Fired and think it was illegal in Chesapeake, VA?
Virginia is an at-will employment state, but you cannot be fired for an illegal reason — discrimination, retaliation, or for exercising a protected right. Chesapeake employees draw on experienced Hampton Roads employment firms, and the lawyer you choose shapes both your leverage and your odds.
Choosing a wrongful-termination lawyer means finding someone who represents employees, not employers, and who knows both federal law and the Virginia Human Rights Act. Below are employee-side firms serving Chesapeake and the surrounding Hampton Roads area that appear consistently across Super Lawyers, Avvo, Martindale-Hubbell, and Expertise.com. Most offer a consultation and many take strong cases on contingency.
How we picked these 6: We reviewed peer rankings (Best Lawyers, Super Lawyers, Avvo, Martindale-Hubbell), bar recognition, board certifications where applicable, and consistency across independent directories such as Justia, FindLaw, and Expertise.com. Firms that appeared across multiple independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Wrongful termination, discrimination, retaliation
Founded in 2006, this Virginia Beach firm represents employees across Hampton Roads, including Chesapeake, under Title VII, the ADA, ADEA, FMLA, and FLSA; several attorneys have been selected to Super Lawyers or Rising Stars.
Practice focus: Wrongful discharge, discrimination, whistleblower
Partner James H. Shoemaker, Jr. focuses on employee-side employment and whistleblower litigation; the firm, founded in 1954, serves the Hampton Roads region including Chesapeake.
Practice focus: Employment discrimination, harassment, retaliation
An employment-focused firm with offices in Norfolk and Richmond that represents employees in discrimination, harassment, and whistleblower claims across Virginia, including Chesapeake.
Practice focus: Employee-side employment law, wrongful termination
A solo practice concentrating on representing current and former employees; founder Brandon Bybee earned his J.D. from the University of Richmond and has been recognized by The National Trial Lawyers Top 40 Under 40.
Practice focus: Employment law, contracts, non-compete litigation
A full-service Hampton Roads firm representing private-sector and government employees in a broad range of employment matters, serving Chesapeake and the surrounding area.
Practice focus: Workers' rights, FMLA, employment law
An established Hampton Roads firm of more than 35 years handling workers'-rights and employment matters such as FMLA violations; several attorneys have been recognized by Super Lawyers.
Tell us about your situation and we'll match you with vetted wrongful termination attorneys in Chesapeake. Free, confidential, no obligation.
Request Free Consultation →Match the firm to your claim. A clear discrimination or retaliation case with documentation may be taken on contingency, while a severance negotiation or a contract dispute is often hourly. Ask whether the firm represents employees or employers, how it evaluates the strength of your claim, and whether it has tried employment cases in the Hampton Roads federal and state courts.
People often wait too long to call a lawyer, hoping a problem resolves on its own. With most wrongful termination matters, the earlier you get advice, the more options you have and the less a mistake can cost you. A short consultation early is far cheaper than untangling a problem later.
Call sooner rather than later if there is a deadline involved, if the other side already has a lawyer, or if money, your rights, or your family are genuinely at stake. The first meeting is mostly about getting a clear, honest read on where you stand and what your realistic choices are — not committing to a fight.
A good Chesapeake lawyer will tell you plainly if you do not need to hire anyone yet, or if your situation can be handled simply. That candor is itself a reason to make the call: you leave knowing what matters, what does not, and what the next step actually is, instead of guessing.
The firms above are a starting point, not a verdict. The right lawyer for you depends on your facts, your budget, and how you want to be treated. Use these five signals to compare them.
Relevant, recent experience. “We handle everything” is a weakness, not a strength. You want a lawyer who works wrongful termination matters in Chesapeake week in and week out, not one who takes them occasionally between unrelated cases. Recent, repeated experience with situations like yours is the single best predictor of a good outcome.
Straight talk about your case. A good lawyer tells you what is strong and what is weak in your situation at the first meeting, not just what you want to hear. If everything sounds easy and the outcome sounds guaranteed, be skeptical — real cases have real risks, and an honest lawyer names them.
Communication you can live with. Most complaints about lawyers are not about losing — they are about silence. Ask who returns your calls, how fast, and whether you will reach the actual attorney or only a screener. Set that expectation before you sign, because it rarely improves later.
Fees in writing, in plain English. You should leave the first meeting knowing exactly what you will pay, what it covers, and what could cost extra. A clear written fee agreement is a sign of a well-run practice; a vague “don't worry about it” is a sign to keep looking.
Local knowledge. The lawyer who works in Chesapeake regularly knows how the local courts and agencies run, how outcomes tend to break, and which resolutions are realistic. That practical knowledge is hard to fake and easy to verify — just ask.
Virginia is an at-will state, so most firings are legal unless the reason is prohibited — discrimination based on a protected characteristic, retaliation for protected activity, or violation of a statute such as the FMLA. Many claims start with an administrative charge through the EEOC or the Virginia Office of Civil Rights before a lawsuit can be filed.
Hampton Roads cases that proceed are typically filed in the Chesapeake Circuit Court or the U.S. District Court for the Eastern District of Virginia (Norfolk Division). Many resolve through settlement or mediation; a case that goes through discovery and trial can take a year or more.
Employee-side employment lawyers often work on a mix of fee structures. Strong discrimination or retaliation claims may be taken on contingency, meaning the firm is paid a percentage of any recovery. Severance reviews and weaker claims are usually hourly or flat-fee.
Hourly rates in Hampton Roads commonly run roughly $250 to $450 an hour. Ask each firm how it would structure your specific case, what costs you would owe regardless of outcome, and how a contingency percentage would work if you win or settle.
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees how your wrongful termination matter will end before reviewing your file, walk away.
The disappearing senior lawyer. You meet a name partner at intake, then never speak to them again while a junior runs the file unsupervised. Ask in writing who your day-to-day lawyer will be.
No verifiable track record. “We have handled thousands of cases” is marketing. Real evidence is named results, peer recognition such as Super Lawyers or Best Lawyers, and a clean record with the state bar.
Pressure to sign immediately. A reputable firm gives you the engagement letter in writing and time to read it. High-pressure intake is a sign of a volume mill, not a careful practice.
Vague fee terms. “Don't worry about the cost” is a red flag. Every legitimate firm puts the fee, what it covers, and what triggers extra charges in writing.
Most firms on this list offer a free consultation. Use it, take notes, and compare at least two firms before you sign.
At-will, with real exceptions. Virginia employment is at-will, but firing someone for an illegal reason — discrimination, retaliation, or violating a statute — is still unlawful. A lawyer can tell you which exception, if any, fits your facts.
The Virginia Values Act. Virginia's expanded Human Rights Act broadened protections and remedies for many employees. An employment lawyer who follows these developments knows where state law now reaches further than before.
Deadlines matter. Discrimination claims usually require a timely administrative charge with the EEOC or state agency before suit. Missing a deadline can end a claim, so talk to a lawyer early.
Once you hire a wrongful termination lawyer in Chesapeake, the relationship runs on communication and documents. Expect an engagement letter that spells out the fee and scope, a request for the records and information relevant to your matter, and a plan for what happens first. The more organized you are at the start, the faster and cheaper the work goes.
Ask at the outset how you will reach your lawyer, who else will work on your file, and how you will be kept updated. Most frustration with lawyers comes from silence, not strategy, so agree on a rhythm — a check-in after each major step, for example — and hold them to it. Save copies of everything and keep your own simple timeline as the matter moves.
Finally, be honest with your lawyer about the facts, including the unflattering ones. A lawyer can only protect you from problems they know about, and surprises that surface later are far harder to manage than ones disclosed up front. The clients who get the best results are the ones who treat the relationship as a partnership.
If you are dealing with a wrongful termination issue in Chesapeake right now, a few moves protect you while you take the time to choose the right lawyer.
Write down the timeline. Put the dates, names, and what was said on paper while it is fresh. Memories fade and details that feel obvious today are easy to lose in a month, and a clear timeline makes your first consultation far more productive.
Save everything. Keep the documents, emails, text messages, photos, and bills connected to your situation in one place. The strength of a case often comes down to what you can show, not just what you can say.
Do not sign or agree to anything under pressure. Whether it is an insurer, the other side, or a fast-talking intake person, you are allowed to say you want to speak with your own lawyer first. A reputable Chesapeake firm respects that; anyone who does not is telling you something.
Book two consultations. Most firms above offer a free or low-cost first meeting. Talk to at least two before you commit, and choose the lawyer who explains your options clearly and answers your questions without rushing you.
Tell us what is going on. We'll match you with vetted Chesapeake firms from the list above. Most respond within one business day.
Yes. Most Virginia employees can be fired for any reason or no reason, but not for an illegal reason such as discrimination, retaliation, or exercising a protected legal right.
Generally a firing that violates anti-discrimination law, punishes protected activity such as reporting harassment, or breaches a statute like the FMLA. An ordinary unfair firing is usually not illegal.
For most discrimination and retaliation claims, yes — you typically must file a timely charge with the EEOC or the Virginia Office of Civil Rights before you can sue. A lawyer can confirm the deadlines.
It varies. Strong claims may be taken on contingency, paid as a percentage of any recovery. Severance reviews and weaker claims are usually hourly, commonly $250 to $450 an hour.
Deadlines are short and depend on the claim. EEOC charges often must be filed within months of the firing. Because missing a deadline can end your case, contact a lawyer quickly.
Retaliation for reporting harassment or discrimination is unlawful. If you were fired soon after making a complaint, that timing can support a retaliation claim — bring the details to a lawyer.
A layoff is an economic decision that is usually legal. Wrongful termination involves an illegal reason. Sometimes a layoff is used as a cover for discrimination, which a lawyer can investigate.
It is wise to have a lawyer review a severance agreement first. These documents often ask you to waive legal claims, and a lawyer can sometimes negotiate better terms.
Depending on the claim, remedies can include back pay, front pay, emotional-distress damages, and attorney's fees. The value depends on the facts and the law that applies.
Bring your offer letter, any handbook or contract, your termination notice, performance reviews, and a timeline of events, including any complaints you made and how the employer responded.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one how many cases like yours they have handled in Chesapeake in the last three years. The answer tells you most of what you need to know. — The LawFirmSquare team