Find the Right Employment Law Attorney
Know your workplace rights — and fight for them. Compare attorneys across 3 states. Free consultation available.
States
3
Zip Codes
3,032
US Coverage
9%
Fee Structure
Contingency
When Do You Need a Employment Law Attorney?
Many employment claims have short filing deadlines. Federal discrimination charges must be filed with the EEOC within 180 to 300 days. Retaliation evidence can be destroyed, and witness memories fade. If you've been fired, harassed, or denied wages, consult an attorney before signing any severance agreement.
You've been fired and believe the reason was discriminatory, retaliatory, or illegal
You're experiencing workplace harassment or discrimination and your employer's HR department hasn't resolved it
You're not being paid correctly — missing overtime, unpaid wages, misclassified as an independent contractor, or denied breaks
You've been offered a severance agreement and want someone to review it before signing
You're a whistleblower facing retaliation for reporting illegal activity
You have a non-compete or employment contract dispute
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Types of Employment Law Cases We Cover
How to Choose the Right Employment Law Attorney
Focus on employee-side representation — many employment firms represent employers, and you need someone fighting for you
Experience with your specific type of claim — discrimination, wage theft, and whistleblower cases each require different expertise and strategies
Knowledge of both federal and your state's employment laws, which may provide stronger protections than federal law
Track record of taking cases to trial, not just settling — employers take attorneys with trial experience more seriously
Willingness to explain the realistic value of your claim and the likelihood of success honestly
What to Expect When You Hire a Employment Law Attorney
Confidential consultation to evaluate your situation, review any documentation, and assess the strength of your claims
Filing an EEOC charge or state agency complaint if required (a prerequisite for many employment lawsuits)
Demand letter and pre-litigation negotiation with your employer or their attorneys
Discovery: depositions, document requests, emails, and personnel records that support your case
Mediation or settlement negotiation to resolve the case without a full trial
Trial if a fair settlement cannot be reached
Typical timeline: EEOC charges typically take 6 to 18 months to process. After receiving a right-to-sue letter, you have 90 days to file in court. Wage and hour cases may resolve in 3 to 9 months. Wrongful termination lawsuits typically take 1 to 3 years from filing to resolution.
How Much Does a Employment Law Attorney Cost?
Employment attorneys may work on contingency (for discrimination and wrongful termination cases), hourly rates ($200-$500/hr), or a combination. Wage and hour cases may involve statutory attorney's fees paid by the employer if you win. Initial consultations are usually free.
Typical Cost Range
Contingency (discrimination/retaliation): 33-40% of recovery. Hourly: $200-$500/hr. Severance review: $500-$2,000 flat fee. Many employment statutes require the employer to pay your attorney's fees if you win.
Statute of Limitations
Federal discrimination charges must be filed with the EEOC within 180 days (or 300 days in states with their own agency). After receiving a right-to-sue letter, you have just 90 days to file in court. Wage and hour claims under FLSA have a 2-year limit (3 years for willful violations). State claims may have different deadlines. These are strict deadlines — missing them means losing your claim.
Red Flags to Watch For
Guarantees a specific dollar recovery before investigating the facts
Represents both employers and employees — this creates potential conflicts of interest and split loyalties
Pressures you to file immediately without explaining the EEOC process or evaluating whether you have a viable claim
Know Your Rights
Federal and state laws protect you from discrimination, harassment, and retaliation in the workplace. You have the right to fair wages, a safe work environment, reasonable accommodation for disabilities, and job-protected medical leave. You cannot be legally punished for reporting illegal activity or exercising your workplace rights.
Highest Competition Markets
- 1. Acampo, CA$45
- 2. Acton, CA$45
- 3. Adelanto, CA$45
- 4. Adin, CA$45
- 5. Agoura Hills, CA$45
- 6. Aguanga, CA$45
- 7. Ahwahnee, CA$45
- 8. Alameda, CA$45
- 9. Alamo, CA$45
- 10. Albany, CA$45
Most Affordable Markets
- 1. Acme, PA$5
- 2. Adah, PA$5
- 3. Adamsburg, PA$5
- 4. Allenport, PA$5
- 5. Allison, PA$5
- 6. Allison Park, PA$5
- 7. Alverton, PA$5
- 8. Amity, PA$5
- 9. Apollo, PA$5
- 10. Ardara, PA$5
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Employment Law: Frequently Asked Questions
- Can I be fired for no reason?
- In most states, employment is 'at will,' meaning your employer can generally fire you for any reason or no reason — but not for an illegal reason. You cannot be fired based on your race, sex, age, religion, disability, national origin, or for exercising legal rights (like filing a workers' comp claim or taking FMLA leave). If you suspect an illegal reason, document everything and consult an attorney.
- What should I do if I'm being harassed at work?
- Report the harassment in writing to your supervisor and HR, following your company's complaint procedure. Keep copies of everything. Document each incident with dates, times, witnesses, and exactly what was said or done. If the company doesn't address it, file a charge with the EEOC or your state's agency. Don't quit if you can avoid it — voluntary resignation can complicate your legal claims.
- Should I sign the severance agreement my employer is offering?
- Not without having an attorney review it first. Severance agreements typically require you to waive all claims against your employer — including discrimination, wrongful termination, and wage claims you may not even know about. An attorney can evaluate whether the severance is fair, negotiate better terms, and ensure you're not giving up valuable rights. The fee for this review is usually a few hundred dollars and can save you thousands.
- Am I misclassified as an independent contractor?
- Many employers misclassify workers as independent contractors to avoid paying overtime, benefits, and employment taxes. Key factors include: do you control when and how you work? Do you work exclusively for one company? Does the company provide your tools and workspace? Do you have your own business? If you function like an employee but are paid as a contractor, you may be entitled to back wages, overtime, and benefits.
- What can I recover in an employment lawsuit?
- Depending on your claim type, you may recover back pay (wages you would have earned), front pay (future lost earnings), compensatory damages for emotional distress, punitive damages in egregious cases, reinstatement to your job, and attorney's fees. Federal discrimination claims have caps on compensatory and punitive damages based on employer size. State laws may not have these caps.
- What is the average cost for employment lawyers?
- Employment attorneys may work on contingency (for discrimination and wrongful termination cases), hourly rates ($200-$500/hr), or a combination. Wage and hour cases may involve statutory attorney's fees paid by the employer if you win. Initial consultations are usually free.
- How many states have employment lawyers on our platform?
- We track employment lawyers coverage across 3 states and 3,032 zip codes, helping you find an attorney near you.