Fired in Cleveland? Ohio's recent civil-rights overhaul changed the deadlines — and the leverage.
Top 10 Wrongful Termination Lawyers in Cleveland
Ohio's 2021 Employment Law Uniformity Act shortened the deadline to file with the Ohio Civil Rights Commission to two years and require administrative exhaustion before many lawsuits. The firms below have built their practices on the post-reform statutes.
Updated May 23, 202613 min readEditorially independent
These 10 Cleveland-area employee-side employment firms are most often cited by Super Lawyers, Best Lawyers, Avvo, and the Ohio State Bar. Each handles wrongful termination across the federal stack (Title VII, ADA, ADEA, FMLA, FLSA) and the post-2021 Ohio Civil Rights Act framework. We did not accept payment for placement and we do not write sponsored reviews.
How we picked these 10: We reviewed verifiable peer rankings (Best Lawyers, Super Lawyers, Chambers and Partners, Avvo), bar association recognition, state bar standing, published verdicts and settlements, client review patterns, and board certifications where applicable. Firms that appeared consistently across independent sources made the list. We do not accept payment for placement and we do not write sponsored reviews. More on our methodology →
1
Bolek Besser Glesius LLC
Cleveland, OHFounded 2009Boutique
Practice focus: Employee-side employment, discrimination, wrongful termination, sexual harassment
Cleveland plaintiff-only employment firm based in the Landerbrook Office Park. All three partners (Cathleen Bolek, Matthew Besser, Amy Glesius) have received the Cleveland Employment Lawyer of the Year award from U.S. News' Best Lawyers in America. Named a Tier 1 Cleveland employment law Best Law Firm every year since inception.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Three partners who have each carried Lawyer of the Year. That depth means real trial readiness, not a brochure line.
Practice focus: Wrongful termination, discrimination, sexual harassment, retaliation
Beachwood-based Ohio plaintiff-employment firm with offices across the state and a heavy volume of wrongful-termination cases. Founder Brian Spitz is a longtime Ohio Super Lawyers honoree.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Volume practice that knows how every Ohio Civil Rights Commission examiner handles intake. Useful for clear-cut Title VII or FMLA cases.
Practice focus: Wrongful termination, discrimination, FMLA, retaliation
Cleveland plaintiff-employment firm focused on wrongful termination, discrimination, retaliation, and severance negotiation. Listed on Best Lawyers and Super Lawyers; emphasizes individualized intake and early case assessment.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Honest case-screening conversations up front. They will tell you if you don't have a case rather than running up a retainer.
Practice focus: Wrongful termination, civil rights, sexual harassment, class action
Cleveland-based national plaintiffs' firm representing employees, executives, consumers, investors, and victims of civil-rights abuses. Strong case-portfolio in retaliation and discrimination class actions.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Right pick when the case has class-action or pattern-and-practice elements that need a firm with real federal-court bandwidth.
Practice focus: Wage and hour, wrongful termination, FLSA collective actions
Massillon and Cleveland plaintiff-employment firm with a heavy FLSA and wrongful-termination practice across Ohio. Have recovered millions for Ohio workers through collective actions and individual wrongful-termination cases.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Strong fit when wrongful termination is tied to unpaid overtime, misclassification, or other wage violations.
Practice focus: Employment, wrongful termination, civil rights
Established Cleveland-based plaintiff firm handling wrongful termination, employment discrimination, and civil-rights cases. Multiple Super Lawyers honorees on staff.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Multi-practice firm with the bench to handle wrongful termination alongside related civil-rights or personal-injury claims.
Practice focus: Plaintiff employment, wrongful termination, ADA, FMLA
Pepper Pike plaintiff-employment boutique. Caryn Groedel is a longtime Super Lawyers honoree in Cleveland for plaintiff employment. Handles wrongful termination, FMLA interference, ADA accommodation, and retaliation cases.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Deep on ADA and FMLA cases — areas where smaller firms often miss procedural angles that change leverage.
Practice focus: Wrongful termination, discrimination, FLSA
Greg Mansell and the firm represent Ohio employees in wrongful termination, FLSA collective actions, and discrimination cases. Cleveland and Columbus offices; strong Super Lawyers and Avvo recognition.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Useful when your termination story has both individual unlawful-firing and wage-violation elements that can be packaged together.
Practice focus: Plaintiff employment, executive separation, wrongful termination
Cleveland AV Preeminent-rated employment litigator and Ohio Super Lawyer. Represents employees, executives, and individuals in trial-ready wrongful-termination matters.
Fee structure
Hourly / Hybrid
Free consultation
Paid initial
Why they made the list: Right pick for executive-level separations and high-stakes wrongful-termination cases that need senior-lawyer trial chops.
Practice focus: Plaintiff employment, civil rights, wrongful termination
Ohio plaintiff-employment firm with a Cleveland-area presence handling wrongful termination, civil rights, and discrimination cases. Super Lawyers recognized.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Civil-rights fluency beyond just employment. Useful when the case has constitutional or public-employer angles.
What to expect from a Cleveland wrongful termination case
First call is free and runs 30 to 60 minutes. If your case is viable, the firm files an EEOC charge or a complaint with the Ohio Civil Rights Commission (OCRC). Administrative investigation runs 6 to 14 months. After a right-to-sue letter, the lawsuit is filed in U.S. District Court for the Northern District of Ohio or Cuyahoga County Court of Common Pleas. Most cases settle in 9 to 18 months; trial is 18 to 36 months out. Severance-only matters often resolve in 2 to 6 weeks.
What does a Cleveland wrongful termination lawyer cost?
Most viable Cleveland wrongful-termination cases are taken on contingency (33 to 40 percent of recovery) or hybrid fee. Severance-review and negotiated separation work is often billed flat or hourly: $275 to $575/hour, or a $1,500 to $4,000 flat to review and negotiate a severance package. Title VII has fee-shifting; Ohio's Civil Rights Act allows attorney's fees on prevailing claims under the post-2021 framework. That fee-shifting is what makes contingency economically viable for smaller cases.
How to choose between these 10 firms
All ten firms above are competent practitioners. The right pick depends on the shape of your matter, not on which firm has the biggest billboard. The patterns we see:
Pick a boutique when your case is high-stakes but narrow in scope, you want a senior attorney doing the actual work, and you are willing to trade brand recognition for senior attention. Boutiques typically run $325-$525 per hour for the lead attorney and have lower overhead. The risk: if the firm gets conflicted out or busy, your case may stall.
Pick a mid-size firm when your matter has multiple moving parts, or when you need a steady team with a bench behind it. Mid-size firms in Cleveland typically charge $375-$650 per hour and are the natural fit for most wrongful termination cases.
Pick a large firm when the matter is genuinely large in dollars at stake, complex in legal issues, multi-jurisdictional, or institutionally sensitive. Large firms charge $450-$850 per hour but bring depth across practice areas. The risk: junior attorneys do most of the day-to-day work unless you push for senior involvement.
What is specific about wrongful termination cases in Cleveland
Cleveland is its own market. The procedure, the courts, and the strategy are city- and state-specific in ways that matter to your outcome.
The local courthouse matters. Cuyahoga County Court of Common Pleas is the venue for most wrongful termination matters originating in Cleveland. The judges have published procedures, scheduling preferences, and trial calendars that an experienced local lawyer knows by heart. A firm that has never appeared in front of your judge is starting from scratch on the procedural side, and that costs you time and money.
Filing deadlines are strict. Statutes of limitations, notice requirements, pre-suit certifications, and Ohio procedural rules are unforgiving. A missed deadline often means a lost case — full stop. Your first conversation with a lawyer should include a written confirmation of the controlling deadlines.
Ohio law has specific quirks. Ohio statutes governing this practice area shape strategy, leverage, damages, and settlement value. A firm that primarily practices in another state is starting at a disadvantage even when admitted in Ohio.
Local juries and judges have patterns. Verdict patterns, judicial temperament, and settlement norms in Cuyahoga County Court of Common Pleas are local knowledge. A trial-capable firm uses venue, judge assignment, and jury demographics strategically.
Red flags to watch for when picking a wrongful termination lawyer in Cleveland
Most firms in Cleveland are competent. A few are problematic. The patterns to avoid:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery, dismissal, custody outcome, or settlement number, walk away. Ethics rules in every U.S. state prohibit guarantees, and any lawyer making them is either uninformed or willing to lie to get your business.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. The case is handled by an unsupervised junior or a paralegal. Ask in writing who will be your day-to-day attorney, how often you will hear from them, and what happens when they are unavailable.
Pressure to sign immediately. Reputable firms give you the retainer 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 rather than a craftsperson's practice.
No verifiable track record. The firm should be able to point to verdicts, settlements, peer rankings, or bar association recognition. "We have helped thousands of clients" is marketing copy. Specific numbers, named cases, and third-party rankings are evidence.
Vague fee terms. "Do not worry about cost" is a red flag. Every legitimate Cleveland lawyer will give you a written engagement letter with the fee structure, what is covered, what triggers extra charges, and what happens if you fire them.
10 questions to ask in your free consultation
Most firms on this list offer a free or low-cost initial consultation. 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 case day to day? Get a name. Get an email. Get their bar number so you can verify their standing.
How many cases like mine have you handled in the last three years? You want a number, not a brochure line.
How many of those went to trial? Settlement skill is important. Trial skill is what gives you leverage to settle well.
What is your fee, and what does it cover? Get the answer in writing before you sign anything.
What case expenses am I responsible for, and when? Out-of-pocket costs (filing fees, deposition costs, expert witnesses) surprise people. Ask now.
What is the realistic range of outcomes for a case 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.
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 case? A lawyer who refuses to discuss downside risk is selling you something.
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Frequently asked questions
What counts as wrongful termination in Ohio?
Ohio is at-will, but firing for a protected reason violates the Ohio Civil Rights Act (race, color, religion, sex, national origin, disability, age, military status, ancestry), the federal civil rights statutes, FMLA, or Ohio public policy (e.g., firing an employee for filing a workers' comp claim or refusing to commit a crime). The 2021 reform shortened deadlines and added exhaustion requirements — making early lawyer involvement more important.
How long do I have to file in Cleveland?
Under the 2021 Ohio Employment Law Uniformity Act: two years to file with the Ohio Civil Rights Commission. 300 days to file an EEOC charge. Two years for federal Section 1981 race-discrimination claims. Two years (now) for most Ohio statutory employment claims. Older case law on six-year deadlines no longer applies post-reform — talk to a lawyer immediately.
Do I have to file with the OCRC before I can sue under Ohio law?
Yes, under the 2021 reform, administrative exhaustion is now required for most Ohio Civil Rights Act employment claims. A right-to-sue letter (or similar finding) is the gateway to a lawsuit. Your lawyer can also file in federal court under Title VII and other federal statutes simultaneously.
What can I recover in a Cleveland wrongful termination case?
Back pay, front pay, emotional-distress damages, punitive damages (on some claims), reinstatement (rare), and attorney's fees. Title VII caps combined compensatory and punitive damages from $50,000 to $300,000 based on employer size. Ohio Civil Rights Act caps tracked to federal caps in the 2021 reform.
Should I sign the severance my employer offered?
Not yet. Most Cleveland employment lawyers will review your severance for $500 to $2,500 or as part of a contingency engagement. ADEA-covered severance gives you 21 days to consider and 7 days to revoke. The first offer is rarely the best; an attorney often improves the package, recovers unpaid bonuses, narrows non-competes, and tightens release language.
Can I be fired for taking FMLA leave?
No. FMLA interference and retaliation are serious violations. If you were fired during or shortly after a protected leave, document the timeline and call a lawyer this week. Temporal proximity is powerful evidence under Sixth Circuit law.
What if I had a non-compete in my Ohio contract?
Ohio courts enforce reasonable non-competes after weighing the employer's legitimate interests against employee hardship. Recent Ohio cases have narrowed enforceability in some industries. Severance negotiation often includes cutting or limiting non-competes — sometimes worth more than the cash.
How do contingency fees work?
33 to 40 percent of recovery is typical for fully contingent cases, often stepped (lower if it settles pre-litigation, higher after a complaint is filed, highest after trial). On fee-shifting cases, the firm may also recover its statutory fees from the employer. The engagement letter lays out the math before any work starts.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many wrongful termination matters like mine have you handled in the last three years, and how many went to trial? The answer tells you what kind of lawyer you are actually hiring. — The LawFirmSquare team