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Employment law protects workers from illegal practices by employers, including discrimination, harassment, wrongful termination, wage theft, and retaliation. Federal laws like Title VII, the ADA, ADEA, FLSA, and FMLA set baseline protections, but many states provide additional rights that exceed federal minimums. An employment attorney helps you understand which laws apply to your situation and the best strategy for enforcing your rights.

Most employment disputes begin with filing a charge with the Equal Employment Opportunity Commission (EEOC) or your state's equivalent agency. There are strict deadlines for filing: 180 days for federal claims (extended to 300 days in states with their own agencies). Missing these deadlines can permanently bar your claim. An employment attorney ensures your charge is filed correctly and on time.

Wrongful termination occurs when an employer fires you for an illegal reason: discrimination, retaliation for reporting violations, exercising FMLA leave, or filing a workers' compensation claim. Most states are at-will employment, meaning employers can fire you for any reason except an illegal one. Proving the real motivation behind a termination often requires an attorney experienced in employment investigations.

Workplace discrimination based on race, gender, age, disability, religion, national origin, pregnancy, or sexual orientation is prohibited by federal and state laws. Discrimination can be overt or systemic, affecting hiring, promotions, pay, assignments, and termination. Pattern-and-practice evidence and statistical analysis often strengthen these claims.

Wage and hour violations include unpaid overtime, misclassification as independent contractors or exempt employees, off-the-clock work, tip theft, and failure to provide required breaks. The FLSA requires overtime pay at 1.5x for hours over 40 per week. Many states have stricter rules. These claims can be brought individually or as class actions.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature that creates a hostile work environment. Employers are liable when they knew or should have known about harassment and failed to take corrective action. Retaliation against employees who report harassment is separately illegal.

Employment law has some of the shortest filing deadlines in the legal system. EEOC charges must be filed within 180-300 days of the discriminatory act. State agency deadlines vary but are often similarly tight. Wage claims under the FLSA have a 2-year statute of limitations (3 years for willful violations). Many employment attorneys offer free initial consultations, and some work on contingency for discrimination and harassment claims. Contact an attorney promptly after any workplace violation to preserve your rights.