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 must not be based on age-related factors.

Americans with Disabilities Act (ADA): Federal law protecting qualified individuals with disabilities from discrimination. Termination must not be related to any protected disability.

National Labor Relations Act (NLRA): Federal law protecting employees' rights to organize and engage in collective bargaining. Termination must not violate these protected activities.

WARN Act: Federal law requiring employers to provide advance notice in cases of mass layoffs. Must be considered if termination is part of larger workforce reduction.

State Employment Termination Laws: Specific state laws governing employment termination, including notice periods, final paycheck requirements, and additional protections beyond federal law.

At-Will Employment Doctrine: Legal principle allowing employment termination without cause, subject to statutory exceptions and state-specific limitations.

Employment Contract Compliance: Review of existing employment agreements, company policies, employee handbooks, and collective bargaining agreements that may affect termination terms.

Documentation Requirements: Necessary documentation including performance reviews, warnings, disciplinary actions, and specific reasons supporting the 'not a good fit' determination.