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Data verified October 17, 2026
You were passed over again, and you are starting to see the pattern. Discrimination attorneys handle one claim: that an employer treated you worse because of who you are. Race, age, disability, religion, sex, pregnancy. The work reaches hiring and pay, promotions, shift assignments, equal pay, and the accommodation your manager would not approve. Conduct aimed at you, the slurs and the touching, sits with a workplace harassment lawyer instead.
Most of these claims start at an agency, not a courthouse. An EEOC charge or a filing with your state civil rights agency comes first, and firms differ in how much of their practice lives there. Ask who signs the charge and who answers the employer. Ask how the fee is built: contingency is common on the employee side, hourly work is common too, and some practices charge a flat fee for the agency stage.
Bring the paper to the first meeting. Your offer letter and job description, reviews, pay stubs, the emails and texts where it was said out loud, your own notes of what happened and who saw it. Names of coworkers matter. So does anything you already sent to human resources.
The state and city lists below take you to firms in your area. Each city page shows which practices sit in that city and which are nearby, and counts the ones stating a free consultation.
Claims that an employer treated you worse because of a protected characteristic. Hiring and firing decisions, pay, promotion, training, shift assignments, a disability accommodation that was refused, pregnancy. Most also take retaliation for having complained. What they cannot fix is a boss who is unpleasant to everyone, because the mistreatment has to be tied to who you are rather than to bad temper.
Three shapes are common. Hourly, with a retainer paid up front. Contingency, where the firm takes an agreed share of what you recover and you pay little while the matter runs. A flat fee for one defined stage, such as the agency charge. Ask which applies, what costs sit outside the fee, who pays those costs if nothing is recovered, and make sure the engagement letter says it.
Anything that fixes what happened in time and in words. The contract or offer, the job description, every review you have, pay records, and the written messages where someone said the quiet part. A short timeline of events helps more than people expect. Add the names of witnesses and the human resources file if you have it. Do not edit any of it before you hand it over.
It turns on the wrong. If a decision went against you because of who you are, the promotion, the pay, the schedule, the accommodation refused, that is discrimination. If the problem is conduct, the comments, the touching, the daily grind that makes work unbearable, that is harassment, and a workplace harassment lawyer covers it. Many matters are both, and one firm usually runs the whole file.
Usually, yes. In most states you raise a charge with the federal equal employment agency or its state counterpart before a court will hear you, and the agency may investigate, offer mediation, or issue a letter that lets you sue. That first step has its own paperwork and its own clock, which is the practical reason to call a firm early rather than late.
