Missouri is at-will, but MHRA, federal anti-discrimination law, and Missouri's whistleblower statutes do most of the work in wrongful termination cases.
Missouri is an at-will employment state, which means most firings are legal. The cases worth filing live in the exceptions: discrimination under the Missouri Human Rights Act (MHRA) and federal Title VII, retaliation for protected activity, the Missouri Whistleblower Protection Act (RSMo 285.575, enacted 2017), breach of written contract, and a narrow public-policy exception recognized by Missouri appellate courts. A Kansas City wrongful termination attorney needs to know Missouri Commission on Human Rights (MCHR) procedure, Jackson County Circuit Court rhythms, and the Missouri-Kansas state line implications when the employer operates on both sides.
These ten Kansas City wrongful termination firms were selected based on Super Lawyers and Best Lawyers recognition, NELA (National Employment Lawyers Association) membership, published verdicts and settlements, and consistent surfacing on Avvo, Justia, and FindLaw. We do not accept payment for placement.
How we picked these 10: We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology → | How to compare firms →
Practice focus: Wrongful termination, discrimination, harassment, retaliation
Kansas City employment firm with 45+ years advocating for Missouri and Kansas employees; managing partner Eric W. Smith has 25+ years in employment litigation.
Strong fit when you want a senior partner running the case and a firm with decades of regional employment-law experience.
Practice focus: Wrongful termination, retaliation, sexual harassment, discrimination
Kansas City employee-side firm focused on workplace rights; documented results in MHRA and federal employment cases.
Strong fit when the case involves both wrongful termination and a harassment or retaliation overlay.
Practice focus: Wrongful termination, discrimination, retaliation, FMLA
Kansas City employment boutique licensed in both Missouri and Kansas, useful when the employer or events span the state line.
Strong fit when the employment relationship straddles MO and KS (common for Kansas City employers).
Practice focus: Wrongful termination, discrimination, retaliation
Multi-state employee-side firm with a Kansas City office; depth of bench across jurisdictions.
Strong fit when the case is straightforward discrimination or retaliation and you want firm infrastructure across multiple jurisdictions.
Practice focus: Wrongful termination, employment law
Kansas City employee-side firm with personal-touch intake and a focus on employment matters.
Strong fit when you want direct attorney access and the case is moderate complexity.
Practice focus: Wrongful termination, discrimination, retaliation
Lewis Galloway has 20+ years of Kansas City employment law experience with negotiation and litigation results.
Strong fit when you want a single senior attorney handling the matter end-to-end.
Practice focus: Wrongful termination, employment law, civil litigation
Kansas City employment attorney representing employees in wrongful-termination and adjacent civil matters.
Strong fit when you prefer one-on-one access and the matter is suited to a smaller firm.
Practice focus: Wrongful termination, employment law, business litigation
Kansas City firm with substantial employment and civil litigation experience on both sides.
Strong fit when the case involves business-law overlap (executive separation, equity, restrictive covenants).
Practice focus: Wrongful termination, employment discrimination, retaliation
Kansas City plaintiff's employment boutique with significant MHRA and federal-court experience.
Strong fit when the case has trial value and the boutique structure keeps decision-making with the named attorneys.
Practice focus: Wrongful termination, employment, executive separations
Kansas City firm representing employees in higher-stakes wrongful termination and contract-driven separation matters.
Strong fit for executive- or professional-level matters where compensation, equity, and restrictive covenants intersect with the termination.
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Fit your situation, not just the practice area. A wrongful termination firm that does mostly executive matters is a different fit from one that does mostly working-class matters. Call the firm and ask: “What does a typical client look like for you? What does a typical case look like?” If the answer is your situation, you are in the right place.
Ask who actually handles the case. Many firms market on the senior partner and route day-to-day work to a junior associate. That is not automatically bad — junior associates can be excellent — but you should know who you are working with. Ask: “Who will I be talking to day-to-day? How often does the senior partner sit in?”
Compare quotes side by side. Most Kansas City firms on this list offer a free or low-cost initial consultation. Use two of them. Compare fee structure, retainer terms, and the answers to the same set of questions across firms.
Kansas City wrongful termination cases typically run on contingency — 33%-40% of recovery, with 40% triggering after suit is filed. Hourly engagements for severance review run $300-$525/hour. Severance review and negotiation often runs $1,500-$4,500 flat. Costs (depositions, experts, mediator fees) are advanced and reimbursed from any recovery. MHRA and federal Title VII allow prevailing employees to recover attorney's fees from the employer.
Most Missouri wrongful termination claims start with an MCHR charge (also cross-filed with EEOC). MCHR may investigate or issue a right-to-sue letter (usually within 180 days). From filing in Jackson County Circuit Court: employer answer in 30 days, written discovery 6-9 months, depositions 9-14 months, mediation typically 10-14 months, trial 16-22 months. Most matters settle at or before mediation. Severance negotiation runs 2-6 weeks.
Kansas City wrongful termination cases are heard in Jackson County Circuit Court (Missouri side) and the U.S. District Court for the Western District of Missouri (Kansas City Division). For Kansas-side employers, cases route to Wyandotte or Johnson County District Court (Kansas) and the U.S. District Court for the District of Kansas. MCHR handles administrative intake for MHRA claims; EEOC handles federal intake.
Missouri wrongful termination law has its own contours. The local landscape differs in meaningful ways from neighboring states.
Missouri is at-will with narrow carve-outs. Missouri courts recognize a public-policy exception to at-will employment (refusing to commit a crime, reporting illegal activity, exercising a statutory right). The exception is real but narrow.
MHRA was tightened in 2017. The 2017 amendments to the Missouri Human Rights Act raised the causation standard to 'motivating factor' (with some 'because of' language by claim), eliminated individual supervisor liability, and added statutory damages caps. Federal Title VII often gives stronger remedies.
Whistleblower Protection Act is statutory. RSMo 285.575 (2017) is Missouri's exclusive statute for whistleblower retaliation claims. Common-law wrongful discharge for whistleblowing was largely eliminated. The statute has its own notice and damages rules.
Kansas City spans two states. Many Kansas City employers operate in both Missouri and Kansas. Choice of forum (MO vs. KS) can change applicable law, damages caps, jury pool, and timing. A KC employment attorney licensed in both states adds value here.
The first hundred Google results for “wrongful termination lawyer Kansas City” include thousands of firms. Most are competent. A handful are problems. The patterns to walk away from:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery or dismissal, leave.
The vanishing partner. You meet a senior name at intake, then never speak to them again. Ask in writing who handles your case from day to day.
Pressure to sign immediately. Reputable firms give you the retainer in writing, time to read it, and the option to take it home. High-pressure intake is almost always a volume mill.
No verifiable track record. The firm should point to published verdicts, settlements, peer rankings, or bar recognition. Specific cases, numbers, and third-party rankings are evidence. “We have helped thousands of clients” is marketing.
Vague fee terms. Every legitimate Kansas City lawyer will give you a written engagement letter with the fee structure, what is covered, what triggers extra charges, and what happens if you fire them. If the firm cannot put that in writing, walk away.
We will connect you with vetted wrongful termination attorneys in Kansas City. No fee to use this service.
The free consultation is short — usually 30 to 45 minutes. The lawyer cannot give you a serious case assessment without the documents. Bring the file. Most consultations turn into useful guidance only after the attorney has seen the paper trail.
The paper trail. Every email, text, and letter that touches the matter. Print or PDF the threads in chronological order. If you have a contract or written agreement, bring the signed version and any drafts that show what was negotiated. For court matters, bring every filed document and any orders that have issued.
A written timeline. One page. Bullet points. Date on the left, what happened on the right. Lawyers think in chronology — a timeline is the single most useful artifact you can prepare.
Names and contact information. Everyone involved on the other side, anyone who witnessed the events, your prior attorneys (if any), and the relevant insurance carriers or institutions. A lawyer needs to run a conflict check before taking the case; a short list saves time.
Your goals, in writing. What does a good outcome look like? What does an acceptable outcome look like? What is non-negotiable? A lawyer who knows your goals can tell you whether the case is worth the cost.
Most Kansas City wrongful termination firms on this list offer a free or low-cost initial consultation. Use it. Bring a list of questions, write down the answers, and compare across two firms before you sign.
Yes — Missouri is at-will. Employers can fire for any reason, no reason, or a bad reason, as long as it is not an illegal reason (discrimination, retaliation, breach of written contract, narrow public-policy violation).
180 days to file with MCHR for MHRA claims; 300 days with EEOC for federal claims. Whistleblower claims under RSMo 285.575 have their own timing rules. Confirm with a Kansas City wrongful termination attorney — Missouri windows are shorter than many states.
Yes. MHRA requires a charge with the Missouri Commission on Human Rights and a right-to-sue letter before filing a civil action. Cross-filing with EEOC is standard practice when federal claims are also available.
Often, no — most Missouri severance agreements include a release of claims. Read carefully before signing. A Kansas City wrongful termination attorney can review a severance offer before you sign and identify what you would be giving up.
RSMo 285.575 (effective 2017) is the exclusive Missouri statute for whistleblower retaliation claims. It protects employees who report serious misconduct, refuse to violate the law, or report to a proper authority. Common-law wrongful discharge for whistleblowing was largely eliminated by the 2017 amendments.
Lost wages (back pay and front pay), emotional distress, and statutory attorney's fees. The 2017 MHRA amendments added damages caps based on employer size, similar to federal Title VII. Punitive damages are available under MHRA with caps.
Yes. The state law governing your case can vary based on where you worked, where the employer is based, and where the conduct occurred. Forum choice affects damages caps, jury pool, and statute of limitations. A Kansas City wrongful termination attorney licensed in both states can help with the choice.
Depends on the claims, your finances, and your tolerance for litigation. A Kansas City wrongful termination attorney will model both paths — expected severance value versus expected litigation value — before you decide.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many cases like mine have you taken to verdict in the last three years? The answer tells you what you need to know. — The LawFirmSquare team