Shellist Lazarz Slobin LLP
Practice focus: Sexual harassment, wrongful termination, discrimination
Decades of Texas plaintiff-side employment experience. Multiple Super Lawyers.
- Fee structure
- Contingency
If it happened to you, it's not your fault — and you have rights.
Texas has Chapter 21 of the Texas Labor Code (which now applies to all Texas employers with at least one employee for sexual harassment claims, after 2021 amendments) and federal Title VII protections. The 2021 amendments expanded sexual harassment liability in Texas — making it one of the most notable plaintiff-friendly changes in the state's recent history. Employers can now be liable for harassment even if they have fewer than 15 employees.
These 10 Houston firms are among the most respected employee-side practices for sexual harassment. All offer confidential consultations and most work on contingency.
How we picked these 10: We reviewed published verdicts and settlements, peer rankings (Best Lawyers, Super Lawyers, Chambers and Partners, Avvo), client review patterns, and bar association recognition. Firms that appeared consistently across independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Sexual harassment, wrongful termination, discrimination
Decades of Texas plaintiff-side employment experience. Multiple Super Lawyers.
Practice focus: Sexual harassment, wrongful termination, discrimination
Chambers Band 1 in TX L&E - Mainly Plaintiffs. 50+ years combined experience.
Practice focus: Sexual harassment, wrongful termination, employment
Multi-generational Houston employment practice. Multiple Super Lawyers attorneys.
Practice focus: Sexual harassment, wrongful termination, discrimination
30+ years of employment law experience across Texas and Florida. Strong client communication.
Practice focus: Sexual harassment, wrongful termination, employment (only)
Houston firm exclusively practicing labor and employment law.
Practice focus: Workplace harassment, sexual harassment, abuse, retaliation
60+ years combined experience fighting workplace abuse cases. Personal-attention model.
Practice focus: Sexual harassment, racial harassment, age-based harassment
Boutique committed to victims of workplace harassment across multiple protected categories.
Practice focus: Sexual harassment, wrongful termination, employment
Plaintiff-side employment boutique with bilingual Spanish/English intake.
Practice focus: Sexual harassment, wrongful termination, discrimination
Decades of Texas employment litigation experience.
Practice focus: Sexual harassment, wrongful termination, retaliation
Plaintiff-only employment boutique. Strong client communication and direct-attorney access.
Tell us about your situation and we'll match you with vetted sexual harassment attorneys in Houston. Free, confidential, no obligation.
Request Free Consultation →Many cases resolve through pre-suit demand letters. If a case files, it begins with a TWC-CRD or EEOC charge. Suit follows in Harris County or S.D. Tex. Discovery, depositions, and (often) mediation follow. Cases typically resolve in 12-18 months. Texas's 2021 amendments expanded liability and damages.
Almost every Houston plaintiffs' firm works on contingency — typically 33-40% of recovery. Case expenses are advanced and reimbursed off the top. Texas Chapter 21 and federal Title VII fee-shifting provisions can pay your lawyer's fees from the employer if you win.
The legal directory you find on Google has thousands of Houston sexual harassment firms. Most are competent. A few are problematic. The patterns to avoid:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery, dismissal, or visa approval, walk away.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. The case is handled by an unsupervised junior or a paralegal. Ask in writing who will be your day-to-day attorney.
Pressure to sign immediately. Reputable firms give you the retainer in writing, time to read it, and the option to take it home. High-pressure intake is almost always a sign of a volume mill, not a craftsperson's practice.
No verifiable track record. The firm should be able to point to verdicts, settlements, peer rankings, or bar association recognition. "We've helped thousands of clients" is marketing copy. Specific numbers, named cases, and third-party rankings are evidence.
Vague fee terms. "Don't worry about cost" is a red flag. Every legitimate Houston lawyer will give you a written engagement letter with the fee structure, what's covered, what triggers extra charges, and what happens if you fire them.
Most Houston firms on this list offer a free initial consultation. Use it. Bring a list of questions and write down the answers. Compare across at least two firms before you sign.
Houston is its own market. The procedure, the courts, and the strategy are city- and state-specific in ways that matter to your outcome.
Local courthouses matter. Harris County District Courts and the Southern District of Texas have judges, calendars, and procedures that shape how cases move. A firm that knows the local courthouse has an advantage.
Filing deadlines are strict. Notice of Claim windows for cases against the City or County, Statute of Limitations periods, and pre-suit certification requirements vary by case type and are unforgiving. A missed deadline often means a lost case — full stop.
Local procedure rules matter. Each court has its own forms, motion practice, and judge preferences. The right Houston firm will know not just the law, but the unwritten rules of the courthouse you'll be in.
Local plaintiffs/defendants do well in front of local juries. Verdict patterns vary by venue, and a trial-capable firm uses venue strategically.
Maybe. Texas Labor Code Chapter 21 (post-2021 amendments) and federal Title VII apply. Texas now applies broader sexual-harassment liability than Title VII. A free consultation will tell you.
Retaliation is illegal under Texas and federal law. It is sometimes a stronger claim than the underlying harassment. Document everything. Save emails.
No. Attorney-client communications are privileged. The lawyer cannot tell your employer.
It may not bind you. The federal Ending Forced Arbitration Act (2022) prohibits forced arbitration of sexual harassment claims. Texas has weakened some NDAs in harassment cases.
HR works for the employer. Document every conversation. A consultation with an outside lawyer first costs you nothing.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many cases like mine have you taken to verdict in the last three years? The answer tells you everything. — The LawFirmSquare team