • Why You Need an Estate Plan
    • Why You Don't Have an Estate Plan
    • Estate Planning Documents >
      • Children with Special Needs
    • Planning for Assisted Living
    • Probate Process
  • Business Law
    • Guide To Business Law Content
    • Small Business Law
    • Business Contract Basics
    • Civil Suit Defense
    • Legal Issues for Start Ups
    • Trademark Basics
    • How to Incorporate
    • Sale of Business
  • About
    • Reviews
    • Slnlaw Offices
    • slnlaw core values
    • Publications and Interviews
    • New Client Intake and Consultation
    • Contact
  • Attorneys
    • Emily Smith-Lee >
      • 2018 Lawyer of the Year
    • Jenna Ordway
    • Rebecca Rogers
    • Andrew Silvia
    • Elijah Bresley
  • Legal FAQs
    • Estate Planning FAQs
    • Probate FAQs
    • Small Business FAQs
    • Wage Act FAQs
    • Commission Pay FAQs
    • Overtime FAQs
    • Independent Contractor FAQs
    • Non Compete FAQs
    • Employment Discrimination FAQs
    • Employment Termination FAQs
    • Massachusettts Unemployment FAQs
    • Severance Package FAQs
    • Medical Leave FAQs
    • Sexual Harassment FAQs
    • Employer FAQs
    • Civil Lawsuit FAQs
  • Blog