Fired for the wrong reason? You may have a case.
Most firings in New York are legal. The State is at-will, which means an employer can usually let you go without cause. But there are sharp exceptions — and that's where wrongful termination law lives. Discrimination, retaliation for whistleblowing, refusal to commit illegal acts, and breach of an employment contract are all firing-grounds that can entitle you to back pay, front pay, emotional distress damages, and sometimes punitive damages.
These 10 NYC firms are some of the most respected employee-side employment plaintiffs' practices in the city. Most work on contingency, all offer free consultations, and several have nine-figure track records of recovering for fired workers.
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: Wrongful termination, discrimination, sexual harassment, retaliation
$300M+ recovered for 4,000+ employees. ~$60M in 2025 settlements alone. Multiple Super Lawyers, near 50% of cases resolved before filing.
Practice focus: Wrongful termination, sexual harassment, whistleblower, executive employment
One of the most prominent NY plaintiff-side employment firms. Has represented #MeToo movement claimants. Frequent media presence; multiple Best Lawyers.
Practice focus: Wrongful termination, discrimination, executive employment, whistleblower
One of NY's oldest dedicated plaintiff-side employment boutiques. Anne Vladeck is a Best Lawyers Hall of Fame attorney. Strong executive practice.
Practice focus: Wrongful termination, wage theft, discrimination
100+ years of combined employment law experience. Represents employees against insurance-backed defense teams. Frequent NY1 and NY Times coverage.
Practice focus: Wrongful termination, discrimination, hostile work environment
Plaintiff-only employment boutique. Multiple Super Lawyers. Strong record in NYC discrimination jury verdicts.
Practice focus: Wrongful termination, severance, discrimination, executive employment
Recognised by Super Lawyers and Avvo as preeminent in employment law. Strong executive severance negotiation practice.
Practice focus: Wrongful termination, sexual harassment, discrimination, retaliation
Plaintiff-only practice with high client communication standards. Significant verdicts in race and gender discrimination cases.
Practice focus: Wrongful termination, civil rights, public-employer discrimination
Premier NYC civil rights firm. Strong on wrongful termination cases against universities, public employers, and high-profile defendants. Multiple Best Lawyers attorneys.
Practice focus: Wrongful termination, FLSA wage and hour, discrimination, retaliation
Bilingual Hebrew/Spanish/Russian intake. Frequently quoted in NYC press on Department of Labor investigations.
Practice focus: Wrongful termination, wage and hour, restaurant/hospitality employment
Specialised in NYC restaurant and hospitality employment cases — a notoriously plaintiff-favoring sector. Multiple Super Lawyers.
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Request Free Consultation →Most NYC wrongful termination cases begin with an EEOC, NYSDHR, or NYCCHR charge filed within 300 days. After investigation (or a Right-to-Sue letter), suit is filed in NY Supreme Court or SDNY/EDNY federal court. Cases typically resolve in 12-24 months through mediation or summary judgment. The strongest cases include written documentation of discriminatory comments, contemporaneous notes, and pattern-and-practice evidence. Many firms file under the New York City Human Rights Law — the most plaintiff-friendly anti-discrimination statute in the country.
Most NYC plaintiff-side employment firms work on contingency for litigation (33-40% of recovery), with case expenses advanced and reimbursed off the top. For severance negotiations and demand letters, many firms charge a flat fee or a percentage of the increased severance recovered. Hourly billing is sometimes used for executive employment counseling. Free initial consultations are nearly universal.
The legal directory you find on Google has thousands of New York City wrongful termination 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 New York City 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 New York City 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.
New York City 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. NY Supreme, Civil Court, and the Commercial Division 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 New York City 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.
Different statutes have different deadlines. EEOC charges (federal Title VII) — 300 days. NY State Human Rights Law — 3 years. NYC Human Rights Law — 3 years. Breach of contract claims — 6 years. Whistleblower claims under NY Labor Law § 740 — 2 years. Move quickly.
Discrimination based on a protected class (race, sex, religion, age, disability, sexual orientation, pregnancy, gender identity), retaliation for protected complaints, refusal to commit illegal acts, exercise of statutory rights (FMLA, workers' comp, jury duty), or breach of an employment contract.
Not yet. A wrongful termination lawyer can almost always negotiate a higher number — and you give up legal claims by signing. Most firms offer a free severance review and will tell you whether the offer is reasonable.
Probably not. The vast majority of NYC employment cases settle in mediation or before summary judgment. But the firms that get the best results are the ones that can credibly try a case to a federal jury.
Generally no — FMLA prohibits retaliation for taking covered leave. NY Paid Family Leave provides additional protections. If you were fired during or shortly after taking medical, parental, or caregiving leave, talk to an employment lawyer immediately.
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