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Knowledge, experience, and dedication have brought the lawyers of The Epstein Law Firm to the forefront of their profession. From personal injury to civil litigation, they have built a strong record of success in achieving justice for their clients.
Our practice is diverse and well-established. Recognizing that every case is unique, we always begin by listening to you.
The Epstein Law Firm, P.A. has been successfully representing clients throughout New Jersey since 1973
A difficult workplace experience can affect your income, reputation, and confidence about what comes next. The legal question is more specific: what happened, which employment protection or agreement applies, and what evidence connects the conduct to a remedy? Answering those questions early can prevent a missed deadline or an uninformed decision about a separation agreement.
The Epstein Law Firm helps clients evaluate employment disputes in New Jersey, including discrimination, harassment, retaliation, and contract issues. Our practice includes litigation and advice aimed at resolving problems before they become lawsuits. We can assess the facts, explain available routes, and discuss what pursuing a claim would involve.
You do not have to decide whether to sue before requesting a consultation. Start with a clear account of events and the documents you lawfully have.
The Epstein Law Firm
New Jersey Employment Litigation
Speak with The Epstein Law Firm about your situation and the next steps.
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(201) 231-7847Schedule your free consultation
An unfair decision is not automatically unlawful discrimination. A disagreement about an assignment, evaluation, or termination may involve a protected characteristic, protected activity, an employment agreement, or no actionable violation. The distinction depends on the facts and the law that applies.
The New Jersey Division on Civil Rights explains the protections against employment discrimination, including prohibited bias, harassment, and retaliation. Different statutes and agreements may address other workplace problems. Using the right legal framework helps identify the evidence worth pursuing and the outcome that may be available.
For example, an employer’s stated reason for termination is part of the evidence, not necessarily the end of the inquiry. Earlier evaluations, relevant statements, treatment of comparable employees, and the sequence of events may help test that explanation. Counsel needs the complete account, including facts you think may be unfavorable.
The firm’s employment practice covers several distinct problems. These related pages offer more detail about particular concerns:
Some situations involve more than one category. A lawyer can distinguish overlapping claims without treating each workplace complaint as a separate lawsuit.
Prepare a timeline identifying significant events, people involved, reports made, and responses received. Separate what you personally observed from what someone else told you. Dates and original wording often matter more than a broad description such as “they always treated me badly.”
Keep lawful copies of your agreement, relevant policies, pay records, evaluations, and communications. Identify witnesses and explain which records remain with the employer. Do not access accounts after authorization ends or take confidential files unrelated to your own records in an effort to build a case.
Tell counsel about personal devices, messages, or email accounts that contain relevant information. Discuss preservation before deleting material, replacing a device, or changing ordinary record-retention practices. The appropriate steps depend on what exists and who controls it.
The Epstein Law Firm can help focus the review on evidence that bears on the actual claim. A complete account of the work history is usually more useful than a large collection of documents assembled without context.
There is no single deadline for every employment dispute. For a claim under New Jersey’s Law Against Discrimination, the Division on Civil Rights describes a 180-day administrative filing period and an alternative two-year Superior Court period. The applicable starting point and choice of forum require review.
Federal claims, whistleblower claims, contractual obligations, and other workplace issues can follow different rules. An internal complaint does not necessarily stop an outside filing period. Neither does waiting for a severance discussion or an employer’s investigation to finish.
Bring the earliest relevant dates as well as the most recent incident to a consultation. If you have already contacted an agency or signed an agreement, provide the actual documents. Existing filings and commitments may affect the next available step.
Before assessing a proposal, identify your priorities. Those may include compensation for supported losses, resolving disputed contract terms, addressing workplace conduct, or reaching a clear separation agreement. The law and evidence determine which remedies are available; a personal preference alone does not create an entitlement.
A negotiated resolution should be evaluated as a whole. Ask which claims a release covers, what obligations continue, and whether the agreement addresses the concerns that brought you to counsel. Do not judge a proposal only by a headline payment figure or an informal assurance.
New Jersey’s mediation process offers a structured setting for settlement discussions. A mediator helps the parties negotiate rather than deciding who wins. Some disputes require litigation, and an arbitration agreement can raise a separate question about the forum. None of these routes guarantees a particular outcome.
An employment case may require reviewing documents, obtaining information from the other side, interviewing witnesses, and preparing testimony. Be ready to explain not only the disputed conduct but its effect on work and income. Keep later developments organized while the matter is evaluated.
Communication matters during this process. Ask who will handle your questions, what information the firm needs, and what decisions require your input. Discuss fees, expenses, and the scope of any representation before agreeing to proceed. A consultation does not itself mean the firm has undertaken a filing or appearance.
The Epstein Law Firm combines an employment practice with civil litigation experience. Michael J. Epstein’s professional background includes employment and commercial litigation, judicial clerkships in state and federal court, and certification as a Civil Trial Attorney by the Supreme Court of New Jersey. The certification concerns civil trial practice, not a guarantee about an employment claim.
That background is relevant when a workplace problem becomes a dispute about documents, testimony, and the legal explanation for a decision. The firm also advises clients on employment issues before litigation, allowing the initial conversation to address practical options rather than assume a lawsuit is inevitable.
Contact The Epstein Law Firm for a free initial consultation. Bring your timeline, relevant agreements, and any approaching response date so the discussion can focus on protecting your options and deciding what to do next.
Selected results reported by The Epstein Law Firm.
Prior results do not guarantee a similar outcome. Each case depends on its own facts, evidence, and applicable law.
These excerpts describe experiences with the firm. They are not identified as cases in this practice area and do not predict another outcome.
“They took the time to explain everything clearly, making sure I understood my options and felt comfortable with each step of the process.”
— R. S. · Read the full Google review
“Michael and his team were incredibly responsive, always keeping us informed and addressing any questions or concerns promptly.”
— s. v. · Read the full Google review
A workplace dispute can involve several different systems. Reporting discrimination, claiming unpaid wages, and applying for income support are separate steps; one application does not necessarily preserve rights in the others.
Report discrimination to New Jersey DCR — The Division on Civil Rights explains how to use its complaint process for matters within its jurisdiction. Prepare a dated account, employer details, relevant communications, and information about earlier complaints. Review the filing instructions and discuss forum choices promptly; an internal HR report is not the same as an agency filing.
Start an unpaid-wage complaint — New Jersey Wage and Hour Compliance provides a complaint route for pay and covered workplace-law concerns. Gather pay statements, hours worked, agreed pay terms, and messages about missing wages. The division reviews whether it has jurisdiction, so describe the actual pay issue rather than assume every termination dispute belongs there.
Apply for unemployment benefits separately — Use NJDOL’s claims page to reach Unemployment Insurance and its application instructions. Eligibility depends on the program’s rules and your circumstances. A discrimination claim does not automatically establish eligibility, and the employer’s explanation is information to address in the benefits process rather than a reason to omit an application or appeal deadline.
Keep agency confirmation numbers, copies of submissions, decisions, and response dates in one place. Tell counsel about any existing filing before starting another route. Ask what deadlines remain active while an agency or employer investigates.
These answers provide general information. The facts and applicable rules should be reviewed with a lawyer before making decisions about a particular matter.
No. New Jersey’s Law Against Discrimination addresses prohibited discrimination, harassment, and retaliation; it does not turn every workplace disagreement into a discrimination claim. The protected characteristic or activity, the employer’s conduct, and the connection between them need examination. A contract, wage, or other employment issue may involve a different legal route.
Keep the relevant policies, messages, performance records, and a timeline of events. Note comparators, witnesses, complaints, and the employer’s response where relevant. The Division on Civil Rights explains covered protections and complaint procedures. An attorney can assess which law fits the facts and which deadlines apply, rather than assuming all employment disputes use the same forum or filing period.
Sources: New Jersey Division on Civil Rights — Employment Discrimination ; New Jersey Division on Civil Rights — File a Complaint .
Do not assume it does. An internal human-resources complaint and a filing with a government agency or court are different steps. New Jersey discrimination procedures have their own deadlines, and federal, contract, wage, or whistleblower claims may follow other rules. The correct deadline depends on the legal claim and the dates involved.
Keep copies of complaints, responses, termination notices, and other relevant communications. Give counsel the earliest and most recent events as well as any ongoing conduct. Ask which forum is appropriate and whether choosing one process affects another. Waiting for an employer to finish an investigation can be risky if an outside filing period continues to run.
Keep lawful copies of your employment agreement, relevant policies, pay records, performance reviews, complaints, and responses. Preserve messages in their original form and make a timeline identifying dates, participants, and what you personally observed. These materials can help counsel examine the employer’s explanation and identify records that remain in the employer’s possession.
Do not take confidential business files indiscriminately, access an account after authorization ends, or delete relevant messages. Tell the lawyer where additional evidence may exist and ask about proper preservation and collection. The purpose is to maintain an accurate record for a legal evaluation, not to conduct your own investigation through unauthorized access. Explain both favorable and unfavorable documents so counsel can assess the full employment history.
Sources: New Jersey Division on Civil Rights — Employment Discrimination ; New Jersey Rules of Professional Conduct .
Bring a timeline, your employment agreement, relevant policies, performance reviews, pay records, and communications about the disputed conduct. Include termination or separation documents and anything you have already filed with a government agency. Identify the dates on which you received notices and any deadline for signing or responding.
Explain whether you remain employed, what outcome you hope to achieve, and which documents are missing. You do not need a complete file before making contact. Ask how to send sensitive records securely after the firm checks for conflicts, and confirm whether it has undertaken representation before relying on it to meet a deadline. A consultation can help identify the next step without committing you to a lawsuit.
Sources: The Epstein Law Firm — Contact and Consultation ; New Jersey Rules of Professional Conduct .
New Jersey’s Law Against Discrimination prohibits retaliation for protected activity, including reporting discrimination or cooperating in an investigation. Whether a particular employment action was retaliatory depends on the activity, the action taken, and evidence connecting them. A negative event after a complaint is relevant to investigate, but timing alone does not establish every required element.
Keep the complaint, the employer’s response, later communications, and earlier performance records. Identify who knew about the complaint and when. Describe changes in duties, pay, treatment, or employment status accurately rather than assuming they all have the same cause. A lawyer can evaluate the complete sequence and distinguish a discrimination-retaliation claim from other employment protections that may involve different requirements or deadlines.
Sources: New Jersey Division on Civil Rights — Employment Discrimination ; New Jersey Division on Civil Rights — Law Against Discrimination .
Yes. Mediation can give the parties an opportunity to negotiate an employment dispute with a neutral facilitator. The mediator helps the discussion but does not decide the claim as a judge would. Whether the process is useful depends on the parties’ willingness to negotiate and the information available to assess the disagreement.
Consider the entire proposed resolution, including payment, releases, confidentiality terms, and any continuing obligations. Ask which claims would end and whether the agreement addresses your practical concerns. New Jersey’s civil mediation guidance identifies employment disputes among matters that may be suited to mediation. Settlement discussions do not automatically cancel a filing deadline or court obligation, and neither participation nor an initial proposal guarantees an agreement.
Sources: New Jersey Courts — Civil Mediation Questions ; New Jersey Rules of Professional Conduct .
Yes. You can request an initial legal consultation and discuss what information is needed to evaluate the matter. Lawyers have duties concerning information received from prospective clients, subject to the applicable rules and exceptions. Ask about a secure communication method and the conflict-check information the firm needs before sending extensive sensitive records.
A private consultation and a filed court case are different. If litigation is contemplated, counsel should explain what may become part of the record and what protective measures may be available; complete anonymity cannot be promised in every proceeding. You can also ask about the scope of representation and next steps before deciding whether to enter an agreement.
Sources: New Jersey Rules of Professional Conduct — Fees and Client Duties ; The Epstein Law Firm — Contact and Consultation .
New Jersey’s Law Against Discrimination can require a reasonable accommodation for a disability unless the applicable undue-burden standard is met. The appropriate accommodation depends on the job and the individual circumstances. A request does not guarantee the exact change preferred by the employee, and a denial should be evaluated on the actual facts.
Keep the request, relevant job information, supporting documentation, and the employer’s response. Explain what work activity is affected and what discussion has occurred about possible changes. Counsel can examine whether the process and decision complied with the applicable law. Share medical information through appropriate channels and ask what is needed rather than sending an entire medical history indiscriminately. Other leave or employment protections may require separate consideration.
Evidence should address the conduct, a protected characteristic or protected activity, and the connection between them. Relevant material may include statements, policies, treatment of comparable employees, performance records, and the timing of an adverse action. No single kind of document is required in every case, and timing alone does not necessarily prove a violation.
Keep lawful copies of relevant communications and identify witnesses, but do not take records you are not authorized to access. Explain earlier complaints and the employer’s responses. The Division on Civil Rights describes the protections and filing routes under New Jersey law. Counsel can assess the complete account and other possible employment claims without treating every unfair decision as discrimination.
The Epstein Law Firm offers a free initial consultation. The fee arrangement for any representation should be discussed separately and confirmed in writing. Ask whether the matter would use a contingency fee, an hourly arrangement, or another structure, and how litigation expenses would be handled. A free consultation does not mean that every potential matter will be accepted.
Before signing, ask what services are included, how costs are advanced or reimbursed, and what happens if the matter ends without a recovery. The answer can depend on the practice area and the proposed agreement. Bring the documents you already have and identify any approaching deadlines so the initial conversation can focus on the next necessary steps.
Sources: The Epstein Law Firm — Contact and Consultation ; New Jersey Rules of Professional Conduct — Fees and Client Duties .
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The Epstein Law Firm serves clients from three New Jersey locations:
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560 Sylvan Avenue, Suite 1000-A Englewood Cliffs, NJ 07632 (By Appointment Only)
201-734-3763
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18-20 Lackawanna Plaza, Suite 200 Montclair, NJ 07042 (By Appointment Only)
973-381-8410
The Epstein Law Firm
The Epstein Law Firm