{"id":4782,"date":"2026-10-27T01:42:39","date_gmt":"2026-10-27T01:42:39","guid":{"rendered":"https:\/\/kewlegal.com\/resources\/florida-employer-guide-when-an-employee-causes-trouble\/employee-termination-attorney-miami-dade\/"},"modified":"2026-10-27T14:34:27","modified_gmt":"2026-10-27T14:34:27","slug":"employee-termination-attorney-miami-dade","status":"publish","type":"page","link":"https:\/\/kewlegal.com\/resources\/florida-employer-guide-when-an-employee-causes-trouble\/employee-termination-attorney-miami-dade\/","title":{"rendered":"Employee Termination Attorney Miami-Dade | KEW Legal"},"content":{"rendered":"\n
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Employment Law for Employers | Miami-Dade County<\/p>

Terminating an Employee? Get Counsel Before You Act<\/h1>

KEW Legal advises business owners and employers in Coral Gables, Sunny Isles Beach and across Miami-Dade and South Florida on employee terminations, documentation and the steps that come after a termination decision.<\/p>

Schedule a Free Consultation<\/a><\/div>
Schedule a Free Consultation<\/a><\/div><\/div>\n<\/div><\/div>\n\n\n

By Kristina E. Wilson \u00b7 Published October 26, 2026<\/p>\n\n

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What Employee Termination Counsel Does for Florida Employers<\/h2>\n

Employee termination counsel reviews a planned firing before the employer gives notice, so the reason, the file and the timing hold up. KEW Legal offers this review to owners, managers and HR leads in Miami-Dade, Broward and South Florida.<\/p>\n

The work centers on the steps that create legal exposure. Those steps are the stated reason, the personnel file, the timing and the message the employee hears. Counsel also reviews the paperwork that follows, including final pay and any separation agreement.<\/p>\n

KEW Legal works as outside general counsel for business owners. That means termination advice ties into your handbook, contracts and earlier workplace decisions. The page serves employers with one problem employee and employers planning a reduction in force.<\/p>\n

Kristina E. Wilson is the responsible lawyer for this page. Natalie Martinez is also among the firm’s lawyers. The firm has offices in Coral Gables and Sunny Isles Beach.<\/p>\n\n

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If you are weighing whether to end an employee's job, talk with KEW Legal before anyone is told, so we can review the file first. Talk it through with our team — the first consultation is free, confidential, and carries no obligation.<\/p>

Get a free consultation<\/a><\/div>
Get a free consultation<\/a><\/div><\/div>\n<\/div>\n\n
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Is Florida Employment At-Will, and When Can a Termination Create Liability?<\/h2>\n

Florida is an at-will state, so an employer may end employment for any reason the law does not prohibit. The key word is “prohibit.” A termination becomes a legal problem when the reason is one the law forbids.<\/p>\n

Discrimination is the first category. Under Fla. Stat. \u00a7 760.10<\/a>, an employer may not discharge, fail or refuse to hire, or otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, pregnancy, national origin, age, handicap or marital status, unless religion, sex, pregnancy, national origin, age, absence of a particular handicap, or marital status is a bona fide occupational qualification reasonably necessary for the performance of the particular employment. The civil rights law defines an employer as any person employing 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, under Fla. Stat. \u00a7 760.02<\/a>.<\/p>\n

Retaliation is the second category. The Florida Private Whistle-blower Act<\/a> bars retaliation against an employee who objects to a practice that violates a law. It also bars retaliation against an employee who gives information to an agency investigating the employer. The Act covers a private employer with ten or more persons, under Fla. Stat. \u00a7 448.101<\/a>.<\/p>\n

Other protected acts matter too.<\/p>\n

Contract wording is the third category. Handbook promises are not automatically binding. Under Quaker Oats Co. v. Jewell<\/a>, a manual is a contract only if it says so in explicit terms.<\/p>\n

Two mistakes weaken a termination file. One is giving a reason that appears nowhere in the record. The other is acting on a recent complaint without checking the timeline.<\/p>\n

What Our Termination Counsel Covers<\/h2>\n

Counsel covers the full path, from the first file review to the final paycheck. The list below shows what is included.<\/p>\n