Top 10 Wrongful Termination Lawyers in Colorado Springs, CO
Losing a job is hard enough; losing it for an illegal reason is worse. Here are the Colorado Springs employment firms that represent fired workers, how Colorado law actually works, and how to pick the right fit.
Updated December 30, 202511 min readEditorially independent
If you were fired in Colorado Springs and suspect it was illegal, start with the hard truth: Colorado is an "at-will" state, which means an employer can usually fire you for almost any reason — or no reason — as long as it is not an illegal one. The cases that win are the ones where the firing crossed a legal line: discrimination because of your race, sex, age (40+), disability, religion, national origin, or sexual orientation; retaliation for reporting harassment, filing a workers' comp claim, or taking protected leave; or termination that breached a written contract or violated public policy.
Colorado has its own protections under the Colorado Anti-Discrimination Act, enforced by the Colorado Civil Rights Division, and recent changes have strengthened employee rights further. There are firm deadlines: discrimination charges generally must be filed with a state or federal agency within a limited window (often 300 days), so waiting can quietly destroy a good claim. The firms below were chosen because each appears across at least two independent sources — Super Lawyers, Justia, Avvo, Martindale-Hubbell, or Expertise.com — and each has a verifiable Colorado Springs employment-law practice that represents employees.
One more reality check: most employment cases settle, and a strong claim is built on documentation, not anger. The best lawyers will ask for your offer letter, handbook, emails, performance reviews, and a written timeline before they tell you what your case is worth. As you compare the firms below, weigh how carefully each one listens and how honestly they assess your odds — a lawyer who promises a big payday on day one is selling, not advising.
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 Colorado Springs-area wrongful termination practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Cornish & Dell'Olio, P.C.
431 N Cascade AveEmployee-side since 1982Employment law only
Practice focus: Wrongful termination, discrimination, retaliation, and unpaid wages
Cornish & Dell'Olio is a boutique employment firm rooted in Southern Colorado since 1982 whose lawyers work solely on employment law, focused on protecting employees. The firm has represented public and private workers in cases spanning wrongful termination, discrimination, retaliation, hostile work environment, unpaid wages, and constitutional violations from its downtown Colorado Springs office.
Why they made the list: A long-established, employee-only employment boutique — exactly the focus most fired workers want.
Colorado Springs, COSuper Lawyers Rising Star24+ years
Practice focus: Wrongful termination, discrimination, retaliation, and wage-and-hour claims
Greg Givens litigated employment cases in Los Angeles from 2001 to 2010 — including class actions — before moving to Colorado Springs and opening his own firm. With more than two decades of experience and recognition as a Super Lawyers Rising Star, he represents both employees and employers in federal and state court and before civil-rights agencies, giving him a clear read on how the other side evaluates a case.
Why they made the list: Deep litigation experience on both sides of employment disputes, with peer recognition.
Colorado Springs & DenverWorker-side employmentFront Range coverage
Practice focus: Wrongful termination, discrimination, retaliation, and wage/overtime claims
Known for years as Leventhal Lewis, this firm represents workers in employment cases involving wage and overtime violations, discrimination, wrongful termination, and retaliation. From offices in Colorado Springs and Denver, it serves employees across the Front Range and eastern Colorado.
Why they made the list: A dedicated worker-side employment practice with a real Colorado Springs presence and Front Range reach.
Colorado Springs, COAV Preeminent ratedEmployment & litigation
Practice focus: Wrongful termination, unpaid wages, and employment civil litigation
KLCS Law focuses on employment law and civil litigation, helping Colorado Springs workers with unpaid wages and wrongful termination. The firm carries an AV Preeminent rating — the highest Martindale-Hubbell distinction — and its attorneys have been recognized among the area's top attorneys in multiple practice areas.
Why they made the list: Top peer ratings and a focused employment-litigation practice on the employee's side.
Colorado Springs, COWage & employmentWorker advocacy
Practice focus: Unpaid wages, overtime, wrongful termination, and discrimination
Baker Law Group helps Colorado Springs workers recover unpaid wages, overtime, and other compensation under the Colorado Wage Act and federal labor law, and handles wrongful-termination and discrimination claims. The practice emphasizes wage-and-hour and worker-protection cases.
Why they made the list: A strong choice when a firing overlaps with unpaid wages or overtime — a common combination.
Colorado Springs, COWorker advocacyWage & discrimination
Practice focus: Wage violations, discrimination, medical leave, and wrongful termination
Sears & Associates serves Colorado Springs workers as a legal advocate when they pursue compensation for illegal or abusive treatment at work. The firm handles many wage-violation cases and also assists with medical-leave disputes, discrimination, and wrongful-termination concerns.
Why they made the list: A worker-focused practice comfortable with wage, leave, and termination claims together.
Colorado Springs officeFull-service firmEmployment practice
Practice focus: Employment law, including wrongful termination and discrimination
Robinson & Henry is a large full-service Colorado firm with a Colorado Springs office and a dedicated employment-law practice handling wrongful termination, discrimination, and retaliation alongside its broader civil work. Its size means resources to investigate and, if needed, litigate a contested case.
Why they made the list: A well-resourced firm able to carry a contested employment case through litigation.
Tell us a little about your firing. We'll connect you with a Colorado Springs employment firm that represents employees — free, confidential, and no obligation.
How to choose between them in Colorado Springs
Confirm they represent employees. Some Colorado Springs firms work mainly for employers; a few do both. For your case, you want a lawyer who regularly represents fired workers and knows how to build a discrimination or retaliation claim from the employee's side.
Bring documentation, and ask what else they need. Wrongful-termination cases live on evidence: emails, texts, your handbook, performance reviews, and a written timeline. A good lawyer will tell you exactly what to gather and what strengthens or weakens your claim.
Ask about the deadline immediately. Discrimination and retaliation claims have strict filing deadlines with the Colorado Civil Rights Division or the EEOC. Confirm the lawyer knows your deadline and can act before it runs — this is the single most common way good claims are lost.
Understand the fee structure. Some employment lawyers take strong cases on contingency, others bill hourly or use a hybrid. Ask which applies to your case, what the percentage or rate is, and what costs you might owe regardless of outcome.
What wrongful termination help typically costs in Colorado Springs
Employee-side employment fees in Colorado Springs vary more than most practice areas. Here is the honest picture:
Contingency fee For strong claims with real damages, many firms take the case for a percentage of the recovery — commonly around one-third to 40% — so you pay no fee unless they win. Confirm the exact percentage and when it changes.
Hourly representation Some matters — advice on a severance offer, a weaker claim, or a negotiation — are billed hourly, commonly $250 to $450 per hour in this market. Ask for an estimate up front.
Free or low-cost consultation Most employee-side firms offer a free or modest initial consultation to evaluate whether you have a viable claim. Use it to compare two or three firms before committing.
Severance review If you were handed a severance agreement, a flat fee or a few hours of hourly time to review and negotiate it is often money well spent before you sign away your rights.
What drives value The strength of the evidence, the size of your lost wages, whether the conduct was egregious, and whether you found new work. Documented discrimination or retaliation with clear damages carries the most value.
Ask every firm whether your case is contingency, hourly, or hybrid, and get the fee and any costs in writing before you sign an engagement letter.
How long it takes
Employment cases move in stages, and the agency step comes before any lawsuit. Here is the realistic arc:
Consultation and evidence (first weeks) The lawyer reviews your documents and timeline to decide whether you have a viable discrimination, retaliation, or contract claim, and confirms your filing deadline.
Agency charge (CCRD / EEOC) Discrimination and retaliation claims generally must start with a charge filed with the Colorado Civil Rights Division or the EEOC, which investigates and can issue a right-to-sue notice.
Negotiation or filing suit (months) Many claims settle during or after the agency process. If not, your lawyer files suit, and the case moves into discovery where both sides exchange evidence and take depositions.
Settlement or trial The large majority of employment cases settle before trial once the evidence is clear. A contested case that goes to trial can take a year or more from filing.
Red flags to watch for when hiring a wrongful termination lawyer in Colorado Springs
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 Colorado Springs 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 Colorado Springs
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 Colorado Springs
Was my firing actually illegal in Colorado?
Colorado is an at-will state, so most firings are legal even if they feel unfair. A firing is generally unlawful only if it was based on a protected characteristic (like race, sex, age 40+, disability, religion, national origin, or sexual orientation), was retaliation for protected activity, breached a contract, or violated public policy. An employment lawyer can tell you which, if any, applies to your facts.
How much does a wrongful-termination lawyer cost in Colorado Springs?
It depends on the case. Strong claims with clear damages are often taken on contingency — commonly one-third to 40% of the recovery, with no fee unless you win. Advice, severance review, and weaker claims are often billed hourly, commonly $250 to $450 per hour. Most firms offer a free or low-cost initial consultation.
What is the deadline to file?
Discrimination and retaliation claims generally must begin with a charge filed with the Colorado Civil Rights Division or the EEOC within a limited window — often 300 days from the termination. Because deadlines are strict and easy to miss, talk to a lawyer as soon as possible after the firing.
What evidence do I need?
Gather your offer letter, employee handbook, performance reviews, relevant emails and texts, any write-ups, and a written timeline of what happened and who was involved. Do not delete anything, and do not take documents you are not entitled to. Your lawyer will tell you what helps.
Should I sign the severance agreement they offered?
Not before someone reads it. A severance agreement usually asks you to waive your right to sue. An employment lawyer can review it, tell you whether you are giving up a valuable claim, and sometimes negotiate better terms — often for a flat fee or a few hours of time.
Can I be fired for reporting harassment or filing a workers' comp claim?
No — retaliating against you for protected activity like reporting discrimination or harassment, filing a workers' comp claim, or taking protected leave is itself unlawful. If you were fired shortly after doing one of these things, tell your lawyer; the timing can support a retaliation claim.
What can I recover if I win?
Depending on the claim, recovery can include lost wages and benefits, compensation for emotional harm, and in some cases additional damages and attorney fees. Your actual numbers depend on your pay, how long you were out of work, and the strength of the evidence.
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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