New Hampshire Employment Law Attorneys

Helping Employees Understand and Protect their Rights

Our attorneys are advocates for fairness. We are passionate about helping employees advance their goals and protect their rights. Our employment law attorneys in New Hampshire represent employees in all industries and at all employment levels.

Our experienced attorneys will help you navigate employment laws, identify employment law violations, and hold responsible parties accountable. We can represent you in disputes with your employer and help you navigate employee agreements. Contact us today to discuss the details of your case and learn how we can help in your situation.

For a consultation with our legal team, send us a message or call (603) 634-9560.

Your Rights as a Worker

You are entitled work without being subjected to unlawful discrimination, harassment, and retaliation. Employment laws protect workers. It is important to know your rights so you can identify violations.

You have a right to a safe work environment, and freedom from unlawful discrimination, harassment, and retaliation. Beyond these basic rights, some employees are also legally entitled to workers’ compensation, health insurance, overtime pay, and more.

The employment laws cover many different areas of the worker experience. Similarly, the details of employment litigation are often specific to your situation.

Employment law cases may focus on compensation, work environment, or a general violation of worker rights — such as when an employee is fired or disciplined for an illegal reason.

We handle a wide variety of employment law issues including:

• Sexual Harassment: Cases involving unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates a hostile or uncomfortable work environment.
• Discrimination: Cases involving discrimination in hiring, compensation, promotion, job assignments. Layoffs and terminations based on race, gender, age, disability, religion, national origin, gender identity and expression, sexual orientation, military service, or veteran status.
• Wrongful Termination: Cases involving an employee who is terminated for either doing something that public policy would support or refusing to do something that public policy would condemn.  If an employee is terminated for that reason, he/she may have a wrongful termination claim, and may also have a claim for violation of N.H. RSA 275-E, the Whistleblower Protection Act.
• Reasonable Accommodations: Cases involving an employer’s failure to provide reasonable accommodations for employees with disabilities, which is a legal requirement under the Americans with Disabilities Act unless it poses an undue hardship. 
• FMLA Leaves: The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave for specific family and medical reasons. Disputes can arise regarding eligibility, improper denial, or retaliation for taking FMLA leave.  Very specific requirements need to be met in order for an employee to qualify for FMLA leave, including the size of the employer.
• Violation of the Whistleblower Protection Act (N.H. RSA 275-E): When an employee reports illegal or what they reasonably believe is illegal behavior within an organization, and faces retaliation (like demotion, termination, or harassment) in response to their report.
• Equal Pay Act: Cases involving unequal pay or compensation, based on sex, for substantially similar work.
• Wage and Hour Violations: These involve disputes over minimum wage, overtime pay, meal and rest breaks, misclassification of employees (as exempt vs. non-exempt, or employees vs. independent contractors), and unpaid wages.
• Breach of Contract: When the employer fails to uphold the terms and conditions specified in an employment contract, leading to disputes over compensation, job duties, termination clauses, etc.
• Retaliation: Occurs when an employer takes adverse action against an employee for exercising their legal rights, such as filing a complaint, reporting violations, or participating in an investigation.
• Non-compete Agreements: Disputes or advice related to restrictions on an employee’s ability to work for competitors or to start his/her/their own businesses after leaving their current employer.
• Workplace Safety: Cases involving retaliation for reporting unsafe working conditions or an employer’s failure to comply with Occupational Safety and Health Administration (OSHA) regulations.
• Privacy Violations: Instances where an employer breaches an employee's privacy rights, such as unauthorized monitoring, accessing personal information, or disclosing confidential information.
• Employee Misclassification: Cases where workers are classified as independent contractors instead of employees, affecting entitlement to benefits, minimum wage, and overtime pay.
• Employment Tort Claims: These encompass various legal claims arising from employment relationships, including intentional infliction of emotional distress, defamation, or invasion of privacy.
• Severance Agreements: We help employees negotiate the terms of severance agreements offered by employers, or seek severance agreements from employers, following termination of an employee where no severance agreement has been offered.
• Internal Complaints and Investigations: Employers conduct internal investigations into employee internal complaints.  We help employees raise internal complaints and participate in the investigation process.  We also help employees who have been accused of unfounded allegations. 
• Unemployment Benefits: Cases where employees dispute the denial of unemployment benefits after separation from a job.