Torrance Employment Contract Attorney
- Top Rated Trial Firm
- Over $100 Million Recovered For Clients
- No Fees Unless We Win
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At Feher Law, our Torrance employment contract attorneys help employees review, negotiate, and challenge unfair contract terms that could limit your career opportunities or take away money you’re entitled to, such as bonuses, commissions, or severance.
We ensure you understand what you’re signing and fight for terms that protect your interests. Whether you’re facing a non-compete clause, severance agreement, or executive compensation package, we provide the strategic guidance you need.
California employment law provides strong protections for workers, but contracts can override many default rights. Employers draft these agreements to protect their interests—you need someone protecting yours.
We’ve secured over $100 million for our clients across our practice areas. Our employment contract team approaches each agreement with the same strategic thinking we bring to complex litigation, identifying problematic clauses and negotiating better terms before you sign.
Our Torrance employment lawyer team is ready to help with all your employment contract needs.
How Our Torrance Employment Contract Lawyers Help You
We guide employees through every aspect of employment contracts, from initial review to final negotiation. Our attorneys identify hidden risks in contract language that could restrict your future employment, reduce your compensation, or expose you to legal liability. We explain complex legal terms in plain language so you can make informed decisions about your career.
Our contract review process examines:
- Compensation structures: Base salary, bonuses, equity grants, and commission schedules to ensure you receive fair payment for your work and understand when compensation vests or becomes payable.
- Restrictive covenants: Non-compete, non-solicitation, and non-disclosure agreements that could limit where you work after leaving the company or prevent you from contacting clients or colleagues.
- Termination provisions: At-will employment disclaimers, for-cause termination definitions, and notice requirements that determine how and when your employment can end.
- Severance terms: Separation pay, benefits continuation, and release requirements that govern what you receive if your position is eliminated or you’re terminated without cause.
- Intellectual property clauses: Work product ownership, invention assignments, and copyright provisions that determine who owns what you create during your employment.
- Dispute resolution: Arbitration agreements, venue selection, and attorney fee provisions that control how employment disputes are resolved and who pays legal costs.
We negotiate directly with employers to improve contract terms before you start work. Our skilled legal representation often secures better compensation, more flexible restrictive covenants, or stronger protections against unfair termination.
California Employment Contract Law
California employment law strongly favors employee mobility and protects workers’ rights to pursue their profession. Unlike most states, California voids nearly all non-compete agreements.
California Business and Professions Code Section 16600 declares that “every contract by which anyone is restrained from engaging in a lawful profession, trade, or business of any kind is to that extent void.” This protection extends to employees at all levels, from entry-level workers to corporate executives.
The California Legislature enacted Section 16600 to promote economic growth and worker freedom. Courts interpret this statute broadly, invalidating agreements that restrict where employees can work after leaving a company.
However, California law does allow certain limited restrictions:
- Trade secret protection: Employers can prevent you from disclosing confidential information or trade secrets to competitors, but cannot stop you from using general skills and knowledge gained during employment.
- Non-solicitation agreements: Limited restrictions preventing you from actively recruiting former colleagues or soliciting former clients may be enforceable if narrowly tailored and reasonable in scope.
- Business sale restrictions: Non-compete agreements signed by business owners selling their companies receive different treatment and may be enforceable under specific circumstances.
Despite these protections, many employers still include unenforceable non-compete clauses in employment contracts. The California Department of Industrial Relations enforces wage and hour protections that employment contracts cannot override. You cannot waive your right to overtime pay, meal and rest breaks, or minimum wage—even if a contract says otherwise.
✔️ We help you identify which contract provisions violate California law and advise you on how to protect your rights when employers attempt to enforce illegal restrictions.
Call (866) 646-6676 for a free consultation about your employment contract.
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RESULTS FROM OUR MOST RECENT CASES
Meet Your Torrance Employment Contract Attorneys
Here’s a glimpse of our experienced employment lawyers in Torrance, CA who will be advocating for your rights and fight for the justice you deserve.
What Clients Think of Us
Hearing from those we’ve represented is the best way to understand the impact of our work. Check out the testimonials below to see what our clients have to say about their experiences with us.
When to Seek Legal Review of Your Employment Contract
You should consult an employment contract attorney before signing any written agreement with an employer. Once you sign, changing terms becomes much more difficult. Employers rarely agree to renegotiate after you’ve accepted their offer and started work.
Critical situations requiring immediate legal review include:
- Executive and management positions: Higher-level roles typically involve complex compensation structures, equity grants, change-in-control provisions, and substantial severance packages that require careful analysis.
- Commission-based compensation: Sales positions often have complicated commission structures, clawback provisions, and disputes about which sales count toward your compensation.
- Multi-state employment: If your job involves working in multiple states, contracts may include choice-of-law provisions that apply another state’s less favorable employment laws.
- Equity compensation: Stock options, restricted stock units, and other equity grants involve complex vesting schedules, exercise periods, and tax implications that significantly impact your financial future.
- Separation agreements: When leaving a job, employers often offer severance pay in exchange for signing releases that waive your right to sue for discrimination, harassment, wage theft, or wrongful termination.
💡 Hypothetical Scenario: A software engineer in Torrance receives an offer from a tech startup including base salary, bonus potential, and stock options. The contract contains a broad intellectual property clause stating the company owns all inventions the engineer creates “during employment, whether or not during work hours, and whether or not using company resources.” Without legal review, the engineer might not realize this clause could give the company ownership of weekend projects and side businesses unrelated to the company’s work.
⚠️ Time pressure during job offers creates additional challenges. Employers often give candidates just a few days to review and sign contracts for positions they need to fill quickly. Our attorneys work efficiently to review contracts within tight timeframes, identifying key issues and negotiating improvements before deadlines expire.
Common Employment Contract Issues We Address
Employment contracts frequently contain provisions that heavily favor employers while limiting employee rights. Many workers sign these agreements without recognizing how specific clauses could affect their careers years down the road. We identify and challenge these problematic terms.
Non-Compete and Restrictive Covenants
Despite California’s strong prohibition against non-compete agreements, many employers continue to include them in employment contracts. Some use intimidation tactics, telling employees they cannot work for competitors after leaving. Others include “liquidated damages” provisions threatening employees with massive financial penalties for violating non-compete terms.
✔️ We help employees challenge these unenforceable provisions under California Business and Professions Code Section 16600. If you’ve signed a non-compete agreement, we can advise whether it’s enforceable and protect you from employer threats when you accept a new position.
Even unenforceable non-compete clauses cause real harm. Employees turn down better job opportunities because they fear violating their contracts. Some pay thousands of dollars to settle disputes with former employers over clauses that courts would have invalidated. We stop employers from using illegal contract provisions to restrict your career mobility.
Severance Agreement Negotiations
When companies eliminate positions or terminate employees, they often offer severance pay in exchange for signing release agreements. These releases typically waive your right to sue for wrongful termination, discrimination, harassment, wage theft, and other legal claims. The severance amount offered is usually negotiable, particularly for employees with potential legal claims against the company.
Our attorneys review severance agreements to identify:
- Inadequate compensation: Companies often offer minimal severance amounts, hoping employees will accept without negotiation. We assess whether the offered amount fairly compensates you for waiving legal rights.
- Overly broad releases: Some releases require you to waive claims you haven’t even discovered yet or extend protection to parties beyond your employer, including individual managers who harassed or discriminated against you.
- Unfair non-disparagement clauses: One-sided provisions that prevent you from discussing your employment experience while allowing the company to say whatever it wants about you to prospective employers.
- Restrictive confidentiality terms: Provisions that could prevent you from cooperating with government agencies investigating your employer or participating in protected whistleblower activities.
✔️ We negotiate substantially improved severance packages that secure fair compensation while protecting your ability to pursue future employment opportunities without unnecessary restrictions.
Compensation and Equity Disputes
Contract disputes frequently arise over how compensation is calculated and paid. Sales commissions, bonuses tied to performance metrics, and equity vesting schedules create particular problems when contract language is ambiguous or employers change policies mid-stream.
Table: Compensation Types and Legal Protections
| Compensation Type | Common Issues | Legal Protections |
|---|---|---|
| Sales Commissions | Clawback provisions, changed commission rates, disputes over credit for sales, and termination before commission payment | California Labor Code protects earned commissions as wages; employers cannot withhold properly earned amounts |
| Performance Bonuses | Subjective performance evaluations, changed bonus formulas, discretionary payment terms, termination before bonus payment | Truly discretionary bonuses are not protected, but bonuses earned under objective criteria must be paid |
| Stock Options / RSUs | Vesting acceleration on termination, exercise periods post-termination, valuation disputes, and change-in-control provisions | Governed by plan documents and grant agreements; limited statutory protections, but contract terms are enforceable |
| Deferred Compensation | Forfeiture provisions, payment timing disputes, changes to payment terms, and bankruptcy risk | ERISA may provide some protections for qualified plans; non-qualified plans have fewer safeguards |
💡 Hypothetical Scenario: A Torrance-based sales representative closes a major deal worth $500,000 in potential commissions based on the company’s published commission structure. Before the customer’s first payment arrives, the employer terminates the sales rep and refuses to pay commissions, claiming the employee must be employed when payments are received.
Under California law, commissions that are earned under the contract’s terms must be paid as wages, even if employment ends before payment — but the specific contract language will determine whether the commission was legally “earned.”
✔️ We analyze your compensation structure to determine what you’re legally owed and fight to recover unpaid commissions, bonuses, and other contractual payments.
Intellectual Property and Invention Assignment
Many employment contracts include broad intellectual property provisions claiming ownership of everything you create during your employment. California Labor Code Section 2870 limits these provisions, protecting your rights to inventions developed entirely on your own time without using employer equipment or trade secrets, and that do not relate to the employer’s business or research.
We review IP assignment clauses to ensure they comply with Section 2870 and include the required statutory notice. Our attorneys help employees working on side projects, developing products, or creating content outside of work protect their ownership rights.
Reach our employment contract team at (866) 646-6676 to discuss your situation.
Our Process for Employment Contract Review and Negotiation
We follow a systematic approach to contract review that identifies issues quickly and provides clear recommendations. Time is often limited when you receive a job offer, so we work efficiently to give you the information you need to make informed decisions.
Our review process includes:
- Initial consultation: We discuss your situation, career goals, and concerns about the proposed contract. This conversation helps us understand what matters most to you and identify potential red flags.
- Comprehensive contract analysis: Our attorneys review every provision, comparing terms against California law and industry standards. We identify unenforceable clauses, ambiguous language, and provisions that could harm you.
- Written summary of key issues: We provide a detailed explanation of concerning provisions, their potential impact on your career, and recommendations for changes. This summary gives you a roadmap for negotiation.
- Negotiation strategy development: We help you prioritize which issues matter most and develop a strategy for requesting changes. Some provisions are more negotiable than others, depending on your position and leverage.
- Direct negotiation with employers: If you prefer, we can negotiate directly with your employer or their legal counsel. Many companies respond more favorably to requests from attorneys who can articulate the legal and business reasons for proposed changes.
- Final contract review: After negotiations conclude, we review the final contract to ensure all agreed-upon changes were made correctly and no new problematic provisions were added.
✔️ Throughout this process, we keep you informed and involved in decision-making while handling all negotiations and ensuring you explore every option for protecting your interests.
What Makes Employment Contracts Different in California
California employment law provides stronger worker protections than most states, but these protections apply differently to at-will employees versus those working under contracts. At-will employment means either party can end the employment relationship at any time for any lawful reason or no reason at all.
California presumes all employment is at-will unless a contract specifies otherwise. At-will employees have statutory protections against discrimination, harassment, wage theft, and retaliation, but no contractual right to continued employment.
California employment relationships are primarily governed by at-will principles, meaning most employees do not have guaranteed job security simply because they perform well or have worked at a company for many years.
Written employment contracts can modify the at-will relationship by:
- Specifying contract duration: Agreements for a set term prevent the employer from terminating you without cause during that period unless the contract allows it.
- Requiring good cause for termination: Contracts can limit the employer’s ability to fire you to situations involving specified misconduct, poor performance, or business necessity.
- Guaranteeing specific compensation: Unlike at-will employees whose pay can be reduced at any time going forward, contracted employees have enforceable rights to the compensation specified in their agreements.
- Creating severance obligations: While at-will employees have no right to severance pay unless promised in advance, contracts can require specific severance amounts if employment ends under certain circumstances.
However, employment contracts also impose obligations on you. We help you evaluate these obligations and determine whether the contract provides adequate protections given what it requires you to give up.
Protecting Yourself When Reviewing Employment Contracts
Even with legal representation, you play an important role in the contract review process. Your knowledge of your industry, career goals, and the specific employer provides context that helps us give you better advice.
Key steps you should take include:
- Request the contract in writing: Never accept verbal promises about compensation, job duties, or other terms. Insist on receiving the complete written agreement before accepting any position.
- Read everything carefully: Don’t skip sections labeled “standard terms” or “boilerplate.” These provisions often contain the most problematic clauses, including arbitration agreements and choice-of-law provisions.
- Ask questions about anything unclear: If you don’t understand a provision, ask the employer to explain it. Their explanation might reveal problems or inconsistencies with what they told you during interviews.
- Document verbal promises: If the employer makes commitments not reflected in the written contract, ask for these promises in writing before signing.
- Compare against your offer letter: Ensure the employment contract matches what was promised in your offer letter. Sometimes contracts contain less favorable terms than originally offered.
- Research industry standards: Typical compensation, benefits, and contract terms in your field provide leverage to negotiate better provisions.
💡 Hypothetical Scenario: A financial analyst receives an employment contract from a Torrance investment firm. The offer letter promised an annual bonus of “up to 30% of base salary based on performance.” The employment contract states bonuses are “discretionary” and “may be awarded at management’s sole discretion.”
This discrepancy creates ambiguity about whether the analyst has any enforceable right to a bonus. Without raising this issue before signing, the analyst might have no legal recourse if the company refuses to pay bonuses despite excellent performance.
Never let an employer pressure you into signing without adequate time to review. We provide rapid contract analysis when facing tight deadlines while ensuring you receive thorough advice about all potential issues.
Ready to protect your career? Contact us today to speak with our employment contract attorneys about your situation.
Fighting Unfair Contract Enforcement
Sometimes employment contract disputes arise after you’ve already started working. Employers may interpret contract provisions in ways that favor them and harm you. They might withhold earned compensation, attempt to enforce unenforceable restrictions, or claim you breached contract terms you never agreed to.
We represent employees in contract disputes involving:
- Unpaid compensation claims: When employers refuse to pay earned commissions, bonuses, or other contractual compensation, we file wage claims and lawsuits to recover what you’re owed plus penalties and attorney fees.
- Breach of contract lawsuits: If your employer violates contract terms—failing to provide promised benefits, changing your job duties substantially, or terminating you in violation of contract provisions—we hold them accountable.
- Wrongful termination based on contract violations: Even at-will employees cannot be fired for illegal reasons like discrimination or retaliation. Contracted employees have additional protections if terminated in violation of their agreements.
- Defending against non-compete enforcement: When former employers threaten legal action for joining competitors or send cease-and-desist letters claiming you’re violating non-compete agreements, we defend your rights and assert California’s strong protections for employee mobility.
Our litigation experience translates directly to employment contract disputes. We build strong cases, present compelling evidence, and negotiate favorable settlements while remaining prepared to take cases to trial when necessary.
💡 Additional reading: what kind of lawyer do I need to sue an employer
Industry-Specific Contract Considerations
Different industries present unique employment contract issues. We provide targeted advice that accounts for the specific realities of your profession.
Technology and Software Development
Tech companies frequently include aggressive intellectual property provisions, broad non-solicitation agreements, and equity compensation with complex vesting schedules. Stock options often include acceleration clauses triggered by acquisitions or public offerings. We help tech workers evaluate how these provisions affect their financial future and negotiate better terms.
Healthcare and Medical Professionals
Doctors, nurses, and other healthcare professionals face restrictive covenants that can limit where they practice medicine after leaving an employer. While California generally prohibits non-compete agreements, healthcare employers sometimes include them anyway or structure non-solicitation provisions that effectively prevent practitioners from serving their established patient base. We challenge these restrictions to protect your ability to practice your profession.
Sales and Business Development
Sales professionals depend on commission income that often exceeds base salary. Commission agreements require careful review to determine when commissions are earned, how they’re calculated, what happens to pending commissions if you leave, and whether the company can change commission rates retroactively. We protect sales professionals from unfair commission structures and clawback provisions.
Executive and C-Suite Positions
Senior executives negotiate sophisticated employment agreements including severance packages, change-in-control provisions, equity grants, and retention bonuses. These contracts often run 20-30 pages and require detailed analysis of tax implications, golden parachute provisions, and post-employment restrictions. We help executives secure favorable terms that protect them if the company is sold or their positions are eliminated.
Table: Industry-Specific Contract Considerations
| Industry | Key Contract Concerns | Negotiation Priorities |
|---|---|---|
| Technology | IP ownership, stock option vesting, and assignment of side projects | Protect personal projects, accelerated vesting, clarity on what the employer owns |
| Healthcare | Patient non-solicitation, practice location restrictions, and malpractice coverage | Reasonable geographic limits, tail coverage for malpractice, and patient transition rights |
| Sales | Commission calculations, clawback provisions, and customer ownership | Clear commission formulas, protection of earned commissions, and customer assignment rules |
| Finance | Compensation deferrals, clawback for regulatory violations, and licensing responsibilities | Timing of deferred payments, limitations on clawbacks, and employer support for licensing |
✔️ Our experience across these industries allows us to spot problematic provisions quickly and advocate for terms that align with industry standards while protecting your specific interests.
Real Results: How We've Helped Employees
Backed by over $100 million recovered across all of our practice areas, we bring the experience and leverage needed to negotiate from a position of strength in employment contract disputes.
In employment matters, we secured a $1,400,000 settlement for wrongful termination and a $1,000,000 settlement in another wrongful termination case. These results show how we fight for employees when employers breach contracts or violate employment rights.
This track record demonstrates our litigation skills across complex legal matters where contracts, rights, and compensation are at stake.
Clients truly become an extension of our family, and we treat them as such. We’re not a volume practice—we carefully select cases to ensure every client receives the personalized attention their situation deserves.
💡 Additional reading: is it worth suing your employer
Your Rights Under California Labor Law
Employment contracts cannot override fundamental rights protected by California labor law. Even if you sign an agreement waiving certain protections, these waivers are often unenforceable. We help employees identify which rights are non-waivable and challenge contract provisions that violate public policy.
Protected rights that cannot be waived include:
- Minimum wage and overtime: You cannot agree to work for less than minimum wage or accept straight-time pay for overtime hours. These protections apply regardless of contract language.
- Meal and rest breaks: California requires specific meal periods and rest breaks. While you can waive some break rights under limited circumstances, employers cannot force you to work through breaks without proper compensation.
- Protection from discrimination and harassment: Contracts cannot require you to tolerate illegal discrimination or harassment as a condition of employment. Provisions attempting to waive your right to file discrimination complaints are void.
- Retaliation protections: You cannot waive your right to report illegal conduct, file wage claims, or cooperate with government investigations. Retaliation for these protected activities is illegal regardless of contract terms.
- Workers’ compensation rights: Agreements requiring you to waive workers’ compensation coverage for job-related injuries are illegal and unenforceable.
The California Division of Labor Standards Enforcement investigates wage claims and enforces labor law protections. However, filing a government complaint often takes many months, and the agency cannot recover all forms of damages available through private legal action.
We also address mandatory arbitration provisions that many employers include in contracts. While arbitration agreements are generally enforceable in California, they must be procedurally and substantively fair.
We challenge agreements that prohibit class actions, limit discovery, impose unreasonable costs on employees, or shorten statutes of limitations when these provisions are unconscionable and unenforceable.
Severance Negotiations and Separation Agreements
When employment relationships end, employers often offer severance packages to avoid litigation and obtain releases from potential legal claims. These separation agreements require careful analysis because you’re giving up valuable legal rights in exchange for the severance payment.
Key considerations in severance negotiations include:
- Adequacy of compensation: Is the severance offer fair given your length of service, position, and potential legal claims? We evaluate whether the amount justifies releasing your rights.
- Unemployment eligibility: Some severance agreements affect your ability to collect unemployment benefits. We ensure you know how accepting severance impacts other benefits.
- Healthcare continuation: Beyond required COBRA coverage, we negotiate extended health insurance benefits paid by your former employer to reduce your out-of-pocket costs during job transitions.
- Reference and recommendation terms: We include provisions specifying what your former employer will say to prospective employers who contact them for references.
- Vested benefits and equity: Separation agreements should address how your departure affects stock options, restricted stock, deferred compensation, and other vested benefits.
💡 Hypothetical Scenario: A Torrance-based operations manager receives a severance offer of four weeks of pay after being laid off following five years of employment. The separation agreement releases all claims, including potential age discrimination, based on the manager being replaced by a much younger worker.
Without legal review, the manager might accept this inadequate offer and give up a potentially valuable age discrimination claim worth significantly more than four weeks of severance.
We also handle situations where employers attempt to withhold final paychecks, unused vacation pay, or other compensation unless you sign a release. This practice is illegal in California. We ensure you receive what you’re legally entitled to before considering any release of additional claims.
Services We Offer
Our expert lawyers cover a wide range of accident matters, including:
Why Choose Our Torrance Employment Contract Attorneys
We bring a unique perspective to employment contract matters based on our extensive litigation experience and commitment to client advocacy. Our founding attorney, Tom Feher, built this practice on principles of integrity and empathy—values inspired by his parents’ immigrant story and his father’s entrepreneurial spirit.
What sets us apart includes:
- Trial-tested advocacy: With over $100 million recovered for clients, we have proven courtroom skills that make employers take our negotiation positions seriously. They know we’re prepared to litigate if necessary.
- Personalized attention: You work directly with experienced attorneys who carefully select cases to ensure every client receives the attention their matter deserves.
- Clear communication: We explain complex legal concepts in plain language and keep you informed throughout the process. You’ll always know your options and the reasoning behind our recommendations.
- Strategic thinking: Our approach considers both immediate contract issues and long-term career implications. We help you make decisions that protect your interests now and in the future.
- No fee unless we win: For employment litigation matters, we work on contingency, meaning you pay nothing unless we recover compensation for you. This commitment reflects our confidence in our ability to deliver results.
Our team includes attorneys recognized on prestigious lists including CAALA “Rising Star,” OCTLA “Top Gun,” Southern California Rising Stars, and Southern California Super Lawyers. Feher Law was named a Tier 1 firm for Personal Injury Litigation – Plaintiff in the 2024 Best Law Firms list.
We’re also deeply committed to serving our community. Through partnerships with organizations like the Los Angeles Trial Lawyers Charity, we give back to Torrance and the Southern California region we call home.
Let Us Guide You Through Your Employment Contract
Employment contracts shape your career, income, and professional opportunities for years to come. We guide you through contract review, negotiation, and enforcement to ensure the terms work for you—not just your employer. Whether you’re reviewing a new job offer, negotiating a severance package, or fighting unfair contract enforcement, our Torrance employment contract attorneys provide the strategic advice and aggressive representation you need.
We take the time to learn your career goals, explain your options clearly, and fight for terms that protect your future. Our consultation process is confidential and free. We’ll review your contract, identify concerns, and explain your options without any obligation. You’ll leave with a clear picture of what you’re dealing with and what steps we can take to protect your interests.
Call (866) 646-6676 or visit our contact page to schedule your free consultation with a Torrance employment contract attorney.
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- Over $100 Million Recovered For Clients
- No Fees Unless We Win
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FAQs
How much does an employment contract lawyer cost in Torrance?
At Feher Law, we provide free initial consultations to review your employment contract and discuss any concerns. Many attorneys charge flat rates from $500 to $2,000 for full contract reviews, depending on complexity. We offer transparent pricing upfront, so you know exactly what to expect without surprise legal bills during the review process.
Can I negotiate my employment contract after starting the job?
Renegotiating after you start work is much harder than negotiating before you accept the position. You have maximum leverage during hiring when the employer wants you and other candidates to remain available. After relocating or working for several months, employers rarely agree to changes. However, promotions, major job duty changes, or company acquisitions may create new negotiation opportunities.
What should I do if my employer wants me to sign a worse contract?
If you have an existing contract and receive a new agreement with worse terms, you typically aren't required to sign unless your current contract allows unilateral modifications. Refusing to sign cannot justify termination if your contract has a specific term. For at-will employees, employers may require new terms as a continued employment condition, but discriminatory or retaliatory motives may trigger legal claims.
How long do I have to sue for breach of employment contract in California?
California allows four years from the breach date to sue for written contract violations and two years for oral contract breaches. Wage-related claims have different deadlines—typically three years for most violations or four years for written contract wage disputes. Because deadlines vary by claim type, consulting an attorney promptly after discovering any breach protects your legal rights.
Will my employer know if I talk to an employment contract attorney?
Attorney-client privilege protects all confidential communications with employment lawyers. We never contact your employer or disclose consultations without your explicit permission. Many employees consult attorneys before accepting offers or while employed to learn their options. This confidential legal advice helps you make informed decisions about signing, negotiating, or pursuing claims without alerting your employer.
