When we represent contract employees in Chicago facing unexpected or unfair discharge, we know how confusing the situation can be. Unlike at-will workers, contract employees often rely on written agreements that outline specific terms for employment duration, duties, and termination. When an employer fires you in violation of those terms, you may have grounds to challenge the termination as wrongful. Federal and Illinois laws also provide protections against discriminatory or retaliatory firings, even for contract workers. Understanding these legal safeguards and how to enforce them is essential to protect your job security and financial well-being.
A contract employee works under a written agreement specifying start and end dates, performance criteria, and termination conditions. Illinois follows general contract principles under the Illinois Code of Civil Procedure (735 ILCS 5/2-201), enforcing clear, definite terms. If your employer fires you outside the contract’s termination provisions, such as “for cause” only after documented warnings, you can bring a breach of contract claim. This differs from at-will employment, where either party may end the relationship at any time without reason.
Contract employees enjoy many of the same federal protections as at-will employees. Title VII of the Civil Rights Act (42 U.S.C. § 2000e-2) prohibits firing based on race, religion, sex, or national origin. The Age Discrimination in Employment Act (29 U.S.C. § 623) covers workers over 40. The Americans With Disabilities Act (42 U.S.C. § 12112) bars termination for disability. We investigate whether your termination was a pretext for prohibited discrimination. If so, you may file a Charge of Discrimination with the Equal Employment Opportunity Commission within 180 days of the firing.
Illinois law adds further safeguards. The Illinois Human Rights Act (775 ILCS 5/2-102) mirrors federal discrimination protections and extends them to sexual orientation and marital status. Under the Illinois Whistleblower Act (740 ILCS 174/15), employers may not retaliate against employees who report violations of law or refuse illegal acts. If your contract termination followed a good-faith report of workplace fraud, safety violations, or wage theft, you can sue under 740 ILCS 174/20 for reinstatement, back pay, and damages.
When an employer violates a clear termination clause, we file a breach of contract action in Cook County or the county where you worked. To succeed, we show (1) the existence of a valid contract, (2) your performance under it, (3) the employer’s breach by improper firing, and (4) resulting damages (735 ILCS 5/2-204). Damages may include lost wages, benefits, and sometimes emotional distress in egregious cases.
Often, wrongful termination involves both contract breaches and statutory violations. For example, firing a whistleblower before the contract term ends may breach the contract and violate 740 ILCS 174. We can pursue both claims simultaneously, seeking contract damages plus statutory remedies such as civil penalties and attorneys’ fees.
Employers must follow their own procedures. If your contract requires written warnings or progressive discipline before firing “for cause,” we demand all documentation. Missing or inconsistent records can strengthen your case. Under Illinois common law, terminating in bad faith may also give rise to an implied covenant of good faith and fair dealing claim, although Illinois courts apply it cautiously.
Successful contract claims yield compensatory damages: back pay for lost wages, front pay where reinstatement is impossible, and benefits continuation. Statutory violations can add punitive damages, civil penalties, and attorneys’ fees under 740 ILCS 174/20 or 775 ILCS 5/8-111.5. We tailor remedy strategies based on your contract terms and the nature of any federal or Illinois law breach.
To avoid surprises, we always advise contract employees to negotiate clear termination provisions and dispute-resolution clauses. Regularly document performance and any compliance reports you make. If conflict arises, engage counsel early—before disputes escalate.
Contract employees have the right to enforcement of written termination provisions under the Illinois Code of Civil Procedure (735 ILCS 5/2-201). When an employer fires in breach of those clear terms, such as firing without “cause” when the contract demands cause, you can sue for contract damages, including wages and benefits you would have earned.
We gather your signed contract, correspondence, and policies outlining termination procedures. You must show you met performance requirements and that your firing violated the contract’s terms. Evidence of missing warnings or procedural steps strengthens your breach claim under 735 ILCS 5/2-204.
Yes. Under Illinois common law, an employer handbook or policy manual that promises job security or discipline procedures can create an implied contract. If your handbook states “employees will be terminated only for just cause,” and you were fired without cause, you can argue the handbook terms are enforceable.
Contract damages include lost wages, benefits, and front pay where reinstatement isn’t feasible. Statutory remedies can add civil penalties, punitive damages, and attorneys’ fees, especially under whistleblower statutes and discrimination laws.
If your contract termination violated your agreement or federal and Illinois employment laws, we can help you enforce your rights. At North Suburban Legal Services, we represent contract employees throughout Chicago with dedication and clarity.
Contact our Chicago employment law attorneys at North Suburban Legal by calling 312-909-6089 to receive your free consultation. Let us guide you through a clear, effective path to justice.