Free employment case review
Answer six questions and an employment attorney licensed in your state will review what happened, for free.
No documents and no account. We only ask what an attorney needs to tell you whether it is worth pursuing.
Do I have a case?
They assume at-will employment means the company can do whatever it likes, so they take the severance, sign what was put in front of them, and move on. Sometimes that is right. Often it is not. Here is what people come to us about.
Being let go after you complained, after you got sick, after you asked for leave, or right before a bonus or a vesting date. At-will employment does not mean an employer can fire you for an illegal reason.
Passed over, demoted, cut back or pushed out because of your race, sex, age, pregnancy, disability, religion, or national origin. It counts whether it was said out loud or not.
You reported harassment, unsafe conditions, unpaid wages or something illegal, and things got worse from there. Retaliation is a separate claim, even if the thing you reported turns out to be nothing.
Comments, touching, threats or a pattern of conduct that made the job intolerable, from a manager, a colleague, or a customer the company did nothing about.
Off the clock work, missed overtime, skipped meal or rest breaks, tips taken, a final paycheck that never came, or being labeled a contractor to avoid paying you like an employee.
Medical leave denied or held against you, a pregnancy or disability accommodation refused, or a job that was not there when you came back.
Not sure which one fits, or fairly sure none of them do? Describing it to an attorney costs nothing, and the boundaries are not where most people assume.
Check my caseHow it works
You tell us what happened once. Everything after that is our job and the attorney’s.
Six questions, no documents, no account. You do not need to know which law applies or what your claim is called. That is the part the attorney works out.
Employment law is state by state, and most firms only take certain claims. We pass your details to an independent attorney licensed where you worked who handles the kind of case you have.
The attorney calls you, listens, and tells you whether you have something worth pursuing. If they take it on, employment cases are normally handled on a contingency basis, so you pay nothing up front.
Before you do anything else
None of this is legal advice, and nothing here depends on using our service. It is what employment attorneys say they wish people had known before the call.
Some federal discrimination claims have to be filed with an agency within 180 days, and some state deadlines are shorter still. Waiting to feel ready is the most common way a good claim becomes no claim.
Dates, who said what, who else was in the room, and the name of anyone you reported it to. Email yourself a copy from a personal address. Cases turn on this more often than on documents.
Almost every severance package asks you to give up the right to sue in exchange for the money. You usually have time to have someone read it, and what you sign away is very difficult to get back.
Getting legal advice, filing a complaint or taking part in someone else's are all protected activities. If you are still employed and worried about what happens next, say so on the call.
Frequently asked
Something specific to your situation? It is a better question for the attorney, and the call is free.
No. Submitting the form is free and the case review with the attorney is free. If an attorney takes your case, employment matters are normally handled on a contingency basis, which means their fee comes out of a recovery and there is nothing to pay if there is none. The attorney explains their terms before you agree to anything.
No. Employment Guardians is not a law firm and does not give legal advice. We connect people who may have an employment claim with independent attorneys and law firms who advertise with us. No attorney client relationship is created by using this site.
Usually within one business day, often the same day. The call comes from the attorney's office, so it may show as a local number you do not recognize. If you miss it, they will normally try again.
That is common, and it is not a problem. Speaking to an attorney is confidential and it is not something your employer is entitled to know about. Retaliating against you for it would itself be unlawful.
Bring it to the call. Severance and settlement agreements vary, some releases are narrower than they look, and some are unenforceable. It is worth ten minutes of an attorney's time to find out which one you signed.
It goes to Employment Guardians and to one or more independent attorneys or law firms who may be able to help you, and that is what your consent on the form covers. We do not sell it for unrelated marketing. You can ask us to delete it at any time. The full detail is in our privacy policy.
Free case review
An employment attorney licensed in your state will tell you whether what happened to you is something the law recognizes. It costs nothing to ask, and the deadline is running either way.
Prefer email? contact@employmentguardians.com
