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Title VII of the Civil Rights Act of 1964: Federal law that prohibits employment discrimination based on race, color, religion, sex, and national origin. Must ensure termination does not violate these protections.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Termination cannot be based on age.

Americans with Disabilities Act (ADA): Federal law prohibiting discrimination against qualified individuals with disabilities. Termination must not be related to disability status.

Family and Medical Leave Act (FMLA): Federal law providing job-protected leave. Ensure employee is not being terminated for taking FMLA-protected leave.

National Labor Relations Act (NLRA): Federal law protecting workers' rights to organize and engage in collective bargaining. Termination cannot be in response to protected activities.

WARN Act: Federal law requiring advance notification for mass layoffs. Must be considered if part of a larger reduction in force.

State Anti-Discrimination Laws: State-specific laws that may provide additional protected categories beyond federal law. Varies by state jurisdiction.

Final Paycheck Requirements: State-specific laws governing timing and method of final paycheck delivery, including payout of accrued vacation or PTO.

State Notice Requirements: State-specific rules about written notice, timing, and documentation required for termination.

Continuation of Benefits: State and federal laws regarding continuation of health insurance and other benefits post-employment, including COBRA requirements.

Employment Agreements: Review of any existing employment contracts, offer letters, or agreements that may affect termination terms.

Company Policies: Internal procedures and policies regarding termination as outlined in employee handbooks or policy manuals.

Performance Documentation: Records of performance reviews, warnings, or disciplinary actions that support the termination decision.

Non-Compete Agreements: Review and reminder of any existing non-compete obligations that continue post-employment.

Confidentiality Obligations: Review of ongoing confidentiality requirements and protection of trade secrets post-employment.