Federal and New Mexico law prohibit employers from firing employees based on protected characteristics. If your discharge was motivated — in whole or in part — by a protected trait, you may have a claim, and we will hold your employer accountable.
It is illegal for an employer to fire you because of a characteristic the law protects. If any of the following played a role in your discharge, you may have a case:
These protections come from federal statutes — Title VII, the ADA, the ADEA, and the Pregnancy Discrimination Act — and from the New Mexico Human Rights Act, which in several respects protects New Mexico workers more broadly than federal law.
Almost no employer says out loud that they fired someone because of race, age, pregnancy, or disability. Instead they point to "performance," a "reorganization," or a "policy violation" that appeared only once the real motive was in play. Proving discrimination means exposing that pretext. We do it by assembling:
Many clients are fired twice over — once for a protected trait, and again for complaining about it. If you reported discrimination and were then let go, you may have both a discrimination and a retaliation claim.
That can still be unlawful. In many cases you do not have to prove a protected trait was the only reason — only that it was a motivating factor in the decision.
Possibly. Who replaced you is one piece of evidence, not the whole picture. The pattern of treatment, comments, and the employer's shifting reasons often matter more.
In several respects, yes. The New Mexico Human Rights Act covers some employers and protected categories more broadly than federal law. We evaluate every case under both.
Nothing upfront. We work on a contingency fee and advance case costs. We are paid only if we recover for you.
Fired because of who you are? Tell us what happened — free, confidential, and no obligation.