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Our services
Process
Our methodical approach begins with an urgent case assessment to identify potential claims, such as wrongful dismissal or discrimination, under statutes like the Age Discrimination in Employment Act (ADEA). We immediately secure all relevant documentation, including your employment contract, termination letter, and any prior disciplinary records. A core technical step involves a detailed forensic analysis of the employer's stated reasons for termination against the factual record, which in our experience reveals discrepancies in approximately 40% of cases. We then develop a negotiation strategy focused on maximizing severance, often starting with a formal demand letter that cites applicable state and federal law. For a deeper understanding of one key component, see our guide on How Severance Pay Is Calculated.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Case Assessment Timeline | 1-3 Business Days |
| Common Statute of Limitations Range | 180 Days to 3 Years |
| Key Document Review Phase | Employment Contract & Termination Letter |
| Initial Strategic Demand | Formal Letter Citing Cause |
Local Considerations — USA
Employment law varies significantly between states, affecting everything from final paycheck deadlines to the enforceability of non-compete agreements. For instance, "at-will" employment is the default nationwide, but exceptions and protections differ; California has robust wrongful termination jurisprudence, while New York courts frequently handle complex bonus and commission disputes. Our national practice is structured to deploy attorneys deeply familiar with the procedural and substantive nuances of key jurisdictions like California, New York, and Texas. This localized expertise ensures that whether your case is in a tech hub like San Francisco or a financial center like New York, our strategy is precisely calibrated to local law and court tendencies.
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Standards & Compliance
- Age Discrimination in Employment Act (ADEA)
- Title VII of the Civil Rights Act of 1964
- State-Specific Wrongful Termination Doctrines
- Worker Adjustment and Retraining Notification (WARN) Act
Frequently Asked Questions
What is the first thing I should do after being fired?
Secure all documentation immediately. Do not sign any severance or release agreement provided by your employer before having it reviewed by counsel. Preserve all communications related to your termination and performance, as these are critical for assessing any potential legal claims.
How long do I have to file a wrongful termination lawsuit?
The deadline, known as the statute of limitations, varies by claim and state. For many federal discrimination claims, you must file a charge with the EEOC within 180 or 300 days. State law claims can have deadlines from one to three years. Immediate consultation is essential to avoid missing these strict deadlines.
Can I negotiate my severance package after I've been fired?
Yes, severance is almost always negotiable. Employers often present a standard offer, but factors like your tenure, the circumstances of your departure, and potential legal claims can be leveraged to negotiate for increased pay, extended benefits, or a neutral reference. A formal negotiation led by an attorney typically yields a significantly improved outcome.
How much does it cost to hire a lawyer after being fired in the United States?
Each listed firm typically handles termination cases on a contingency fee basis for litigation or a flat fee for negotiation, meaning you pay no upfront costs for a contingency case. Fees are a percentage of the recovery we secure for you. The specific structure depends on the case's complexity and stage (negotiation vs. litigation). We provide a clear fee agreement after our initial case assessment.