Top Questions to Ask an Employment Attorney

If you’re facing a workplace issue such as wrongful termination, harassment, retaliation, or unpaid wages finding the right lawyer is very important. Here are some questions to ask when deciding who will represent you:

1. Have You Handled Cases Like Mine Before?

Employment law covers a wide range of issues. Ask whether the attorney has experience with your specific type of case, whether it involves discrimination, retaliation, wage theft, or another issue. Prior experience can make a big difference in strategy and results.

2. What Is Your Strategy for Handling My Case?

Understanding how the firm plans to approach your case can help you feel more confident moving forward. Will they try to resolve it quickly through negotiation, or are they prepared to litigate if necessary?

3. What Are the Strengths and Weaknesses of My Case?

A good lawyer will give you a clear, honest assessment of your situation. Ask them to walk you through the legal issues, potential challenges, and the strengths that may support your claim.

4. What Will This Cost Me?

Many employment lawyers work on a contingency basis, meaning you don’t pay unless your case is successful. Still, you should ask about the percentage the firm charges, and whether you’ll be responsible for any costs along the way (such as filing fees or expert witnesses).

5. Who Will Be Working on My Case?

Make sure you know who will handle your case day to day. Will you be working directly with the attorney you speak to during the consultation? Will other team members be involved?

6. How Long Will My Case Take?

Employment cases can take time, especially if litigation is involved. Your attorney should be able to give you a general timeline, including what to expect during each phase of the process.

7. How Often Will You Communicate With Me?

Ask how the firm handles communication. Will you get regular updates? Will you have direct access to your attorney if questions come up?

8. What Should I Do Next?

A good attorney will guide you on what steps to take now whether it’s preserving evidence, documenting ongoing retaliation, or avoiding contact with certain individuals at work.

How to Get the Most Out of Your First Meeting

Your first consultation is a critical step in helping us understand your rights and exploring your legal options. To make the most of our initial meeting, it’s important for you to provide us with some necessary information. Please know that everything does not need to be perfect. Provide us with what you can and we will guide you from there. You can get ready for our initial meeting by using the following checklist as a guide:

1. Gather Documents. Bring copies of relevant records including:
   • Offer letter or employment contract
   • Employee handbook or company policies
   • Pay stubs or time sheets
   • Performance reviews or disciplinary notices
   • Emails, texts, or messages related to your issue
   • Termination or severance letters
   • Any written complaints you’ve made or received
2. Create a Timeline.
   • Write a brief summary of key events in chronological order.
   • Please include dates, names and what happened to the best of your ability.
3. Prepare a List of Your Questions for us.
   • What are my legal rights?
   • Do I have a case?
   • What are the next steps?
   • What could the outcome look like?
   • For more information on this, please refer to the section on our website entitled “Questions to Ask Your Potential Lawyer”.
4. Be Honest and Thorough.
   • Share all relevant facts even uncomfortable ones. This is very important to ensure the best possible results.
   • Everything you say is confidential.
5. Know Your Goals.
   • Are you seeking compensation, reinstatement, or just legal clarity?
   • Be ready to discuss what you want moving forward.
6. Bring ID.
   • Have a photo ID with you in case verification is needed.