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Employment Lawyers
169,120 verified employment attorneys across the United States. Employment lawyers represent workers in wrongful termination, discrimination, harassment, wage & hour disputes, and severance negotiations.
American employment is mostly “at will” — either side can usually end the relationship — but employers cannot fire, refuse to hire, or treat workers worse because of protected characteristics, in retaliation for protected activity, or in violation of contract or statute. An employment lawyer translates a vague sense that something was wrong at work into a specific legal claim and a strategy to recover lost wages, back pay, and emotional-distress damages.
Common employment claims
Wrongful termination in violation of public policy, contract, or anti-discrimination law
Discrimination based on race, sex, age, disability, religion, national origin, or pregnancy
Sexual harassment and hostile work environment
Retaliation for whistleblowing, reporting discrimination, or filing a workers comp claim
Wage and hour violations: unpaid overtime, off-the-clock work, misclassification as exempt or independent contractor
FMLA and ADA interference and denial of reasonable accommodation
Severance negotiation and review
Non-compete enforcement and defense
Where to file: EEOC, state agency, or court
Federal discrimination claims under Title VII, ADA, and ADEA require filing a Charge of Discrimination with the EEOC (or equivalent state agency) within 180 to 300 days of the discriminatory act — a hard deadline. Wage claims can be filed with the U.S. Department of Labor or state labor agency, or directly in court. An employment lawyer chooses the venue that maximizes your leverage and recovery.
When to talk to an employment lawyer
You were fired suddenly after raising a concern or taking protected leave
You are offered severance with a release of claims
You are subject to a non-compete that limits your next job
You suspect you are misclassified or owed unpaid overtime
You are experiencing harassment and HR is not responding
How much does it cost to hire an employment lawyer?
Many employment cases are taken on contingency (typically 33% to 40%) with no upfront cost. Severance review and contract review are usually flat-fee. Hourly representation is also available; rates range from $250 to $600+ per hour depending on the market.
Do I have a wrongful termination claim?
You may, if your firing breached an employment contract, violated public policy, was retaliatory for protected activity, or was based on a protected characteristic. At-will employment by itself does not create a claim — the employer’s motive matters.
Should I sign the severance agreement?
Not before having an employment lawyer review it. Severance agreements usually require you to waive significant legal claims. A lawyer can identify claims worth keeping, negotiate higher severance, and remove overbroad non-disparagement or non-compete terms.
Can my employer fire me for filing an EEOC charge?
Retaliation against an employee who files an EEOC charge or otherwise opposes discrimination is itself illegal — and often easier to prove than the underlying discrimination. A retaliation claim adds value to the overall case.
How long do I have to file a discrimination claim?
Federal discrimination claims must usually be filed with the EEOC within 180 days (300 days in states with deferral agencies) of the discriminatory act. State-law deadlines vary. Wage claims have separate, often longer statutes. Talk to a lawyer immediately if you suspect discrimination.
Is my non-compete enforceable?
Depends on the state. California voids most non-competes; Texas, Florida, and others enforce them within reason. Geographic scope, duration, and the legitimate business interest claimed all affect enforceability. A lawyer can review the agreement against the law of the state where it would be enforced.
