The Four Steps
Search for Plaintiff-Side Employment Attorneys
You want an attorney who represents employees — not employers. Search specifically for "plaintiff employment attorney" or "employee rights attorney" in your area. Attorneys who defend companies have a conflict of interest and will not take your case.
Act Before Your Deadline
Filing deadlines for wrongful termination claims can be as short as 180 days from your termination date — and some whistleblower claims are even shorter. Contact attorneys as soon as possible. Waiting can permanently eliminate your options.
Schedule a Free Consultation
Most plaintiff-side employment attorneys offer free initial consultations. This is your opportunity to describe your situation, ask questions, and assess whether the attorney is a good fit. You are not obligated to hire anyone after a consultation.
Understand the Fee Arrangement
Most employment attorneys work on contingency — meaning they only get paid if you win or settle. In employment law, contingency fees typically run 40–45% of the recovery, and can reach 45–50% if the case goes to trial. Clarify upfront whether you'll also be responsible for case costs (filing fees, depositions) regardless of outcome.
Where to Search
State Bar Referral Services
Every state bar association operates a lawyer referral service. These are vetted attorneys in good standing. Search "[your state] bar association lawyer referral."
NELA — National Employment Lawyers Association
NELA is the largest professional association of plaintiff-side employment attorneys in the country. Their directory lists attorneys by state and specialty.
CELA — California Employment Lawyers Association
CELA is the leading professional association for plaintiff-side employment attorneys in California. If your case involves California law, their member directory is an excellent starting point.
Delshad Legal
CaliforniaA California employment law firm representing employees in wrongful termination, discrimination, and retaliation cases. Contingency-fee representation — no upfront cost.
National Employment Law Project
NELP is a nonprofit that advocates for worker rights and maintains resources for finding legal help, including low-income legal aid options.
Legal Aid Organizations
If you cannot afford an attorney, legal aid organizations provide free or low-cost legal help to qualifying individuals. Search "[your state] legal aid employment."
EEOC — File Directly
You do not need an attorney to file an EEOC charge. The EEOC provides free assistance and will investigate your charge at no cost to you.
What to Bring to a Consultation
The more organized you are, the more useful your consultation will be. Attorneys can give you a much better assessment of your case when they have concrete information to work with. Bring as much of the following as you can gather:
- A brief written timeline of events leading up to your termination
- Any written reason given for your termination (termination letter, email, etc.)
- Your most recent performance reviews or written feedback
- Any written warnings, PIPs, or disciplinary notices
- Documentation of any complaints you made before being fired
- Any severance agreement you were asked to sign
- Your offer letter or employment contract, if you have one
- Names and contact information of potential witnesses
Questions to Ask the Attorney
A consultation is a two-way evaluation. You are assessing the attorney just as much as they are assessing your case. Don't leave without asking:
Do you represent employees or employers? (You want plaintiff-side only.)
Have you handled cases similar to mine? What were the outcomes?
Do you work on contingency? What is your fee percentage?
Will I be responsible for case costs if we lose?
What is your honest assessment of my case's strengths and weaknesses?
What is the likely timeline for a case like mine?
Who will actually be working on my case — you or a junior associate?
What is the best way to reach you, and how quickly do you respond?
Red Flags to Watch For
Most employment attorneys are ethical professionals. But as with any profession, there are bad actors. Be cautious of any attorney who:
- Guarantees a specific outcome or settlement amount before reviewing your case
- Asks for a large upfront retainer for a contingency case
- Pressures you to sign a retainer agreement at the first meeting
- Cannot clearly explain their fee structure
- Has no experience with employment law or plaintiff-side cases
- Is difficult to reach or unresponsive before you've even hired them