What is wrongful termination in Massachusetts?

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Massachusetts has   strong employee protections   through case law, broad anti-discrimination statutes, and the country's most powerful wage statute.    1. Public Policy Exception   Massachusetts recognizes wrongful discharge violating clearly established public policy. Examples:  DeRose v. Putnam Management , 398 Mass. 205 (1986) (asserting workers' comp rights);  Smith-Pfeffer v. Superintendent , 404 Mass. 145 (1989) (discussing public policy framework).    2. Implied Covenant of Good Faith — Fortune Doctrine    Fortune v. National Cash Register Co. , 373 Mass. 96 (1977), held that even an at-will employee cannot be discharged in   bad faith   to deprive the employee of earned compensation (e.g., commissions). This is contractual, not tort.    3. M.G.L. ch. 151B — Anti-Discrimination Statute   Prohibits discrimination based on   race, color, religious creed, national origin, sex, gender identity, sexual orientation, ancestry, age (40+), genetic information, military status, ancestry, or handicap  . Applies to employers with   6+ employees  . Must file with   MCAD within 300 days  . After 90 days at MCAD, plaintiff may remove to Superior Court.  Damages: emotional distress, lost wages, punitive damages, attorney's fees — uncapped.    4. Massachusetts Wage Act — M.G.L. ch. 149, § 148   The most powerful wage law in the country: provides   mandatory treble (triple) damages   plus attorney's fees for any failure to timely pay wages, including final wages on the day of discharge.  Reuter v. City of Methuen , 489 Mass. 465 (2022). Strict liability — no "good faith" defense.    5. Whistleblower Statutes   -   Public-sector  : M.G.L. ch. 149, § 185 — broad protection. -   Private-sector  : No general statute; protections found in specific contexts (healthcare under M.G.L. ch. 149, § 187). -   False Claims  : M.G.L. ch. 12, § 5J protects qui tam relators.    6. Workers' Comp Retaliation — M.G.L. ch. 152, § 75B   Prohibits retaliation; up to triple damages.    7. Paid Family & Medical Leave (PFML) — M.G.L. ch. 175M   Effective 2021. Up to 26 weeks combined leave; retaliation prohibited.    8. WARN Act   Federal WARN; no broad state WARN, but plant-closing law (M.G.L. ch. 151A, § 71B) applies.    9. Statute of Limitations   - Public policy tort:   3 years  . - ch. 151B: 300 days to MCAD; 3 years for civil action. - Wage Act:   3 years  .  This is legal information, not legal advice.