If you believe that your actions leading to your termination were directly related to your PTSD, you might want to consult with an employment lawyer to explore your options.
In some cases, individuals with disabilities, including PTSD, are protected under the Americans with Disabilities Act (ADA) or similar laws in other countries. These laws prohibit discrimination based on a disability and require employers to provide reasonable accommodations to qualified employees with disabilities, allowing them to perform their job duties.
To determine if you have grounds to sue your former employer, several factors need to be considered, such as:
Disability disclosure: Did you inform your employer about your PTSD and request any necessary accommodations? If you did and your employer failed to make reasonable accommodations, it could be relevant to your case.
Adverse employment actions: Were you fired solely due to your disability or because of job-related actions that were directly caused by your disability?
Reasonable accommodations: Were there any reasonable accommodations your employer could have made that would have allowed you to perform your job effectively without causing harm to yourself or others?
Precedents and local laws: Legal requirements and precedents can vary by jurisdiction, so it's essential to understand the specific laws and regulations in your area.
Given the complexity of legal matters, it's essential to seek advice from a qualified employment lawyer who can assess the specifics of your case and provide tailored guidance. They can help you understand whether you have a viable claim and guide you through the legal process if you choose to pursue legal action against your former employer.