Most people start looking for an employment lawyer in Washington, D.C. after something has already gone wrong at work. Maybe a termination looked pretextual, or a complaint led to retaliation, or a federal agency took an action you want to challenge. The firms below all represent employees in the District, and each has a somewhat different focus. Mundaca Law opens the list because it handles both private-sector and federal employee matters in one practice. Four other D.C. firms follow.
Which employment lawyers in Washington, D.C. should you look at first?
These five firms represent workers in D.C. employment disputes:
- The Mundaca Law Firm
- Bernabei & Kabat, PLLC
- Kalijarvi, Chuzi, Newman & Fitch, P.C.
- Passman & Kaplan, P.C.
- Zuckerman Law
The right fit depends on the kind of claim you have and who your employer is: a private company, the D.C. government, or a federal agency. It also depends on how far the dispute has progressed.
What can Mundaca Law do for D.C. employees?
1. Mundaca Law
Mundaca Law represents employees in discrimination, harassment, retaliation, wrongful termination, and whistleblower claims. It also handles federal employment matters, including EEO complaints. The firm is led by Francisco E. Mundaca, Esq., Founding Partner, who is admitted to practice in the District of Columbia, Maryland, Virginia, New York, and Texas. Before he founded the firm, he served as an Assistant District Attorney in Brooklyn.
Licensing across jurisdictions matters in the DMV. Many workers live in Maryland, commute into the District, and report to a manager in Virginia. A lawyer admitted in all three places can work out which law applies and where to file without referring the case elsewhere.
The firm also advises businesses as outside general counsel. That work shows its attorneys how employers build personnel files and prepare defenses, and the same knowledge helps when representing employees. Spanish-speaking staff are available. The firm has offices in Washington, D.C. and Annapolis. Fee arrangements, including contingency in appropriate cases, are discussed at the first consultation.
2. Bernabei & Kabat, PLLC
Bernabei & Kabat is a Washington, D.C. firm that represents employees in workplace disputes, including discrimination, harassment, and whistleblower matters.
3. Kalijarvi, Chuzi, Newman & Fitch, P.C.
Kalijarvi, Chuzi, Newman & Fitch is a D.C. firm that represents employees in both private-sector and federal employment cases.
4. Passman & Kaplan, P.C.
Passman & Kaplan is a Washington, D.C. employment law firm that represents federal and private-sector employees in workplace matters.
5. Zuckerman Law
Zuckerman Law is a D.C.-based firm that concentrates on whistleblower and retaliation claims for employees.
How long do you have to file an employment claim in D.C.?
Filing deadlines in D.C. are short, and which one applies depends on who employs you.
- D.C. Human Rights Act claims: one year from the discriminatory act to file with the D.C. Office of Human Rights (OHR) or in D.C. Superior Court.
- Federal discrimination charges with the EEOC: 300 days, because OHR and the EEOC have a worksharing agreement.
- Federal employees: 45 days to contact an agency EEO counselor, under 29 C.F.R. § 1614.105.
- Merit Systems Protection Board (MSPB) appeals of adverse actions such as removals: generally 30 days from the effective date, under 5 C.F.R. § 1201.22.
If you miss one of these windows, the claim can be barred no matter how strong it is. That is the main reason to talk to a lawyer before you sign anything or wait out an internal grievance.
What does the D.C. Human Rights Act protect that federal law doesn’t?
The D.C. Human Rights Act (DCHRA) protects more than 20 traits, which makes it broader than Title VII of the Civil Rights Act. It covers race, sex, religion, and national origin. It also protects personal appearance, family responsibilities, political affiliation, credit information, and homeless status. The DCHRA applies to District employers of nearly any size. Title VII, by contrast, applies only to employers with 15 or more employees. For a worker at a small D.C. business, the local statute may be the only route to a discrimination claim.
How much does an employment lawyer cost in D.C.?
Plaintiff-side employment lawyers often take discrimination and retaliation cases on contingency. That means the lawyer is paid a percentage of any recovery, commonly between one-third and 40 percent. Severance negotiations and contract reviews are more often billed hourly or for a flat fee. Under D.C. Rule of Professional Conduct 1.5, a contingency agreement must be in writing and must explain how the fee is calculated. The DCHRA also allows a court to award attorney’s fees to a prevailing employee, which can reduce what comes out of your recovery.
What should you bring to a first consultation?
Bring whatever shows the terms of your job and how it ended. That includes your offer letter or employment contract, recent performance reviews, and any termination or discipline notice. Save emails and texts related to the dispute to a personal device, since you may lose access to work accounts. A short written timeline with dates and the names of witnesses helps a lawyer assess your claim quickly and spot any deadline that is close.
Where do you go from here?
Employment disputes in the District move on tight deadlines and often involve more than one set of laws. An employee-side lawyer is most useful early, before you sign a severance agreement and before a filing window closes. Gather your documents, write down what happened while you still remember it clearly, and schedule a consultation this week.
