Employee Rights Lawyers for Boston, Massachusetts

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Meet some of our Boston Employee Rights Lawyers

Leonid G. - Employee Rights Lawyer in Boston, Massachusetts
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5.0 (15)
Member Since:
February 22, 2024

Leonid G.

Principal
Free Consultation
Baton Rouge, Louisiana
8 Yrs Experience
Licensed in MA LA, NY
New York University School of Law

I have been practicing law since 2018. I used to be a litigator at a nationwide practice before going in-house at a fintech company. I have experience drafting NDAs, SaaS contracts, service agreements, and stock purchase agreements.

Recent  ContractsCounsel Client  Review:
5.0

"I highly recommend working with Leonid for any of your legal needs. Leonid clearly explained the process step by step, made sure to take the time to fully understand my case, and fought hard on our behalf. Hiring Leonid to represent my business not only made the entire process a lot less stressful, but also resulted in saving us some money on our settlement. Thanks again for all the help!"

John M. - Employee Rights Lawyer in Boston, Massachusetts
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5.0 (1)
Member Since:
June 4, 2024

John M.

Senior Corporate Counsel
Free Consultation
Foxboro, MA
26 Yrs Experience
Licensed in MA NY
Boston University School of Law (J.D.)

John Mercer is a distinguished corporate counsel who is well-known for turning legal challenges into strategic assets. He possesses a deep understanding and expertise in intellectual property (IP), compliance, and corporate law, particularly in the pharmaceutical and biotechnology sectors. His proficiency lies in transforming legal complexities into strategic advantages, ensuring operational excellence, and driving innovation forward. John excels at safeguarding an organization's legal interests and integrity, ensuring operations adhere to the law. As a strategic leader, John excels at safeguarding an organization’s legal interests and integrity, ensuring operations adhere to the law. He also brings immense value to his profession through his skills in drafting, negotiating, and managing significant agreements that secure organizational interests with widespread industry impact. His unparalleled expertise in legal advisories significantly enhances compliance and develops risk management frameworks that protect and advance company ambitions. Moreover, John's command over patent and trademark portfolios, alongside his ability to drive innovation initiatives and design incentive schemes, substantially bolsters intellectual property prowess. John's areas of expertise are extensive, covering skills vital to corporate law, legal contract negotiations, material transfer agreements, and more. He is particularly adept in regulatory compliance, legal consulting, clinical trials, biotechnology, patents, and patent portfolio analysis, to name a few. His leadership is complemented by active listening, analytical thinking, problem-solving abilities, and other soft skills that make him a leader and visionary.

Recent  ContractsCounsel Client  Review:
5.0

"Thank you John, I appreciate your very personal effort with quality and practicality in mind."

Bruce H. - Employee Rights Lawyer in Boston, Massachusetts
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5.0 (3)
Member Since:
October 26, 2024

Bruce H.

Patent Attorney
Free Consultation
San Diego, CA
18 Yrs Experience
Licensed in MA CA
University of San Diego

Experienced patent attorney supporting a variety of technologies.

Recent  ContractsCounsel Client  Review:
5.0

"Smooth and straightforward provisional filing, even as a foreign-based inventor. Clear communication and prompt filing. Highly recommended."

Stephen R. - Employee Rights Lawyer in Boston, Massachusetts
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4.7 (12)
Member Since:
February 18, 2025

Stephen R.

Attorney
Free Consultation
Boston
17 Yrs Experience
Licensed in MA NY
New York Law School

Steve Reich is licensed to practice in both New York and Massachusetts and is based in Boston. He assists with environmental litigation and other complex litigation and heads the firm's intellectual property practice, including copyright and trademark registration and protection. Other practice areas include commercial contract drafting and civil litigation.

Recent  ContractsCounsel Client  Review:
5.0

"Stephen was responsive, clear, and candid. He turned the work around quickly, welcomed my input, and offered honest, practical advice throughout. I would gladly hire him again."

Alexis L. - Employee Rights Lawyer in Boston, Massachusetts
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Member Since:
December 12, 2023

Alexis L.

Attorney at Law
Free Consultation
Sault Ste. Marie, Michigan
24 Yrs Experience
Licensed in MA MI
Suffolk University Law School

I am an attorney in Michigan. I attended Boston College for my undergraduate degree and Suffolk University Law School for my law degree. I have been practicing law for over 20 years.

Colin M. - Employee Rights Lawyer in Boston, Massachusetts
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Member Since:
June 3, 2024

Colin M.

Attorney
Free Consultation
NEWTON, MA
9 Yrs Experience
Licensed in MA
Suffolk University Law School

Experienced attorney with a substantial history of crafting, evaluating, and bargaining multimillion-dollar commercial and government contracts across diverse sectors, encompassing the US Army, DoD contractors, employee benefits, NASDAQ, Pharmaceuticals, and Finance.

Mark L. - Employee Rights Lawyer in Boston, Massachusetts
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Member Since:
June 7, 2024

Mark L.

Transactional & IP Attorney
Free Consultation
Boston, MA
19 Yrs Experience
Licensed in MA
Suffolk University Law School

I worked in the Intellectual Property Group at Fidelity Investments for almost 25 years, including managing the group from 2017-2021. I managed and developed the same high-performing group of three legal professionals from 2007-2021. Early in my career at Fidelity, I focused primarily on trademark matters, including trademark searching and clearance, as well as enforcement of trademark rights. In fact, I created Fidelity's trademark and brand protection programs and advanced them over more than two decades, eventually bringing the domestic trademark portfolio in-house and realizing savings of well over $2 million in outside counsel expenses for searching, prosecution and maintenance of US registrations from 2008-2021. Fidelity put me through law school, and I continued working full time while attending law school at night over four years. Upon graduation and passing the bar in 2006, I was promoted to an attorney position effective 1/1/2007. My practice broadened, and I began working on more transactional matters. I became a key transactional attorney for major technology groups and businesses within Fidelity, and negotiated numerous mission critical tech deals, transforming Fidelity's business. I provided transactional and IP support for Fidelity's software development and services affiliate in Ireland, and worked extensively with many of Fidelity's other foreign affiliates. Fidelity's General Counsel handpicked me to provide transactional and IP support to a new business initiative in 2017. That initiative became fintech startup Akoya, LLC, a paradigm-shifting business that enables secure, customer-controlled sharing of personal financial information between financial institutions and service providers. I developed template agreements between Akoya and data providers (financial institutions) and also between Akoya and data recipients (e.g. tax preparation services and financial advisors). Akoya had matured enough to be spun out by Fidelity in early 2020 to a consortium of financial services companies. In 2021, Fidelity offered a voluntary buyout to long-tenured associates, and following the pandemic, coupled with the financial and health benefits included in the package, it was an offer I could not refuse. Days later, my elderly father-in-law broke his hip, and my wife and I became his primary caregivers. It's been a blessing that I was able to contribute to his care and alleviate some of the burden on my wife. He is now in a long-term care facility, and I am eager to return to work as in-house counsel, whether on a contract basis, part time or full time. I did work briefly as a sole practitioner in 2021 and 2022, primarily helping friends, family and pro bono clients with NDAs, business formation issues, consulting agreements and license agreements. From August 2022 - July 2023, I was on the staff of Flex by Fenwick, an in-house counsel on demand business that is a subsidiary of the IP firm Fenwick & West, but did not get any engagements. My wife and I have volunteered for over a year with a dog rescue, Last Hope K9 Rescue, and have fostered several dogs, and adopted two of them!

Michael P. - Employee Rights Lawyer in Boston, Massachusetts
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Member Since:
June 6, 2024

Michael P.

Lawyer
Free Consultation
Walpole, MA
21 Yrs Experience
Licensed in MA NH
New England School of Law

I have been licensed since 2006 and have extensive experience in family law, personal injury, criminal law, and general litigation. I have a solo practice and I am seeking new opportunities.

John L. - Employee Rights Lawyer in Boston, Massachusetts
View John
Member Since:
June 21, 2024

John L.

Attorney
Free Consultation
Burlington, MA
36 Yrs Experience
Licensed in MA DC, FL
Massachusetts School of Law

I have been practising law for over 30 years. I have extensive legal experience in contract disputes and drafting demand letters. I have been lead counsel in over 100 civil and criminal jury trials and have extensive litigation stradegy knowledge. I belive my experience would be of great benefit to any prospective client.

Matthew S. - Employee Rights Lawyer in Boston, Massachusetts
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Member Since:
July 26, 2024

Matthew S.

Business Lawyer
Free Consultation
West Hollywood, California
14 Yrs Experience
Licensed in MA AZ, CA, FL
Boston University School of Law

I am a business, Internet, and intellectual property lawyer. My practice is split between both transactional work and litigation. Prior to law school, I earned a master’s degree in computer science, which gives me the background and experience to understand technology, software, and the Internet better than most attorneys, and so my practice focuses on these areas. However, I represent clients in almost any industry, including real estate, construction, medicine, service, and consumer products.

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Employee Rights Legal Questions and Answers

Employment

Non-Competition Agreement

Massachusetts

Asked on Aug 3, 2025

Is my non-competition agreement enforceable if I am terminated without cause?

I recently signed a non-competition agreement with my current employer, which restricts me from working for a competitor for a certain period of time after leaving the company. However, I am concerned about the enforceability of this agreement if I am terminated without cause. I want to understand if being terminated without cause would render the non-competition agreement null and void, or if I would still be bound by its terms.

Randy M.

Answered Sep 14, 2025

Whether a non-competition agreement remains enforceable if you’re terminated without cause depends on both the language of your contract and the law of the state that governs it. Termination without cause doesn’t automatically make a non-compete void, but courts often treat it as a factor in deciding whether enforcement is fair. Courts generally apply a “reasonableness” test to non-competes. To be enforceable, the restrictions must be narrowly tailored in duration, geographic scope, and the type of work restricted, and they must protect a legitimate business interest like trade secrets, confidential information, or customer goodwill. If you’re let go through no fault of your own, many courts are skeptical of an employer’s claim that preventing you from working elsewhere is necessary. For example, judges may ask why an employer who voluntarily ended the employment relationship should still be able to limit your ability to earn a living in your field. The outcome varies widely by state. California, Oklahoma, North Dakota, Minnesota, and Washington, D.C. prohibit most non-competes outright. Massachusetts allows them but requires employers to pay “garden leave” or other compensation during the restricted period, and generally doesn’t allow enforcement against employees who were laid off or terminated without cause. Illinois and Colorado enforce non-competes only if income thresholds and notice requirements are met. In New York, the law isn’t settled: some courts uphold non-competes even after termination without cause if they’re otherwise reasonable, while others strike them down as unfair. Texas courts often enforce non-competes if they meet statutory requirements, regardless of whether the employee resigned or was terminated without cause. The Federal Trade Commission tried to ban most non-compete agreements in 2024, but a federal court struck down the rule before it took effect, and the FTC has since abandoned its appeal. There’s no federal ban in place today, although the FTC is still targeting abusive non-compete practices on a case-by-case basis. The exact wording of your contract also matters. Some non-competes say they apply only if you resign or are terminated for cause. Others apply regardless of how the employment ends. If your agreement doesn’t address termination scenarios, a court will fall back on state law and the reasonableness test. If there’s no compensation provided during the restricted period or if the restrictions are overly broad, you’ll have a stronger argument that enforcement is unreasonable. Non-compete agreements turn on the details of both the contract and the law in your state. The emplyment law attorneys on Contracts Counsel can review your agreement and advise you on whether its terms are enforceable given your specific circumstances.

Read 2 attorney answers>

Employee Rights

Settlement Agreement

Florida

Asked on Dec 14, 2023

How are damages outlined in a settlement agreement?

I recently reached a settlement agreement with a former employer in a dispute over unpaid wages. The settlement agreement outlines that I am to receive a certain amount of money as damages, however, I am unclear on how these damages were calculated and if there are any additional costs or fees associated with the settlement agreement. I am hoping to find out more information on how the damages were determined so that I can make sure I am receiving a fair settlement.

Linda W.

Answered Jan 19, 2024

Your questions are certainly valid and you are entitled to answers. And you should receive the information before you sign a settlement agreement. Some of the terms of which should be included in the settlement agreement, such as if there are any other fees or costs associated with the settlement.

Read 1 attorney answer>

Employee Rights

Employment Handbook

Connecticut

Asked on Jun 19, 2023

Employment handbook overtime policy?

I recently accepted a new position with a company and was given an employee handbook to review. I was looking over the overtime policy and noticed that it does not appear to be in compliance with the federal and state laws. I am concerned that the policy could leave me in a difficult position if I were to ever be asked to work overtime, so I am looking for advice and guidance from a lawyer to determine if the policy is legally binding.

Thomas L.

Answered Jul 18, 2023

Private contracts, including employee handbooks, cannot change state and Federal law. So in your case, state and Federal law control, regardless of what your employee handbook says.

Read 1 attorney answer>

Employee Rights

Employment Termination Letter

Washington

Asked on Jan 6, 2025

Can an employer fire an employee without providing a reason?

I recently found myself in a situation where I was terminated from my job without any explanation or reason provided by my employer. I had been with the company for several years and had always received positive feedback on my performance, so I was completely blindsided by the sudden termination. I have been trying to understand if it is legal for an employer to fire an employee without giving any reason, as it feels unjust and unfair.

Merry K.

Answered Jan 17, 2025

I am so very sorry to hear about your termination. Unfortunately, "at will" employers can discipline or even terminate employees for zero reason and with zero advance notice. They can increase or decrease wages, work locations, job duties, etc, without consulting you. They are not required to provide notice of problems or training, for that matter. Employers can be total jerks. . There are exceptions: . • The employer cannot violate a law, or ask you to violate a law. For example, if you are were fired because of your race and/or sex and/or sexual orientation, and not just because of your competency level, you have the right to file discrimination complaints with the state (Washington State Human Rights Commission) and federal anti-discrimination agencies. Or, if you have filed a wage and hour complaint or worker’s compensation claim, you can’t be retaliated against. • Some courts have also held that employers can't violate their own policies/terms in employment handbooks. • Employees of most governmental agencies are entitled to a hearing to contest disciplinary measures or termination. Now, I've only written about "at will" employment so far. If you had an employment contract, the employer must follow the contract terms prior to firing you. I hope that this information is helpful to you. I have worked in the field of general employment law, and also employment discrimination, for more years than I can count - even before law school.

Read 1 attorney answer>

Employee Rights

Confidentiality And Noncompete Agreement

California

Asked on Dec 21, 2023

Are non-competes required in an NDA in California?

I run a small business. I am hiring an employee and would like to know if non-competes required in an NDA in California?

Darryl S.

Answered Jan 23, 2024

No, not required and generally should be treated with caution. How can I help?

Read 1 attorney answer>
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