Employee Rights Lawyers for Massachusetts
Looking for an employee rights lawyer in Massachusetts?
ContractsCounsel helps businesses across Massachusetts hire vetted employee rights lawyers, offering fixed-fee quotes with the first proposal typically arriving in just a few hours.
Hire a Lawyer for 60% Less than Traditional Law Firms
Meet some of our Massachusetts Employee Rights Lawyers
Christopher R.
Corporate and transactional attorney in sixth year of practice. Focus areas include general corporate counsel, labor and employment law, business partnership matters, securities matters related to privately-held companies, and regulatory compliance in securities and finance matters.
"Christopher has been incredibly helpful with our ongoing project!"
Briana C.
Legal services cost too much, and are often of low quality. I have devoted my law practice to providing the best work at the most affordable price—in everything from defending small businesses against patent trolls to advising multinational corporations on regulatory compliance to steering couples through a divorce.
"Briana was responsive and quick to put the draft together. It has been a pleasure working with her!"
Jo Ann J.
Jo Ann has been practicing for over 20 years, working primarily with high growth companies from inception through exit and all points in between. She is skilled in Mergers & Acquisitions, Contractual Agreements (including founders agreements, voting agreements, licensing agreements, terms of service, privacy policies, stockholder agreements, operating agreements, equity incentive plans, employment agreements, vendor agreements and other commercial agreements), Corporate Governance and Due Diligence.
"Greatly appreciate Jo Ann's responsiveness and quick turnaround. Brought an incredible amount of knowledge and experience to a project I have little experience in."
Keidi C.
Keidi S. Carrington brings a wealth of legal knowledge and business experience in the financial services area with a particular focus on investment management. She is a former securities examiner at the United States Securities & Exchange Commission (SEC) and Associate Counsel at State Street Bank & Trust and has consulted for various investment houses and private investment entities. Her work has included developing a mutual fund that invested in equity securities of listed real estate investment trusts (REITs) and other listed real estate companies; establishing private equity and hedge funds that help clients raise capital by preparing offering materials, negotiating with prospective investors, preparing partnership and LLC operating agreements and advising on and documenting management arrangements; advising on the establishment of Initial Coin Offerings (ICOs/Token Offerings) and counseling SEC registered and state investment advisers regarding organizational structure and compliance. Ms. Carrington is a graduate of Johns Hopkins University with a B.A. in International Relations. She earned her Juris Doctorate from New England Law | Boston and her LL.M. in Banking and Financial Law from Boston University School of Law. She is admitted to practice in Massachusetts and New York. Currently, her practice focuses on assisting investors, start-ups, small and mid-size businesses with their legal needs in the areas of corporate and securities law.
"Received very meaningful advice and I hope to work with you in the future."
Ralph S.
Ralph graduated from University of Florida with his JD as well as an LLM in Comparative Law. He has a Master's in Law from Warsaw University , Poland (summa cum laude) and holds a diploma in English and European Law from Cambridge Board of Continuous Education. Ralph concentrates on business entity formation, both for profit and non profit and was trained in legal drafting. In his practice he primarily assists small to medium sized startups and writes tailor made contracts as he runs one of Florida disability non profits at the same time. T l Licensed. in Florida Massachusetts and Washington DC this attorney speaks Polish.
"Raph did a great job. His attention to detail, professionalism, and willingness to really understand what we wanted made the entire process easy and efficient. He is knowledgeable, responsive, and highly skilled at what he does. He took the time to address our questions and make sure everything was completed exactly as we needed. I would definitely recommend working with him!"
Moss S.
Over 30 years of experience practicing commercial real estate and complex business litigation law.
"Moss S was responsive and attentive to my needs and completed the task ahead of time and within budget"
Elizabeth W.
Liz is an experienced insurance professional, having worked with carriers and brokers for over 10 years. She can review or draft a variety of commercial agreements and is here to help your business. Specialties include: Master Service Agreements, business process outsourcing, marketing and partnership agreements, broker agreements, business associate agreements, and NDAs.
"Liz was very responsive, eager to do a good job, and a pleasure to work with."
Richard G.
Attorney Gaudet has worked in the healthcare and property management business sectors for many years. As an attorney, contract drafting, review, and negotiation has always been an area of great focus and interest. Attorney Gaudet currently works in Massachusetts business, employment, corporate and bankruptcy law.
Ross F.
I am an experienced technology contracts counsel that has worked with companies that are one-person startups, publicly-traded international corporations, and every size in between. I believe legal counsel should act as a seatbelt and an airbag, not a brake pedal!
June 28, 2021
Joshua C.
Attorney Joshua K. S. Cali is a respected business, estate planning, and real estate attorney based in Ashland serving Middlesex County and other nearby areas. Joshua graduated summa cum laude from Bentley University in Waltham, MA, and from UCLA School of Law in Los Angeles. Before starting his own firm, Joshua practiced estate planning for high net worth clients at a boutique law firm in San Diego, CA.
July 29, 2021
Stanley K.
Stan provides legal services to small to medium-sized clients in the New England region, and throughout the U.S. and abroad. His clients are involved in a variety of business sectors, including software development, e-commerce, investment management and advising, health care, manufacturing, biotechnology, telecommunications, retailing, and consulting and other services. Stan focuses on the unique needs of each of his clients, and seeks to establish long term relationships with them by providing timely, highly professional services and practical business judgment. Each client's objectives, business and management styles are carefully considered to help him provide more focused and relevant services. Stan also acts as an outsourced general counsel for some of his clients for the general management of their legal function, including the establishment of budgets, creation of internal compliance procedures, and the oversight of litigation or other outside legal services.
Doug F.
Doug has over 20 years of private and public company general counsel experience focusing his legal practice on commercial transactions including both software and biotech. He is a tech savvy, business savvy lawyer who is responsive and will attain relationship building outcomes with your counterparty while effectively managing key risks and accelerating revenue. He received his Juris Doctor from Boston University School of Law earning the Book Award in Professional Ethics and after graduation he taught legal writing there for a number of years. Prior to law school, Doug earned a M.A in Mathematics at the State University of New York at Stony Brook, and a B.S in Honors Mathematics at Purdue University. After law school, Doug joined Fish & Richardson, where his practice focused on licensing software, trademarks and biotech. While at Fish & Richardson Doug authored a book on software licensing published by the American Intellectual Property Lawyers Association. Later he joined as General Counsel at FTP Software and led an IPO as well as corporate development. Doug has broad experience with a broad range of commercial agreement drafting and negotiation including SaaS software and professional services, distribution and other channel agreements, joint venture and M&A. Doug continued his leadership, corporate governance and commercial transaction practice at Mercury Computers (NASDAQ:MRCY) leading corporate development. Doug’s experience ranges from enterprise software to biotech and other vertical markets. He joined the board of Deque Systems in 2009 and joined in an operating role as President in 2020 successfully scaling the software business.
Find the best lawyer for your project
Browse Lawyers NowEmployee Rights Legal Questions and Answers
Employment
Non-Competition Agreement
Massachusetts
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.
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.
Employee Rights
Compensation Agreement
California
Can I negotiate the terms of a compensation agreement with my employer?
I recently received a job offer from a new employer, and they have presented me with a compensation agreement that outlines my salary, benefits, and other financial arrangements. While I am excited about the opportunity, I have some concerns about certain aspects of the agreement, such as the bonus structure and non-compete clause. I would like to know if it is possible to negotiate these terms with my employer before accepting the offer, and if so, what steps should I take to initiate the negotiation process?
Jared S.
Yes, you can negotiate the terms of your employment agreement in California. Common negotiable terms include salary, benefits, job duties, severance packages, non-compete clauses, and confidentiality provisions. California law also provides certain protections, such as restrictions on non-compete agreements and rules governing overtime and wages, which can influence the negotiation process.
Employee Rights
Severance Agreement
Washington
Can a severance agreement be enforced if I feel pressured to sign it due to a short timeframe and lack of legal counsel?
I recently lost my job and was presented with a severance agreement by my employer. However, I feel pressured to sign it because the company has given me a short timeframe to review and accept the agreement, and I do not have access to legal counsel to help me understand the terms and potential implications. I am concerned that if I sign the agreement without fully understanding it, I may be waiving important rights or benefits that I am entitled to. Can a severance agreement be enforced under these circumstances?
Merry K.
My answer depends on many factors. First, if you are an "at will" employee (no employment contract), the employer can fire you for zero reason and with zero notice, and you have no rights unless you can prove that the employer is violating state or federal law (such as firing you for illegal discriminatory reasons, for submitting a safety complaint, or something similar). If you do have an employment contract, or possibly if you are 40 or older, you have the right to be given 21 days to review a severance proposal. I suggest that you submit a proposal here on Contracts Counsel, with a short turnaround, and ask an employment attorney to review the proposal and your employment situation with you. I generally engage in this sort of review myself, but, unfortunately, am not available until the end of January. Another option is to find an attorney through this national employee's attorney organization: NELA.org In either case, prepare yourself to pay $300 - $500 for a thorough review and discussion. Good luck to you.
Employee Rights
Employment Agreement
Texas
Can my employer change the terms of my employment agreement without my consent?
Can my employer unilaterally modify the terms of my employment agreement, specifically regarding my compensation and benefits, without obtaining my consent? I recently received a notification from my employer stating that they will be implementing changes to our employment agreements, including reducing our bonuses and altering our vacation policy. I am concerned about the legality of these changes and whether I have any rights or recourse in this situation.
Sarah T.
Hello! Thank you for submitting your question. Unfortunately, unless there’s a contract that controls the terms of the employment, an employer can generally change the terms of employment and benefits. In an at-will work environment, changes can typically be made to an employee handbook without notice to or approval from an employee. If there is an employment contract, typically, those terms cannot be changed without agreement from both parties.
Employee Rights
Arbitration Agreement
Washington
Can an arbitration agreement prevent me from taking legal action against my employer for workplace discrimination?
I have recently discovered evidence of workplace discrimination at my job, including instances of unequal treatment, harassment, and retaliation. I have read through my employment contract and noticed that it includes an arbitration agreement, which states that any disputes between me and my employer must be resolved through arbitration rather than through the court system. I am concerned that this agreement may prevent me from pursuing legal action against my employer for the discrimination I have experienced. I would like to know if the arbitration agreement is enforceable in this situation and if it can prevent me from seeking justice through the legal system.
Merry K.
Speaking generally, an arbitration agreement in an employment contract often won't be upheld unless it clearly and specifically addresses your rights under both the Washington State Law Against Discrimination and your various employment law protections under federal law. Please be aware that in Washington, you can file a complaint with the Washington State Human Rights Commission, and ask the agency to automatically file on your behalf with the Equal Employment Opportunity Commission (I worked for the HRC three times, and was also a Tacoma Human Rights Commissioner, and have a long history in this field). I would be happy to help you with a phone consultation and perhaps help you write up a complaint (the agencies will want to write their own, but you should come in with a time line and complaint draft pre-written so you don't forget anything; you should also bring in a list of witnesses and list of people treated differently from you, if applicable). Please keep in mind that both agencies have long waiting lists and both are neutral - neither represents you. To file in state court, you can skip the HRC; to file in federal court, it's a mandatory prerequisite to first file with the EEOC and obtain a "right to sue" letter. Another option for you is to schedule a consultation with an employment attorney through NELA.org - there are NELA attorneys in every state.
Quick, user friendly and one of the better ways I've come across to get ahold of lawyers willing to take new clients.
View Trustpilot ReviewHow It Works
Post Your Project
Get Free Bids to Compare
Hire Your Lawyer
Employee Rights lawyers by top cities
- Austin Employee Rights Lawyers
- Boston Employee Rights Lawyers
- Chicago Employee Rights Lawyers
- Dallas Employee Rights Lawyers
- Denver Employee Rights Lawyers
- Houston Employee Rights Lawyers
- Los Angeles Employee Rights Lawyers
- New York Employee Rights Lawyers
- Phoenix Employee Rights Lawyers
- San Diego Employee Rights Lawyers
- Tampa Employee Rights Lawyers
Employee Rights lawyers by nearby cities
- Boston Employee Rights Lawyers
- Brockton Employee Rights Lawyers
- Cambridge Employee Rights Lawyers
- Lowell Employee Rights Lawyers
- Lynn Employee Rights Lawyers
- New Bedford Employee Rights Lawyers
- Quincy Employee Rights Lawyers
- Springfield Employee Rights Lawyers
- Worcester Employee Rights Lawyers
Contracts Counsel was incredibly helpful and easy to use. I submitted a project for a lawyer's help within a day I had received over 6 proposals from qualified lawyers. I submitted a bid that works best for my business and we went forward with the project.
View Trustpilot Review
I never knew how difficult it was to obtain representation or a lawyer, and ContractsCounsel was EXACTLY the type of service I was hoping for when I was in a pinch. Working with their service was efficient, effective and made me feel in control. Thank you so much and should I ever need attorney services down the road, I'll certainly be a repeat customer.
View Trustpilot Review
I got 5 bids within 24h of posting my project. I choose the person who provided the most detailed and relevant intro letter, highlighting their experience relevant to my project. I am very satisfied with the outcome and quality of the two agreements that were produced, they actually far exceed my expectations.
View Trustpilot ReviewHow It Works
Post Your Project
Get Free Bids to Compare
Hire Your Lawyer