Many workers do not have a written contract to detail the terms of their employment. However, you could have an implied contract that protects your rights at your workplace. If you feel your employer has wrongfully terminated you, you could find out if your workplace has provided you with promises that are legally binding.
The Motley Fool describes several examples of implied contracts, one or more of which may apply in your case.
Some companies create employee handbooks to describe what the business expects of an employee. Handbooks can contain the anti-discrimination and disciplinary policies of the workplace as well as work conditions, employee compensation and benefits, and how the business will discipline workers.
Any policy created by your employer could describe the terms for your workplace performance and conduct as well as the disciplinary steps that lead up to a firing. Your employer may have given you a copy of the policy on a sheet or through an electronic medium, or a supervisor could have posted a notice on the wall.
Your employer might not have given you any policy documents. However, you may still have a case against your employer if you received verbal promises that you would retain your job provided you did not violate specific policies and that your employer has disciplined you in a particular way.
While it is not always easy to prove that an employer gave you oral promises, your claims might receive support if your employer has given other workers the same promise or if there were witnesses to your talks with your employer.
Almost any statement made by your employer might qualify as an implied contract. Checking your past e-mails or notices may uncover requirements for your employment. Any evidence you gather could be of help if you decide to move forward with legal action.