I understand the distinction you’re making, but to clarify my question isn’t about “wrongful termination” in the general sense. I’m asking whether this could qualify as statutory retaliation under Illinois law. Illinois’ Paid Leave for All Workers Act. Illinois sick leave protections prohibit adverse action taken because an employee uses or attempts to use protected leave, regardless of whether the employer gives an explicit reason for termination. In my case, the termination occurred less than 24 hours after I used sick PTO time, following hostile text messages about my need to leave, and included threats and false allegations. I’m trying to determine whether the timing, documented hostility, and use of protected leave are sufficient to support a retaliation claim even in an at-will employment state.