Employer Lawyers for New Jersey

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Meet some of our New Jersey Employer Lawyers

Saranne W. - Employer Lawyer in New Jersey
View Saranne
5.0 (1)
Member Since:
February 20, 2025

Saranne W.

Principal
Free Consultation
Holmdel, New Jersey
14 Yrs Experience
Licensed in NJ NY
Seton Hall University School of Law

Saranne (Sara) is the owner and founder of S. Weimer Law, LLC. Sara has over a decade of experience practicing at prominent law firms. Prior to opening S. Weimer Law, Sara spent several years at a premiere international law firm representing companies and their leaders in every facet of the employment relationship. Sara has represented entities of all sizes, including some of the largest Fortune 500 companies, small start-ups, and key executives. Sara's experiences spans across various industries, including pharmaceutical, medical device, healthcare, financial services, technology, transportation, telecommunication, entertainment, non-profit, hospitality, and private equity. Sara has successfully represented her clients in single-plaintiff litigations, multi-plaintiff litigations, class and collective actions, agency charges, government audits, and disputes with competitors. Sara has extensive experience handling claims of discrimination, harassment, retaliation, leave interference, pay equity, medical and religious accommodations, wage and hour issues, whistleblower allegations, non-competes, restrictive covenants, and wrongful termination. Sara is also regularly retained to conduct internal investigations, respond to government inquiries, conduct workplace training, and negotiate executive agreements.

Allan K. - Employer Lawyer in New Jersey
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5.0 (6)
Member Since:
May 7, 2025

Allan K.

Litigator
Free Consultation
Westchester County, NY
28 Yrs Experience
Licensed in NJ NY
University of Pennsylvania Law School

After graduating Columbia University and The University of Pennsylvania Law School, Allan Kassenoff spent 25 years as a litigator representing Fortune 100 companies, first at Kaye Scholer, LLP and then as a partner at Greenberg Traurig, LLP. Amongst the many awards he has received over the years, Allan has been named one of the “Leading Litigators in America” by Lawdragon 500 and a “Local/National Litigation Star” by Benchmark Litigation.

Recent  ContractsCounsel Client  Review:
5.0

"Allan was easy to work with, sharp and responsive. Highly recommend."

Dan P. - Employer Lawyer in New Jersey
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4.5 (4)
Member Since:
December 10, 2024

Dan P.

Founder
Free Consultation
New Jersey
29 Yrs Experience
Licensed in NJ
Delaware Law

Dan C. Pelletier is the founder of Ocean Avenue Land & Legacy, an Asbury Park-based real estate and legacy-planning practice focused on helping clients protect property interests, structure transactions thoughtfully and plan for the future with clarity. With more than 25 years of experience in real estate law, Dan brings a practical and balanced approach to agreements between parties. His objective is to help clients document their intentions fairly, account for their respective contributions, and establish a clear framework for addressing future changes in circumstances.

Recent  ContractsCounsel Client  Review:
5.0

"Dan. P assisted me quickly with cancelling my contract within the deadline and answered my questions."

Jo Ann G. - Employer Lawyer in New Jersey
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Member Since:
September 27, 2024

Jo Ann G.

Business Lawyer
Free Consultation
New York Metro Area
41 Yrs Experience
Licensed in NJ CA, NY
California School of Law

Provides outside general counsel advice to corporate or individual clients with a vast range of legal and business matters. Has extensive general counsel experience in a wide range of legal areas. Has a background as an in house general counsel in the manufacturing, retail and consumer goods industries.

Benjamin D. - Employer Lawyer in New Jersey
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Member Since:
October 8, 2024

Benjamin D.

Partner
Free Consultation
Hallandale Beach, FL
9 Yrs Experience
Licensed in NJ FL, NY
Fordham Law School

Benjamin I. Dach, Ph.D., Esq. is an accomplished patent attorney with extensive experience across multiple fields, including intellectual property (IP) litigation, counseling, and prosecution, spanning copyrights, trademarks, and patents. Prior to Weiss & Arons LLP, Benjamin worked at several prestigious law firms, including Quinn Emanuel LLP, WilmerHale LLP, Loeb & Loeb LLP, and Haug Partners LLP. During his decade-plus of legal work experience, Benjamin has litigated several pharmaceutical patent cases involving drugs such as Lialda, Vyvanse, Intuniv, Oxtellar XR, Pomalyst, Revlimid, and Cabometyx. Benjamin has also drafted and prosecuted dozens of patent applications, and counseled clients on IP relating to biological drugs, messenger ribonucleic acid (mRNA) vaccines, and clustered randomly interspaced palindromic repeats (CRISPR). Benjamin earned his Ph.D. in chemistry from Columbia University, where his research focused on solid-phase polymer synthesis on silicon wafers and silica nanoparticles, with applications in drug delivery, solar energy, and semiconductors. His thesis, titled "Designer Polymer Superstructures from Solid Phase 'Click' Chemistry," highlights his expertise in the field. In addition to his scientific background, Benjamin also holds a J.D. from Fordham Law School, with a concentration in intellectual property and information law. Benjamin leverages his technical and legal backgrounds to maximize the value of his clients' IP portfolios. His strong commitment to science and law has made him a highly sought-after attorney in the areas of copyright, trademark, and patent law. Rated by Super Lawyers, Benjamin was selected to Rising Stars in Law. He is admitted to practice law in Florida, New York, New Jersey, and before the United States Patent and Trademark Office.

Stefan R. - Employer Lawyer in New Jersey
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Member Since:
March 11, 2025

Stefan R.

Managing Partner
Free Consultation
Brooklyn
4 Yrs Experience
Licensed in NJ NY, PA
Delaware Law

I'm an experienced attorney with a vast experience in legal fields.

Marlene A. - Employer Lawyer in New Jersey
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Member Since:
March 27, 2025

Marlene A.

Associate
Free Consultation
Roseland, New Jersey
4 Yrs Experience
Licensed in NJ NY
Rutger Law School

Marlene is an accomplished attorney at Mandelbaum Barrett, specializing in litigation and real estate law. With a practice focused on buy and sale transactions, leases, litigation, and landlord/tenant matters, Marlene will bring a wealth of knowledge to the matter. Additionally, Marlene effectively navigates complex legal challenges and strives to achieve favorable outcomes for clients in the real estate sector.

Lauren A. - Employer Lawyer in New Jersey
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Member Since:
April 18, 2025

Lauren A.

Founder and Managing Attorney
Free Consultation
Charleston, SC
14 Yrs Experience
Licensed in NJ SC
University of South Carolina School of Law

Lauren Acquaviva focuses her practice on alcohol licensing matters. Lauren has tried over one hundred tax and alcohol license cases at the South Carolina Administrative Law Court during her career. She also has handled appeals, including arguing before the South Carolina Court of Appeals and the South Carolina Supreme Court. A New Jersey native, Lauren graduated from Monmouth University Summa Cum Laude in 2009 with a B.S. in Social Work and a passion for advocating on behalf of children. Immediately thereafter, Lauren moved to South Carolina to attend the University of South Carolina School of Law from where she graduated in 2012 in the top third of her class. During law school Lauren became a member of the Mock Trial Bar where she honed her trial skills and fell in love with being in the court room. In September of 2012, shortly after graduating from law school with the desire to become a trial attorney, Lauren began working for the South Carolina Department of Revenue (SC DOR) where she spent six years litigating alcohol licensing and tax matters on behalf of the Department. Lauren left the SC DOR in October of 2018 and joined a Mount Pleasant Law firm. In October of 2019, Lauren founded Viva Law Firm so she could focus on helping people navigate the complexities of South Carolina’s alcohol regulations.

Andrew S. - Employer Lawyer in New Jersey
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Member Since:
April 29, 2025

Andrew S.

Founder & Principal
Free Consultation
New Jersey
12 Yrs Experience
Licensed in NJ
Widener University School of Law

Andrew Schneidman is an experienced transactional attorney and founder of Schneidman Law. He handles all things transactional—advising businesses on contracts, corporate matters, and deal execution with speed, clarity, and a business-first mindset. Andrew partners with both early-stage startups and established companies, guiding them through complex transactions and everyday legal challenges. He holds a law degree from Widener University and a BBA in Business Law from the University of Miami. Serving clients nationwide, Andrew is known for being responsive, practical, and easy to work with.

Cory B. - Employer Lawyer in New Jersey
View Cory
Member Since:
May 14, 2025

Cory B.

Attorney
Free Consultation
Seattle, WA
11 Yrs Experience
Licensed in NJ FL, WA
Barry University School of Law

Over 10 years as a practicing attorney. Experience in both transactional and litigation matters, with a strong focus on commercial and residential real estate, contract law, business law, estate planning, and probate. Proven success in managing complex legal matters such as title disputes, real estate transactions, business and property acquisitions and sales, due diligence, property management, commercial leasing, evictions, probate disputes, and estate planning. Known for exceptional written and verbal communication, sound judgment, and the ability to guide clients through intricate and high-pressure situations. Ability to analyze and resolve issues efficiently and effectively with a strong focus on client relations and efficient resolution of legal matters.

Celia B. - Employer Lawyer in New Jersey
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Member Since:
August 23, 2025

Celia B.

Attorney
Free Consultation
Harrisburg, PA
12 Yrs Experience
Licensed in NJ PA
Widener University School of Law

Prenuptial & Family Law Attorney | Licensed in PA & NJ Based in Harrisburg, PA, Celia Butler is a trusted and compassionate attorney with over 12 years of experience in family law. She focuses her practice on prenuptial agreements, believing strongly in their power to foster transparency, security, and mutual respect in a marriage. Celia sees prenups not as a sign of mistrust, but as a thoughtful and responsible step toward building a strong foundation for the future. Known for her professionalism, discretion, and unwavering dedication, Celia prides herself on always putting her clients first. She brings a deep understanding of sensitive family matters — from custody and property distribution to marital agreements — and guides clients with clarity, empathy, and a commitment to practical results. Celia is dually licensed in Pennsylvania and New Jersey and holds federal admissions in the Middle District of Pennsylvania and the District of New Jersey, allowing her to serve a broad range of clients across state and federal jurisdictions.

Alexander C. - Employer Lawyer in New Jersey
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Member Since:
August 23, 2025

Alexander C.

CEO
Free Consultation
Tampa, Florida
6 Yrs Experience
Licensed in NJ CT, DC, MD, NY
The George Washington University Law School

I am a solo practitioner that runs my own legal practice. I am currently licensed in 16 states and I'm working to expand that reach.

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Employer Legal Questions and Answers

Employer

Noncompete Agreement

Connecticut

Asked on Jul 13, 2023

Can a noncompete agreement be waived?

I am a small business owner in the retail industry and I am looking to hire a new employee. The employee has a noncompete agreement with their previous employer that I am concerned about. I want to know if it's possible for the agreement to be waived so that I can be sure I'm making the right decision in hiring this employee.

Thomas L.

Answered Jul 21, 2023

Yes, the parties to contracts can always agree to amendments and waivers. However, the former employer may have no interest in waiving the contract in this particular situation.

Read 1 attorney answer>

Employer

Noncompete Agreement

Florida

Asked on Jul 6, 2023

How to draft a noncompete agreement?

I am a business owner who is looking to hire a new employee and I want to ensure that my business does not suffer from any competition that the employee might bring in the future. I need to know how to draft a noncompete agreement so that I can protect my business from any potential risks.

Daniel D.

Answered Jul 21, 2023

Some things that would be relevant to know are: what industry are you in? What specific competition are you worried about? Are you going to include non-disclosure provisions, no-solicitation provisions or non-circumvention provisions? What risks are you specifically worried about?

Read 1 attorney answer>

Employer

Contract for Employment

California

Asked on Aug 21, 2025

Can I terminate an employee without cause?

I recently hired an employee for my small business, but they have not been performing up to the expected standards and I am considering terminating their employment. However, I did not include a termination clause in their employment contract and I am unsure if I can terminate them without cause. I want to understand my rights as an employer and the potential legal implications of terminating an employee without cause.

Randy M.

Answered Aug 31, 2025

You can legally let this employee go without cause. California follows at-will employment, which means you’re allowed to end the working relationship at any time, for any lawful reason, or even no specific reason at all. Since the contract doesn’t include a termination clause, that doesn’t limit your right to do so. The default at-will rule still stands. In fact, not having a termination clause actually works in your favor here. Under California Labor Code Section 2922, if there’s no set duration for the job, either party can walk away at will. You don’t need special contract language to make that valid. That said, there are important legal limits you’ve got to keep in mind. You can’t fire someone because of their race, gender, age, religion, disability, sexual orientation, or any other protected category under California’s Fair Employment and Housing Act. You also can’t let someone go for filing complaints about things like discrimination, unsafe working conditions, or workers’ comp claims. Watch for any implied contract situations too. If you’ve made comments about job security, followed specific disciplinary steps from an employee handbook, or created the sense of guaranteed long-term employment, a court might view that as an unwritten agreement. That could limit your ability to terminate at will. The employee could argue they reasonably believed they’d only be fired for cause based on your past words or actions. To protect yourself, document performance issues clearly. Include dates, examples, and any prior feedback you’ve given. If you’ve got a disciplinary policy in your handbook, stick to it. And make sure your decision has nothing to do with any protected traits or recent complaints the employee may have made. Here’s one legal requirement you absolutely can’t skip: You must provide the final paycheck on the same day you terminate employment (see California Labor Code Section 201). That includes any unused vacation time, which counts as earned wages. If you’re late on that payment, you could be on the hook for waiting time penalties (up to 30 days of the employee’s daily wages). That adds up fast. Even though wrongful termination claims are always possible, solid documentation and following correct steps make them much easier to defend against. If you’ve kept records and stayed compliant, the employee would have to prove your reasons were just a cover for discrimination or retaliation, which is tough with a clear paper trail. Helpful links for reference: California Labor Code Section 2922 (At-Will Employment): https://codes.findlaw.com/ca/labor-code/lab-sect-2922/ California Labor Code Sections 201 and 203 (Final Paycheck Rules): https://codes.findlaw.com/ca/labor-code/lab-sect-201/ https://codes.findlaw.com/ca/labor-code/lab-sect-203/ California Civil Rights Department (Discrimination Info): https://calcivilrights.ca.gov/ Department of Industrial Relations (Wage and Hour Info): https://www.dir.ca.gov/dlse/faqslist.html

Read 1 attorney answer>

Employer

Employee Confidentiality Agreement

Texas

Asked on May 30, 2025

Can an employer enforce a confidentiality agreement after termination of employment?

I recently left my previous job and signed a confidentiality agreement during my employment. The agreement stated that I cannot disclose any confidential information about the company or its clients. Now, I am considering starting my own business in a similar industry and I'm wondering if my former employer can still enforce the confidentiality agreement against me, even though I am no longer employed by them. I want to make sure I am not violating any legal obligations before moving forward with my business plans.

Darryl S.

Answered Jun 17, 2025

Almost certainly the NDA applies after your employment. You should take care not to use highly confidential information, such as customer names and contract info in your new company. The simple answer is YES - it is enforceable after termination of employment

Read 1 attorney answer>

Employer

General Partnership

California

Asked on Apr 14, 2023

Can partners hire employees in a general partnership?

I am a small business owner considering setting up a general partnership with another business owner. We are both looking to maximize our resources and capabilities by hiring employees, but I am unsure of the legal implications. Can partners in a general partnership hire employees, and what are the legal requirements for doing so?

Michael S.

Answered May 12, 2023

Partners in a general partnership have apparent authority to take any action on behalf of the partnership, including hiring employees. This is true even if the partners have agreed between themselves that one a partner does not have the authority to hire employees. A partnership that limits the authority of one partner would give rise to a claim by one partner against the other, but third parties can rely on the apparent authority of a partner to make hiring decisions.

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