Losing your job is hard enough; losing it for an illegal reason is worse. If you think you were fired because of discrimination, retaliation, or for refusing to break the law, the right employment lawyer can tell you whether you have a case — and many work for employees on contingency. Here are the Aurora firms that show up across the major directories.
Updated December 30, 202511 min readEditorially independent
Start with the hard truth that trips most people up: Colorado is an at-will employment state, which means your employer can usually fire you for almost any reason, or no reason at all, without it being illegal. "Wrongful termination" is narrower than it sounds — it does not mean unfair or unkind. It means you were fired for a reason the law specifically forbids: discrimination based on a protected trait, retaliation for reporting harassment or a safety violation, taking leave you were entitled to, refusing to commit an illegal act, or in breach of an actual employment contract. A good Aurora employment lawyer's first job is telling you, honestly, which side of that line your firing falls on.
If your firing does cross that line, Colorado law gives you real tools. Discrimination and retaliation claims generally start with a charge filed with the Colorado Civil Rights Division or the federal EEOC, and Colorado's POWR Act, effective 2023, strengthened employee protections and limited the nondisclosure terms employers can impose. There are deadlines from the date of termination, so talking to a lawyer early protects your options. The firms below were chosen because each appears across at least two independent sources — Super Lawyers, Justia, Avvo, FindLaw, or Expertise.com — and each has a verifiable Aurora-area employee-side practice.
It also helps to know what these cases are usually worth and how they end. Damages can include lost wages, emotional distress, and sometimes penalties, but the value depends heavily on your salary, how long you were out of work, and the strength of your evidence. Most wrongful-termination claims settle through the agency process or direct negotiation rather than going to trial. As you read the firms below, ask each one for a candid read on your specific facts — the best employment lawyers will tell you if you do not have a case, which saves you time and money.
How we picked these 7: We cross-referenced peer rankings and directories (Best Lawyers, Super Lawyers, Avvo, Martindale-Hubbell, Justia, Expertise.com, FindLaw) and each firm's own published practice pages. Every firm below appeared in at least two independent sources and has a verifiable Aurora-area wrongful termination practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Wrongful termination, discrimination, harassment, retaliation, wage disputes, and severance review
Baker Law Group's Aurora employment team delivers strategic advice and assertive representation in wrongful termination, discrimination, harassment, and wage matters. The firm advises employees on their rights, handles agency charges, and reviews severance agreements before clients sign.
Why they made the list: A full-service Aurora employment practice that handles the whole arc of a termination claim, from severance review to litigation.
Aurora, COEmployment representationDecades of experience
Practice focus: Employment disputes including wrongful termination, discrimination, and retaliation
Kishinevsky & Raykin is an Aurora firm that offers employment representation backed by decades of combined experience, handling wrongful termination, discrimination, and retaliation matters for workers in the Denver metro area.
Why they made the list: An established Aurora practice with employment depth, a fit for workers who want a local firm handling their termination claim.
13700 E Alameda Ave, AuroraMultiple CO officesEmployment law
Practice focus: Wrongful termination, discrimination, harassment, and retaliation, within a larger Colorado practice
Bachus & Schanker maintains an Aurora office at 13700 E Alameda Avenue and represents employees in wrongful termination, discrimination, and harassment matters as part of a statewide Colorado practice with more than 30 years behind it.
Why they made the list: A large, well-resourced Colorado firm with a physical Aurora office and the institutional backing of a statewide practice.
Practice focus: Wrongful termination, discrimination, harassment, retaliation, and wrongfully withheld unemployment benefits
Livelihood Law advocates for employees in the Aurora community, providing counseling and representation across discrimination, harassment, retaliation, contract and commission disputes, wrongful termination, and unemployment-benefit matters.
Why they made the list: An employee-only firm whose practice is built around wrongful termination and the related claims that often come with it.
Practice focus: Wrongful termination, age and gender discrimination, and sexual harassment for employees
The Law Office of Paul Maxon represents employees in and around Aurora in employment disputes, including age and gender discrimination, wrongful termination, and sexual harassment matters.
Why they made the list: A focused employee-side practice for workers who want a smaller firm handling their discrimination or termination claim directly.
Practice focus: Wrongful termination, employment discrimination, and labor and employment matters
John W. McKendree has assisted Colorado workers for more than 40 years in labor and employment, wrongful termination, and employment discrimination matters, regularly serving clients in Aurora and the surrounding Denver metro area.
Why they made the list: A veteran employment attorney with four decades of labor and employment experience covering the Aurora area.
Practice focus: Wrongful termination, retaliation, and discrimination claims for employees
HKM Employment Attorneys represents employees across the Denver metro, including Aurora, standing up for workers who have been wrongfully terminated or retaliated against for reporting employer misconduct. The firm represents workers, not employers.
Why they made the list: A dedicated employee-only employment firm with a focused wrongful-termination and retaliation practice serving Aurora.
Tell us a little about how your job ended. We'll connect you with an Aurora employee-side firm that fits your situation — free, confidential, and no obligation.
How to choose between them in Aurora
Confirm the firm represents employees. Some employment firms defend employers. You want one whose practice is built around representing workers. Most of the firms below are employee-side; ask to be sure.
Ask for a candid read on at-will. Because Colorado is at-will, the threshold question is whether your firing fits a legal exception. A strong lawyer will tell you honestly whether your facts support a claim rather than signing you up for a case that goes nowhere.
Understand the fee structure. Employment lawyers handle wrongful-termination cases on contingency, hourly, or a hybrid. Strong cases with clear lost wages are more likely to be taken on contingency. Ask which applies to you and get it in writing.
Make sure they know the deadlines. Discrimination and retaliation claims have filing deadlines with the Civil Rights Division and EEOC measured from your termination date. A lawyer fluent in those deadlines protects your right to sue.
What wrongful termination help typically costs in Aurora
How a wrongful-termination case is billed depends on the firm and the strength of your claim. Here is the honest range:
Initial consultation Many employee-side firms offer a free or low-cost first consultation to assess whether you have a case. Ask when you book.
Contingency fee For strong cases with clear lost wages, many firms work on contingency — commonly around a third of any recovery — so you pay nothing unless they win or settle.
Hourly representation For some matters, especially advice or negotiation, a firm may bill hourly, often $250 to $450 in the Denver metro. Ask for an estimate of total hours.
Agency filing Filing a charge with the Colorado Civil Rights Division or the EEOC does not require large attorney costs, and a lawyer can handle or guide it. The deadlines are the thing to watch, not the filing fee.
What drives cost and value Your salary and time out of work, the strength of your evidence, and whether the employer settles early or forces litigation. A strong, well-documented case is both cheaper to run and more likely to settle favorably.
Ask every firm whether it would take your case on contingency, hourly, or a hybrid, and get the fee terms in writing before you sign.
How long it takes
No lawyer can promise a timeline, but here is the realistic arc of an Aurora wrongful-termination claim:
Consultation and review (days to weeks) You meet with a lawyer, walk through what happened, and gather your offer letter, reviews, emails, and termination paperwork. Acting promptly protects evidence and deadlines.
Agency charge (filed within the deadline) Most discrimination and retaliation claims start with a charge filed with the Colorado Civil Rights Division or the EEOC. There are firm deadlines from your termination date.
Investigation or mediation (3–10 months) The agency investigates and may offer mediation. Many cases settle here. If the agency issues a right-to-sue letter, your lawyer can take the case to court.
Lawsuit, if needed (1–2+ years) If filed in court, expect a longer road through discovery and settlement talks. Most wrongful-termination cases resolve through negotiation well before any trial.
Red flags to watch for when hiring a wrongful termination lawyer in Aurora
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees a win, a number, or a court ruling, walk away.
The disappearing senior partner. You meet a named partner at intake, then never hear from them again while an unsupervised junior runs the file. Ask in writing who handles your matter day to day.
Pressure to sign on the spot. Reputable firms give you the engagement letter in writing and time to read it. High-pressure intake is a volume-mill signal.
No verifiable track record. Look for named results, peer rankings, board certifications, or bar recognition — not "we have helped thousands of clients."
Vague fees. Every legitimate firm will put the fee structure, what is covered, and what triggers extra charges in a written engagement letter.
10 questions to ask in your free consultation
Most of the firms on this list offer a free or low-cost initial call. Use it. Bring a written list and write down the answers, then compare across two or three firms before you sign anything.
Who, specifically, will handle my matter day to day? Get a name and a direct email, not just the firm.
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 structure in writing before you sign.
What out-of-pocket costs am I responsible for, and when? Filing fees, records, and experts add up - ask now.
What is the realistic range of outcomes? A good lawyer gives a range; a weak one promises the high end.
How long will this take? An honest estimate, with the assumptions stated.
What is my deadline, and is it at risk? Many wrongful termination matters carry hard filing deadlines.
How often will I hear from you? Set the communication cadence now.
What can I do to help my own case? The best lawyers will give you homework.
What is the worst-case outcome? A lawyer who refuses to discuss downside risk is selling you something.
What to bring to your Aurora consultation
You will get more out of the first call if you arrive organized. For most wrongful termination matters, gather:
A short written timeline. Dates, names, and what happened, in order.
The key documents. Any contracts, letters, agreements, court orders, or filings you have received.
Your correspondence. Relevant emails, texts, or messages - and do not delete anything.
Any deadlines you know about. A court date, a signing deadline, or an agency notice.
Your questions. The 10 above are a good place to start.
If you are not sure whether something is relevant, bring it anyway. It is easier for a lawyer to set aside what does not matter than to chase down what you left at home.
Talk to a vetted Wrongful Termination attorney in Aurora
Tell us about your situation. We'll match you with one of these firms or a similar one. Free, confidential, no obligation.
Frequently asked questions about wrongful termination lawyers in Aurora
Can I sue if I was fired in Colorado?
Only if your firing fits a legal exception to at-will employment. Colorado employers can fire workers for almost any reason, but not for an illegal one — discrimination based on a protected trait, retaliation for reporting harassment or safety issues, taking protected leave, refusing to break the law, or breaching an employment contract. A lawyer can tell you whether your facts qualify.
What is 'at-will' employment and how does it limit my claim?
At-will means either you or your employer can end the job at any time, for any lawful reason, without notice. It is the default in Colorado. It does not protect an employer who fires you for an illegal reason, but it does mean that being fired unfairly, harshly, or without good cause is usually not by itself wrongful termination in the legal sense.
How much does a wrongful termination lawyer cost in Aurora?
It depends on the case. Many employee-side firms offer a free or low-cost consultation and take strong cases on contingency — commonly about a third of any recovery — so you pay nothing unless you win or settle. Some matters are billed hourly, often $250 to $450. Confirm the fee structure in writing.
What's the deadline to file a wrongful termination claim?
Discrimination and retaliation claims have filing deadlines with the Colorado Civil Rights Division or the EEOC, measured from your termination date. Because missing a deadline can end your claim, talk to a lawyer as soon as possible after being fired rather than waiting.
What can I recover if I win?
Damages can include lost wages and benefits, emotional distress, and in some cases additional penalties or attorney fees. The value depends on your salary, how long you were out of work, and the strength of your evidence. A lawyer can give you a realistic range once they see your facts.
Should I sign the severance agreement my employer offered?
Not before a lawyer reviews it. A severance agreement usually asks you to waive your right to sue, sometimes for far less than your claim is worth, and Colorado's POWR Act limits certain nondisclosure terms. A short review before you sign can protect significant rights.
What should I bring to a consultation?
Bring your offer letter or employment contract, recent performance reviews, your termination notice or email, any relevant messages, and a written timeline of what led to the firing. The fuller the picture, the better a lawyer can tell you whether you have a case.
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 a lot. — The LawFirmSquare team
LawFirmSquare is a directory. We do not represent clients or refer cases for a fee.
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