California Civil Rights Law Group
Why hire a employment law attorney
Employment lawyers understand the web of federal and state laws that protect workers — and the deadlines that can make or break a claim
Employers have HR departments and corporate counsel working against you from day one. An attorney levels the playing field.
Many employment claims require filing with the EEOC or a state agency before you can go to court — an attorney ensures you don't miss these procedural steps
An attorney can evaluate whether your severance offer is fair relative to the claims you might be giving up, and negotiate better terms
Frequently asked about employment law
Is my situation actually illegal, or just unfair?
Many workplace issues are unfair but legal — at-will employment means most employers can fire most employees for almost any reason. Illegal conduct generally involves protected characteristics (race, sex, disability, age 40+, etc.), retaliation for protected activity, wage violations, or contract breach.
Should I report internally before contacting an attorney?
It depends. For harassment and discrimination, some claims require internal reporting first. For retaliation, reporting creates a documented "protected activity." For wage issues, internal reporting is often not required. An attorney can help time the report properly.
How long do I have to file an employment claim?
Deadlines vary by claim type. EEOC charges are typically 180 or 300 days. Wage claims are often 2–3 years. Wrongful termination contract claims can be longer. Some claims require administrative filing before suing in court.
What does an employment attorney typically cost?
Many employment attorneys work on contingency for discrimination, retaliation, and wage cases (you pay only on recovery). Some work hourly or on flat fees for severance review or counseling. Many offer free initial consultations.