New Orleans employer facing a charge, audit, or wage-hour issue? Pick a firm that defends management.
Top 10 Employment Lawyers for Employers in New Orleans
New Orleans management-side employment work runs through three forums: the EEOC's New Orleans Field Office, the Louisiana Commission on Human Rights (rarely active), and the U.S. District Court for the Eastern District of Louisiana. The firms below all have verifiable New Orleans presence and dedicated management-side employment practices.
Updated December 15, 202514 min readEditorially independent
EEOC, state-court wrongful termination, and Louisiana wage-payment claims are the bread-and-butter risk for New Orleans employers. Cases that look small at intake (a single ADA accommodation dispute, one wage-hour complaint) routinely become class actions if mishandled. Louisiana also has unique civil-law wrinkles around at-will employment, restrictive covenants (LA R.S. 23:921 is one of the most employer-restrictive noncompete statutes in the country), and prescriptive periods. Pick a firm with a dedicated management-side practice and Louisiana-specific knowledge.
These firms are filtered against Super Lawyers Louisiana Employment & Labor, Best Lawyers Best Law Firms 2026 Employment Law - Management, Chambers USA Louisiana, and bar association recognition. Every firm represents employers exclusively or maintains a dedicated management-side practice that does not take plaintiff work in the same cases.
How we picked these 10: We reviewed peer rankings (Super Lawyers, Best Lawyers in America, Chambers USA, Avvo, Martindale-Hubbell, Justia), bar association recognition, and published case results. Firms that appeared consistently across at least two independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Forman Watkins & Krutz LLP (New Orleans)
201 St. Charles Ave, 25th Floor, New Orleans, LA 70170Founded 1986 (Jackson MS origin; New Orleans office)Mid (~75 attorneys firmwide)
Practice focus: Management-side employment litigation, wage-hour defense, discrimination and harassment defense, EEOC, retaliation defense
Civil litigation firm operating out of New Orleans since 1986, advising and representing management, business owners, and employers during employment law cases. Defends clients from allegations of unpaid wages and overtime, discrimination, harassment, and retaliation against employees.
Since 1989, Chehardy Sherman Williams has protected the rights and best interests of businesses across Greater New Orleans. Employment lawyers advise clients, resolve disputes, and ensure compliance with labor law across a wide range of employment matters.
Sher Garner attorneys have handled litigation in state, federal and appellate courts and have defended employers before the Equal Employment Opportunity Commission and local administrative offices. Strong New Orleans management-side practice.
400 Poydras Tower, Suite 2600, New Orleans, LA 70130Founded Established practiceMid (~25 attorneys; New Orleans)
Practice focus: Employer defense, individual and class action employment litigation, EEOC defense, administrative practice
Degan, Blanchard & Nash defends employers. The firm represents clients in individual and class action employment-related litigation in administrative, state and federal forums. Useful for middle-market New Orleans employers wanting trial-capable defense counsel.
201 St. Charles Ave, 49th Floor, New Orleans, LA 70170Founded 1937 (New Orleans HQ)Large (~360 attorneys firmwide; largest New Orleans firm)
Practice focus: Management-side employment litigation, traditional labor (NLRB), wage-hour class actions, executive compensation, ERISA
Largest law firm in New Orleans. Labor & Employment practice handles management-side litigation, NLRB matters, and wage-hour class action defense for regional and national employers across hospitality, energy, and consumer products sectors.
365 Canal St, Suite 2000, New Orleans, LA 70130Founded 1853 (New Orleans HQ)Large (~300 attorneys firmwide; New Orleans HQ)
Practice focus: Employment litigation defense, wage-hour class actions, traditional labor, ERISA, executive employment, immigration
New Orleans-HQ regional firm with a long-established management-side L&E practice. Chambers USA recognition. Handles single-plaintiff and class action employment litigation across Louisiana, Mississippi, and the Gulf South.
701 Poydras St, Suite 4500, New Orleans, LA 70139Founded 1951 (New Orleans HQ)Large (~300 attorneys firmwide; New Orleans HQ)
Practice focus: Management-side employment litigation, EEOC defense, wage-hour, traditional labor, ERISA
New Orleans-HQ regional firm. Labor & Employment practice serves clients across Louisiana, Mississippi, Florida, and Tennessee with EEOC defense, wage-hour, and traditional labor work.
701 Poydras St, Suite 5000, New Orleans, LA 70139Founded 1935 (New Orleans HQ)Mid/Large (~150 attorneys; New Orleans HQ)
Practice focus: Employer-side employment litigation, energy industry L&E, wage-hour, traditional labor, restrictive covenants
New Orleans-HQ firm with deep energy and maritime roots. L&E practice particularly strong for energy, maritime, and industrial employers. Useful when L&E matters cross energy regulatory or maritime issues.
201 St. Charles Ave, Suite 3710, New Orleans, LA 70170Founded 1943 (Atlanta origin; New Orleans office)Large (~600 attorneys firmwide; management-side only)
National management-side L&E firm. New Orleans office handles full range of employer L&E matters for Louisiana and Gulf Coast clients. Useful for multi-state employers with national management-side coverage needs.
701 Poydras St, Suite 3500, New Orleans, LA 70139Founded 1977 (firm); New Orleans officeLarge (~900 attorneys firmwide; management-side only)
Practice focus: Management-only L&E across all areas - discrimination, wage-hour, traditional labor, immigration, OSHA, benefits
National management-side L&E firm. One of the largest dedicated management-side practices in the US. New Orleans office handles multi-state employer matters for Louisiana and Gulf Coast clients.
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What to expect from a New Orleans employment (employer) matter
Single-plaintiff EEOC charges take 10 to 18 months from filing to determination. Louisiana state-court wrongful termination cases run 12 to 24 months through trial in Orleans Parish Civil District Court. FLSA collective actions and Title VII class cases routinely run 18 to 36 months through summary judgment. Wage-hour audits (DOL Wage and Hour Division) typically resolve in 6 to 14 months. NLRB unfair labor practice charges run 4 to 9 months at the administrative stage.
What a employment (employer) lawyer in New Orleans typically costs
New Orleans management-side rates run roughly $300 to $475/hr for mid-size firms, $425 to $850/hr at large firms, and $575 to $1,200/hr for BigLaw partners. Single-plaintiff EEOC defense through investigation typically runs $20,000 to $65,000. Wage-hour class defense runs $125,000 to $650,000+. NLRB defense $30,000 to $125,000. Compliance counseling and handbook review $5,000 to $20,000 flat. Restrictive covenant drafting (LA R.S. 23:921 compliance) $2,500 to $10,000.
Red flags to watch for when picking a employment (employer) lawyer in New Orleans
Most New Orleans firms doing this work are competent. A few patterns predict trouble.
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific outcome, walk away.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. The matter is handled by an unsupervised junior or paralegal. Ask in writing who will be your day-to-day attorney.
Pressure to sign immediately. Reputable firms give you the engagement letter in writing, time to read it, and the option to take it home. High-pressure intake is almost always a sign of a volume mill, not a careful practice.
No verifiable track record. The firm should be able to point to verdicts, settlements, peer rankings, or bar recognition. Specific numbers, named matters, and third-party rankings are evidence. Brochure phrasing is not.
Vague fee terms. "Do not worry about cost" is a red flag. Every legitimate New Orleans firm will give you a written engagement letter with the fee structure, what is covered, what triggers extra charges, and what happens if you change counsel.
10 questions to ask in your free consultation
Most New Orleans firms on this list offer a free or low-cost initial inquiry call. Use it. Bring a list of questions and write down the answers. Compare across at least two firms before you sign.
Who, specifically, will handle my matter day-to-day? Get a name. Get an email.
How many matters like mine have you handled in the last three years? You want a number, not a brochure line.
What is your fee, and what does it cover? Get the answer in writing before you sign.
What case expenses am I responsible for, and when? Out-of-pocket costs surprise people. Ask now.
What is the realistic range of outcomes for a matter like mine? A good lawyer will give you a range. A bad one will promise the high end.
How long will it take? Honest estimate, with the assumptions stated.
Who else might be involved? Experts? Co-counsel? Larger matters routinely involve outside experts. Know who is on the team.
How and how often will I hear from you? Email-only? Calls? Monthly updates? Set the expectation now.
What happens if I want to change lawyers later? Rules allow it; the fee is sorted between firms. Make sure you understand the mechanics.
What is the worst-case outcome for my matter? A lawyer who refuses to discuss downside risk is selling you something.
Frequently asked questions
Is Louisiana an at-will state?
Yes. Louisiana civil law applies the at-will rule for indefinite-term employment, subject to federal anti-discrimination statutes (Title VII, ADA, ADEA), Louisiana whistleblower protections, and contract-based exceptions. Louisiana has no implied-contract handbook exception like some common-law states.
What is LA R.S. 23:921?
Louisiana's noncompete statute. It is one of the most employer-restrictive in the country. Noncompetes are only enforceable if they (1) limit a former employee from carrying on a similar business in specific parishes or municipalities listed in the agreement, (2) for no more than two years, and (3) are signed in connection with employment or sale of business. Customer non-solicits face similar scope and time limits.
How fast do I have to respond to an EEOC charge?
30 days to file the position statement, though extensions are routinely granted. The position statement is the most consequential document in the investigation - errors at this stage are hard to fix later.
Does Louisiana have a wage payment statute?
Yes. Louisiana Wage Payment Act (LA R.S. 23:631 et seq.) requires payment of all wages owed within 15 days of termination or by the next regular payday, whichever is earlier. Failure to pay can trigger penalty wages (up to 90 days of unpaid wages) and attorneys' fees. Wage payment claims are a frequent add-on to wrongful termination cases.
What is the statute of limitations for an EEOC charge in Louisiana?
300 days from the discriminatory act to file with the EEOC (because Louisiana has a state fair employment agency that adds time to the 180-day federal default). The Louisiana state law analog has its own one-year prescriptive period under the Louisiana Employment Discrimination Law.
When should I involve counsel in a termination decision?
Before the meeting, not after. The litigation cost of a wrongful termination defense routinely exceeds $50,000; the counsel cost of a 30-minute pre-termination call is under $500. For employees in protected classes, on leave, or who have made complaints in the prior 12 months, the call is mandatory.
What is the Louisiana Employment Discrimination Law?
LEDL covers employers with 20+ employees (lower than the 50-employee FMLA threshold but higher than Title VII's 15-employee threshold). It provides state-court parallels to federal discrimination claims. Plaintiffs frequently pursue both federal and LEDL claims to access different remedies.
How long must I keep employment records?
Three years for payroll under FLSA. One year for application materials under Title VII (extended if a charge is filed). Four years for FICA/FUTA tax records. Longer for ERISA plan records (six years). Practical answer: seven years for most personnel files.
Do I need a written FMLA policy?
If you have 50+ employees within a 75-mile radius, yes - and you must post the WH-1420 notice. The Department of Labor checks for both in any FMLA-related investigation.
What's the difference between Section 1981 and Title VII claims?
1981 covers race discrimination only, has a 4-year statute of limitations, no administrative exhaustion requirement, and no damages cap. Title VII covers race plus other protected classes, requires EEOC exhaustion, and caps damages at $50,000 to $300,000 by employer size. Plaintiffs frequently plead both.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many matters like mine have you handled in the last three years? The answer tells you everything. — The LawFirmSquare team
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