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Top Newark Wrongful Termination Lawyers - New Jersey

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Newark Wrongful Termination Law Firms

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Hyderally & Associates, P.C.

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Wrongful Termination Lawyers Serving Newark, NJ (Montclair, NJ)

Contact us for your Employment Law needs. Click here or call today.

  • Free Consultation
  • 32  Years 
    Experience
Visit Website Email Us 973-932-0906 Call Today Firm Profile
  • Free Consultation
  • 32  Years 
    Experience

Costello & Silverman, LLC

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Wrongful Termination Lawyers Serving Newark, NJ (Mount Laurel, NJ)

A Wrongful Termination (Employee) firm representing clients in the New Jersey area

  • Free Consultation
  • 6  Super Lawyers®
  • 1  Attorney Rating
  • 20  Years 
    Experience
Visit Website Email Us 866-944-3371 Call Today Firm Profile
  • Free Consultation
  • 6  Super Lawyers®
  • 1  Attorney Rating
  • 20  Years 
    Experience

Crystal Pettiford Law

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Wrongful Termination Lawyers Serving Newark, NJ (Union, NJ)

Aggressive And Compassionate NJ Certified Civil Trial Attorney For Those Seeking Justice

  • 18  Years 
    Experience
Visit Website Email Us 973-994-2700 Call Today Firm Profile
  • 18  Years 
    Experience

Leeds Law Firm, PLLC

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Wrongful Termination Lawyers Serving Newark, NJ (Nationwide)

Protecting Workers- Pursuing Justice. CALL US NOW!

  • Free Consultation
  • 12  Years 
    Experience
Visit Website Email Us 866-810-8128 Call Today Firm Profile
  • Free Consultation
  • 12  Years 
    Experience

Newark Wrongful Termination Law Firms

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Newark, NJ Lawyers in Related Practice Areas:

Employment Rights Employment Law (Employer) Discrimination

Wrongful Termination Lawyers in Cities Near Newark, NJ

East Orange Elizabeth Bayonne Jersey City Union City

People Often Ask…

If you were fired and believe that your termination was illegal, an employment attorney who handles wrongful termination cases in Newark may be able to help.

Employment lawyers protect the rights of people who have been fired in a variety of ways. They handle wrongful termination lawsuits, file complaints with the Equal Employment Opportunity Commission (EEOC) and related state-level organizations and provide trusted advice to those who need it the most.

We've put together a list of lawyers and law firms in your area so that you can get the legal advice you need to pursue your wrongful termination claim.

A lawyer can help you determine if your firing was allowed under the law, or whether it violated federal laws, New Jersey laws or local ordinances related to:
  • Discriminatory reasons, including employment discrimination based on race, color, national origin, age, sex (including issues related to pregnancy and sexual orientation), religious beliefs or disability status.
  • Retaliation for taking medical leave (including leave related to COVID-19/coronavirus), reporting sexual harassment, seeking workers' compensation benefits, being a whistleblower or helping with whistleblowing activities, or filing a personal injury claim or pursuing other legal issues against the company or its employees.
  • Breaking an employment contract or violation of an employment agreement.
  • Other illegal reasons for termination that run counter to public policy and New Jersey law.

An attorney can help you sort through these and other potential causes of your wrongful termination, as well as stand up for your rights if your former employer claims that you were let go for allowable reasons such as being an at-will employee.

Not sure what to ask a wrongful termination attorney? Here are a few sample questions to get you started:

  • How long have you been in practice?
  • How many employment law cases have you handled?
  • How much does a wrongful termination case cost?
  • Where is your law office in Newark located?
  • What are the next steps?

It is always a good idea to research your lawyer prior to hiring. Every state has a disciplinary organization that monitors attorneys, their licenses, and consumer complaints. By researching lawyer discipline you can:

  • Ensure the attorney is currently licensed to practice in your state
  • Gain an understanding of his or her historical disciplinary record, if any.
  • Determine the seriousness of complaints/issues which could range from late bar fees to more serious issues requiring disciplinary action.