Employment law
Fired, harassed, or shorted on pay? Tell us what happened. We find the employment firms built for your case and, with your go-ahead, reach out on your behalf, so the right lawyer comes to you.
Let's find your employment lawyer.
We take it from there.
FindLawyer provides general legal information, not legal advice, and is not a law firm.
What to know about employment law
"At-will" doesn't mean "no rights"
Most U.S. employment is at-will, but you still can't be fired for illegal reasons, like discrimination, retaliation for reporting wrongdoing, or taking protected leave.
Deadlines can be short
Some claims require filing with an agency (like the EEOC) within months of the event before you can sue. Acting early protects your options.
Documentation is your leverage
Emails, performance reviews, pay records, and a written timeline are often what makes or breaks a case. Start gathering and preserving them now.
Unpaid wages add up
Misclassification, off-the-clock work, and denied overtime are common, and the law often allows recovery of back pay plus penalties.
Frequently asked
Common questions about employment law. For your specific situation, the quickest answer is to ask the assistant above.
Ask about my situationIn at-will states, generally yes, but not for an illegal reason such as discrimination, retaliation, or exercising a protected right. The distinction is exactly what an intake helps surface.
Adverse treatment based on a protected characteristic, such as race, sex, age, disability, religion, or national origin, can qualify. Patterns and documentation matter.
If you're a non-exempt employee working over 40 hours a week, you may be owed overtime. Keep your records; back pay and penalties are sometimes recoverable.
Often yes, some claims must first be filed with a government agency within a limited window. It's worth finding out your deadline early.
Not necessarily. Many disputes resolve through negotiation, settlement, or an agency process before any lawsuit.