Termination Risk Assessor
Sensing that the RTO policy is being used against you? This self-check scores how exposed your position looks, explains which factors drive the risk, and lists concrete steps and evidence to gather.
Your situation
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Your risk readout
Answer the questions — your risk readout updates instantly.
How the risk engine works
In at-will states, employers generally can end employment for almost any reason — so the real question is whether your situation touches a protected category: retaliation after a complaint, a disability or medical-accommodation tie-in, protected leave, age, or documented disparate treatment. Each answer below adds or subtracts risk points; the total maps to a low / medium / high level. This is a self-screening tool, not a legal opinion — if the readout is medium or high, the recommended next step is a consultation with an employment attorney.
- Protected activity + negative timing is the strongest retaliation signal.
- Good performance + sudden new scrutiny often precedes pretextual firings.
- At-will alone means the employer has broad freedom — it doesn't mean they have immunity for illegal motives.
Frequently asked questions
Can I be fired for refusing to return to the office?
In at-will states, an employer generally can terminate over a refusal to follow a lawful, uniformly applied policy — but not if the refusal stems from a protected reason (medical condition needing accommodation, protected leave, a filed complaint, etc.). The devil is in the reason, not the refusal itself.
What counts as "protected activity"?
Common examples: filing a harassment or wage complaint, requesting a medical accommodation, taking FMLA-type leave, reporting a safety or legal violation, or discussing wages (protected in many jurisdictions). A firing that follows such activity within months can raise a retaliation claim.
What evidence should I keep?
Performance records and reviews, written warnings (and whether they were consistent with peers), dates of complaints or accommodation requests, emails praising your work, and the timeline of any post-policy scrutiny. The checklist below lists it in order.
Is this a substitute for talking to a lawyer?
No. This tool gives a quick directional read. If your situation involves a complaint, accommodation request, or recent discipline, a short paid consultation with an employment attorney in your state is the right next step.
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