Title VII of the Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure termination doesn't violate these protections.

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

Americans with Disabilities Act (ADA): Federal law protecting qualified individuals with disabilities from discrimination. Termination must not violate ADA provisions.

WARN Act: Worker Adjustment and Retraining Notification Act requiring advance notice for mass layoffs. Applies to employers with 100+ employees.

Fair Labor Standards Act (FLSA): Federal law governing wages and hours. Ensures proper payment of final wages and overtime.

National Labor Relations Act (NLRA): Federal law protecting workers' rights to organize and bargain collectively. Termination must not violate NLRA provisions.

State Termination Laws: State-specific requirements for notice periods, final paycheck timing, and additional worker protections varying by jurisdiction.

Employment Contract Review: Analysis of existing employment agreements, collective bargaining agreements, and company policies affecting termination process.

Documentation Requirements: Essential documentation including termination reason, final pay calculations, benefits information, company property return, and ongoing obligations.

Due Process Procedures: Review of progressive discipline documentation, performance improvement plans, and prior warnings to ensure proper termination process.