Employment Law Lawyers
Employment lawyers represent workers and employers in disputes over wages, discrimination, harassment, wrongful termination, and contracts. Many specialize in either plaintiff (worker) or defense (employer) side.
50
Employment Law Attorneys
10
States Covered
4.2/5
Average Rating
18
Avg Years Experience
What employment law lawyers handle
- →Wrongful termination
- →Discrimination (race, sex, age, disability, religion)
- →Sexual harassment
- →Wage-and-hour and overtime claims
- →Non-compete and severance agreements
- →Whistleblower retaliation
- →FMLA and ADA accommodations
When to hire
When you experience discrimination, harassment, or retaliation; before signing a severance or non-compete; or after termination if you suspect it was illegal. Many strict deadlines (180–300 days for EEOC charges) make speed critical.
Typical fees
Most plaintiff cases run on contingency (33–40%). Hourly counsel: $250–$600. Defense work is hourly or flat-fee.
Top cities for employment law lawyers
Employment Law attorneys by state
Frequently Asked Questions
What does a employment law lawyer do?
Employment lawyers represent workers and employers in disputes over wages, discrimination, harassment, wrongful termination, and contracts. Many specialize in either plaintiff (worker) or defense (employer) side.
When should I hire a employment law lawyer?
When you experience discrimination, harassment, or retaliation; before signing a severance or non-compete; or after termination if you suspect it was illegal. Many strict deadlines (180–300 days for EEOC charges) make speed critical.
How much does a employment law lawyer cost?
Most plaintiff cases run on contingency (33–40%). Hourly counsel: $250–$600. Defense work is hourly or flat-fee.
Is my termination 'wrongful'?
Most U.S. employment is at-will, so being fired for no reason is legal. It becomes wrongful only when it's based on a protected characteristic, retaliation for legally protected activity, or violates a written contract.
How long do I have to file a discrimination claim?
Typically 180 or 300 days from the last discriminatory act, depending on whether your state has its own civil-rights agency. Wait too long and the claim is barred.