YOUR EMPLOYER TREATED YOU DIFFERENTLY. THAT'S DISCRIMINATION AND IT'S ILLEGAL.
Federal law protects you. An attorney makes sure those protections are enforced.
Under $30/Month. No large retainer required.
Discrimination attorneys charge $250–$450/hr, and litigation retainers can run $5,000–$25,000 before a single document is filed. A legal plan gives you access to experienced discrimination attorneys for a low monthly cost — so the financial barrier never stops you from asserting your rights.
Workplace discrimination happens when an employer treats an employee or applicant unfavorably because of a protected characteristic. Federal and state laws prohibit discrimination at every stage of employment — hiring, pay, promotion, job assignments, discipline, and termination.
A legal plan connects you with experienced employment discrimination attorneys who can evaluate your situation, file the required charges before deadlines pass, and fight for the compensation and accountability you deserve.
An attorney reviews your employment history, pay records, and treatment compared to similarly situated coworkers to identify provable patterns of discriminatory conduct.
Most federal discrimination claims require an EEOC charge before you can sue. Your attorney prepares a strong, well-documented charge and files it before the strict statutory deadline.
Emails, performance reviews, pay stubs, org charts, and witness accounts all matter. Your attorney guides you on exactly what to preserve and how, before evidence disappears.
Many discrimination claims resolve through negotiated settlements. If your employer refuses accountability, your attorney pursues the claim through administrative or court proceedings.
Gather pay records, performance reviews, emails, and any communications that show you were treated differently than similarly situated colleagues. Contemporaneous notes are powerful evidence.
Federal law requires filing an EEOC charge before suing in court. Your attorney prepares the charge, ensuring it covers every legal theory available and meets the filing deadline.
After EEOC review, your attorney pursues the outcome that best serves your interests — whether a negotiated settlement, mediation, or a federal court lawsuit for full damages.
Title VII and the ADA apply to employers with 15 or more employees. The ADEA applies to employers with 20 or more. Many state laws provide even broader protections covering smaller employers.
Discriminatory pay disparities compound year over year — affecting not just current wages but retirement savings, Social Security benefits, and long-term career trajectory. An attorney can quantify the full extent of your loss.
Employees with legal representation in discrimination cases consistently receive larger settlements and are more likely to prevail than those who navigate the EEOC process alone or accept the first offer made.
Tell us about your workplace discrimination situation so we can connect you with the right legal support.
A legal plan representative will reach out and help you get access to experienced employment discrimination attorneys at an affordable monthly cost.
Get connected with a licensed discrimination attorney for a consultation, EEOC guidance, and ongoing legal support throughout your case.
The EEOC window closes fast. Once it passes, your federal claim is gone. Get an experienced discrimination attorney on your side before it's too late.
Get Legal Help Now"I was consistently passed over for promotion while less experienced colleagues were moved up. My plan attorney helped me document the pattern, file an EEOC charge, and ultimately negotiate a settlement that included back pay and a title change."
"My employer paid me significantly less than male colleagues doing the exact same job. I had no idea that was illegal until I spoke with my plan attorney. She walked me through the Equal Pay Act and helped me understand exactly what I was owed."
"I was denied a reasonable accommodation for my disability and then disciplined for performance issues that stemmed directly from the lack of support. My attorney recognized the ADA violation immediately and helped me file before the deadline."
"After 22 years, I was pushed out in a "restructuring" that only affected workers over 50. My plan attorney explained the ADEA, helped me identify the pattern, and negotiated a severance package three times what they originally offered."