Columbus Employment Lawyers for Employees
Ohio is an at-will state, but at-will has limits: firing someone for their race, sex, age, disability, pregnancy, or for reporting illegal conduct crosses them. We represent employees in discrimination and retaliation claims, unpaid wage and overtime disputes, and severance negotiations. Most severance packages have more room in them than the first letter suggests, and a two-week review window that should never be spent deciding alone.
What we handle
- Wrongful termination and retaliation
- Workplace discrimination and harassment claims
- Severance agreement review and negotiation
- Unpaid wages and overtime
- Non-compete review and defense
How your case will run
- 1
Timeline review
Employment cases are won on chronology. We build yours from documents, not memory, in the first meeting.
- 2
Leverage assessment
Agency charge, demand letter, or quiet negotiation: we pick the path that maximizes your outcome, not our fees.
- 3
Resolution
Most claims resolve without a public lawsuit. When filing is the right move, you'll know the costs and odds first.
Fees, stated plainly
Severance reviews are flat-fee with 48-hour turnaround. Discrimination and wage claims are handled on contingency or hybrid arrangements depending on the case.
Common questions about employment law
What counts as wrongful termination in Ohio?
Ohio is an at-will employment state, so being fired unfairly is not automatically illegal. Termination becomes wrongful when the reason is discriminatory (race, sex, age 40+, disability, religion, national origin, pregnancy), retaliatory (for reporting discrimination, harassment, safety violations, or filing a workers' comp claim), or in breach of an employment contract.
Should I sign my severance agreement?
Not before it's reviewed. A severance agreement is a contract where you trade legal claims for money, and first offers are routinely negotiable, especially on amount, the reference you'll receive, non-compete terms, and the characterization of your departure. If you're over 40, federal law requires you get at least 21 days to consider it; use them.