Start with the stated reason for termination in Florida
Ask for or preserve the termination notice, final evaluation, disciplinary record, attendance material, policy cited, and final-pay documents. Write down who recommended and approved the decision. In Florida, the phrase wrongful termination is not a complete legal theory; the issue normally needs a connection to a statute, protected activity, contract, or recognized state-law rule.
Test the explanation against the record
| Test | Records to compare |
|---|---|
| Timing | Complaint, leave, wage concern, safety report, accommodation, or organizing activity before the decision |
| Policy consistency | Handbook language and how similar conduct was handled |
| Performance | Reviews, goals, praise, warnings, metrics, and any sudden change |
| Decision process | Managers involved, meeting notes, approvals, replacement, or selection criteria |
| Contract terms | Offer letter, employment agreement, union agreement, arbitration clause, or severance release |
Federal and Florida paths are separate questions
A termination may involve a federal agency, a Florida agency or court, a wage process, a contract procedure, or no viable legal claim. Do not assume that contacting one office preserves every deadline. Use the official directories below to identify the correct FL office, then confirm jurisdiction and timing directly.
Consultation file
- One-page chronology from the first relevant event through termination.
- The employer's exact reason and records that support or conflict with it.
- Protected complaints, requests, leave, wage issues, safety reports, or contract rights raised before termination.
- Comparator, replacement, or layoff-selection facts based on records rather than rumor.
- Final pay, benefits, unemployment, severance, arbitration, and deadline documents.
Official sources and governing guidance
Open the source that matches the issue and confirm coverage, jurisdiction, current instructions, and any deadline directly.