What to Look for in a California Employee Law Firm
7 Signs a California Employment Law Firm Focuses on Employees
The phrase "employment law firm" does not tell you which side a firm represents. Some lawyers represent employees, some represent employers, and some firms handle matters for both.
If you are evaluating a lawyer for a workplace dispute, it can be useful to understand who the firm represents today, what kinds of employment matters it regularly handles, and whether its attorneys have experience with issues like yours.
This guide focuses on one narrow question: how can you verify whether a California employment law firm is genuinely focused on representing employees?
Quick Answer
To determine whether a California employment firm represents employees, look at the firm's own description of its practice, review the services it offers, read attorney biographies, check whether it currently markets services to employers, and ask directly during the consultation. You can also verify individual attorneys through the State Bar of California.
No single website phrase, fee arrangement, or attorney background proves which side a firm represents. The clearest answer usually comes from looking at several signals together and asking the firm directly.
What Does "Employee-Side" Employment Law Mean?
Employee-side employment lawyers represent workers in disputes involving issues such as wrongful termination, discrimination, harassment, retaliation, whistleblower claims, and wage disputes.
Employer-side or management-side lawyers generally represent businesses in employment disputes and advise employers about workplace policies, compliance, investigations, and litigation.
Some firms represent clients on both sides. Others choose to represent employees exclusively. JLG Lawyers, for example, states that it represents employees and other individuals rather than employers. You can read more about JLG Lawyers' approach.
5 Ways to Verify That a Firm Represents Employees
1. Read How the Firm Describes Itself
Start with the firm's homepage and About page. Look for clear language about who the firm represents.
A statement such as "we represent employees, not employers" is much more informative than a general description such as "we handle employment law matters."
If the language is unclear, that does not necessarily mean the firm represents employers. It simply means the website has not answered the question for you.
2. Review the Firm's Practice Areas
The services listed on a firm's website often reveal who its clients are.
An employee-focused practice may feature matters such as:
- Wrongful termination
- Medical and disability discrimination
- Pregnancy discrimination
- Sexual harassment
- Race and national origin discrimination
- Age discrimination
- Workplace retaliation
- Whistleblower retaliation
- Failure to pay wages and overtime
- Employee misclassification
By contrast, services such as employer compliance counseling, management training, handbook preparation, workplace investigations for companies, and employer-defense litigation may indicate that a firm also represents businesses.
3. Distinguish Current Employer Representation From Former Defense Experience
An attorney who previously represented employers is not the same thing as a firm that currently represents employers.
Past management-side experience may provide familiarity with how employers investigate, evaluate, negotiate, and defend employment disputes. But prior experience alone does not tell you which side the attorney represents today.
For example, JLG founder Michael Jaurigue previously worked in defense litigation, and Senior Managing Attorney Sean Shahabi represented employers for many years before joining JLG. Their current JLG practices are focused on employees.
When reviewing any firm, focus on current representation rather than assuming that an attorney's earlier career determines where the firm stands today.
4. Ask About Current Employer Clients and Conflicts
Some employment firms represent both businesses and workers. That is not automatically improper, but conflicts can arise depending on the clients and matters involved.
California's professional-conduct rules restrict lawyers from representing clients with certain conflicting interests unless the applicable requirements are satisfied. The State Bar of California's Rule 1.7 explains the rules governing conflicts involving current clients.
A simple question during the consultation can usually clarify the issue: "Does this firm currently represent employers in employment matters?"
5. Verify the Individual Attorneys
A firm's website can tell you how it markets itself, but you can independently verify basic information about the individual lawyers.
The State Bar of California's Find Legal Professionals tool allows consumers to access attorney profiles and check license status and public disciplinary information.
That directory does not tell you whether a lawyer is a good fit for a particular matter, but it provides an independent source for basic professional information.
Signals That Do Not Prove a Firm Is Employee-Side
Some characteristics may provide context, but they should not be treated as definitive proof of which side a firm represents.
A Contingency Fee
Many employee-side employment cases are handled on a contingency basis, but fee arrangements vary by firm and by type of matter. A particular fee structure does not by itself establish whether a firm represents employees or employers.
Former Employer-Defense Experience
Prior defense work tells you about an attorney's professional background, not necessarily the firm's current client base.
A California Office
Having offices in California may be relevant to convenience and familiarity with California practice, but an office location by itself does not establish the firm's employment-law focus or experience.
The Phrase "Employment Lawyer"
Employment law includes both employee and employer representation. A firm describing itself simply as an employment law firm has not necessarily told you which side it represents.
Why California-Specific Employment Experience Matters
California has its own employment statutes, agencies, procedures, and protections in addition to federal law. For example, the California Civil Rights Department enforces the Fair Employment and Housing Act and provides information about discrimination, harassment, and retaliation protections in California workplaces.
You can review the California Civil Rights Department's employment guidance for an overview of state employment protections.
When evaluating a firm, it can therefore be useful to look for California-specific employment work rather than relying only on a general description of employment-law experience.
Three Questions to Ask the Firm Directly
If the website does not give you a complete answer, three straightforward questions can usually clarify the firm's focus:
- "Does your firm currently represent employers in employment disputes?"
- "How much of your practice involves representing employees?"
- "Has the attorney who would handle my matter worked on similar employee-side cases?"
These questions are about understanding the firm's practice, not evaluating the merits of your own legal situation.
How This Fits With the Rest of Your Lawyer Search
Determining which side a firm represents is only one part of choosing legal counsel.
For broader factors such as experience, communication, staffing, fees, case evaluation, and litigation readiness, see 7 Questions Before Hiring a California Employment Firm.
Our broader guide to choosing a California employment attorney covers additional considerations when comparing lawyers.
If the potential matter involves reporting suspected wrongdoing specifically, see 7 Things to Know Before Hiring a Whistleblower Lawyer.
Frequently Asked Questions
What Is an Employee-Side Employment Law Firm?
An employee-side employment law firm represents workers in employment disputes. An employee-only firm goes a step further and limits its employment practice to representing employees rather than employers.
Can a Law Firm Represent Both Employees and Employers?
Yes, some firms represent both. Whether a particular representation presents a conflict depends on the clients, matters, and circumstances involved. California lawyers are subject to professional-conduct rules governing conflicts of interest.
How Can I Tell Whether a Firm Currently Represents Employers?
Review the firm's website for employer-oriented services, read attorney biographies, and ask the firm directly whether it currently represents employers in employment matters. The answer should distinguish current representation from attorneys' former defense experience.
Does Former Employer-Defense Experience Mean a Firm Represents Employers?
No. An attorney may have represented employers earlier in their career and later move entirely to employee-side work. Look at the attorney's and firm's current practice rather than relying only on past employment.
Do Employee-Side Employment Lawyers Always Work on Contingency?
No. Contingency arrangements are common in some employee-side matters, but fee structures vary by firm and case type. Ask the firm to explain both attorney fees and potential case costs before entering into an agreement.
How Can I Verify a California Employment Lawyer?
The State Bar of California provides public attorney profiles that show license status and public disciplinary information. The directory is useful for verifying basic professional information about an individual attorney.
About JLG Lawyers
JLG Lawyers represents employees and other individuals in California employment matters and does not represent employers. The firm's practice includes wrongful termination, discrimination, harassment, retaliation, whistleblower, and wage-related matters.
You can read more about JLG Lawyers, review our attorneys, or book a free consultation.
This article provides general information about evaluating employment law firms. It is not legal advice and does not address whether any particular lawyer or firm is appropriate for a specific legal matter.