Fired and think it was illegal in Irving?
Texas is an at-will state, but you cannot be fired for an illegal reason — discrimination, retaliation, taking protected leave, or reporting wrongdoing. Most wrongful termination cases for Irving employees run through the EEOC and the federal courts in the Northern District of Texas. The lawyer you choose shapes both your leverage and your cost.
Choosing a wrongful termination lawyer depends on whether your claim is about discrimination, retaliation, unpaid wages, or a contract, and on whether you want to negotiate a severance or file suit. Below are firms and attorneys serving Irving and the surrounding Dallas metro that appear consistently across Justia, Avvo, Super Lawyers, Expertise.com, and Martindale-Hubbell, with verifiable employment-law focus. Several are Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization.
How we picked these 9: We reviewed peer rankings (Best Lawyers, Super Lawyers, Martindale-Hubbell), bar recognition and board certifications, and verifiable practice focus across independent directories such as Justia, Avvo, FindLaw, and Expertise.com. Firms that appeared consistently made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Employee-side wrongful termination, discrimination, retaliation, non-compete disputes
Sole practitioner Donald E. Uloth has represented employees in Texas state and federal courts for more than 30 years and is a member of the Texas Employment Lawyers Association, with an Avvo Distinguished rating.
Practice focus: Employee-side wrongful termination, unpaid overtime (FLSA), misclassification
Principal Allen Vaught has practiced employment law since 1998 and has been selected to Texas Super Lawyers from 2012 through 2025. A former U.S. Army captain, he has tried significant federal wage cases to verdict.
Practice focus: Employee-side wrongful termination, discrimination, FMLA, unpaid wages
Stacy L. Cole is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization and was selected to Super Lawyers Rising Stars from 2019 through 2022, focusing his practice on representing employees.
Practice focus: Employee-side discrimination, retaliation, wrongful termination, wage and leave claims
Founder Robert J. Wiley is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization and a Super Lawyers honoree. He founded the firm in 2000 and is a past president of the DFW employment-lawyers association.
Practice focus: Employment and labor — retaliation, harassment, discrimination, wage and hour
Founded in 2008, this is one of the largest women-owned firms in North Texas. Partner Lori Carr is Board Certified in Labor and Employment Law, a Super Lawyer, and Martindale AV Preeminent rated.
Practice focus: Employment and labor disputes, non-compete, hostile work environment, business litigation
Founder Rogge Dunn is Board Certified in both Civil Trial Law and Labor and Employment Law by the Texas Board of Legal Specialization and a longtime Super Lawyers selectee, a distinction held by only a small number of Texas attorneys.
Practice focus: Employee-side unpaid wages and overtime (FLSA), class and collective actions
Founded by Jay Forester and Matthew Haynie, both graduates of SMU Dedman School of Law. Jay Forester has been named a Super Lawyers Rising Star, and the firm concentrates on wage-and-hour and employment claims.
Practice focus: Employee-side overtime and minimum wage (FLSA), discrimination, employment disputes
Founding attorney Colleen Clark has been recognized on the National Trial Lawyers Top 100 list. The firm represents employees in wage-and-hour and discrimination matters across the Dallas metro.
Practice focus: Employment law, business and partnership matters
Michael Caolo Jr. is rated AV Preeminent by Martindale-Hubbell and listed in the Bar Register of Preeminent Lawyers. His Las Colinas practice is the rare option physically located in Irving itself.
Tell us about your situation and we'll match you with vetted wrongful termination attorneys in Irving. Free, confidential, no obligation.
Request Free Consultation →Match the firm to your goal. If you want to negotiate a severance or exit quietly, a focused employee-side employment lawyer who handles demand letters and EEOC charges is the right fit. If you are heading toward a discrimination or retaliation lawsuit, you want a litigator who tries employment cases in the Dallas-area federal courts.
Ask whether the attorney represents employees or employers (some do both), how they handle the EEOC charge that usually comes first, and whether they take cases on contingency, hourly, or a mix. The strongest Irving-area employment practices pair careful claim evaluation with the willingness to litigate if the employer will not deal.
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 cases in Irving week in and week out, not one who takes them occasionally between unrelated matters. Recent, repeated experience with cases 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 carry real risk, and an honest lawyer names it.
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 Irving regularly knows the local courts, agencies, and how matters tend to resolve, and which outcomes are realistic. That practical knowledge is hard to fake and easy to verify — just ask.
Most wrongful termination claims start with an administrative charge. An Irving employee typically files with the EEOC (often dual-filed with the Texas Workforce Commission) within strict deadlines — generally 180 to 300 days from the firing. The agency investigates, may offer mediation, and eventually issues a right-to-sue letter.
From there, a lawsuit proceeds in state court or the U.S. District Court for the Northern District of Texas in Dallas. Many cases settle after the charge or during discovery; those that do not go to a judge or jury. Timelines run from a few months for a negotiated severance to well over a year for a litigated case.
Employee-side wrongful termination work is frequently handled on contingency — the lawyer takes a percentage (commonly around a third) only if you recover — which lets people pursue strong claims without paying up front. Severance negotiation and advice are sometimes billed hourly or at a flat rate.
Employer-side defense and mixed practices generally bill hourly. Ask each firm how they evaluate a case, what costs you would owe if you lose, and whether they advance litigation expenses. A good lawyer tells you honestly whether your claim is worth pursuing before you spend a dollar.
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees how your wrongful termination case 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, board certification where it exists, 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 consultation. Use it, take notes, and compare at least two firms before you sign.
At-will, with real exceptions. Texas employment is at-will, but firings for discrimination, retaliation, FMLA leave, or whistleblowing are illegal. The exception you fit determines your claim.
The EEOC clock is short. Federal discrimination charges must usually be filed within 300 days in Texas. Miss the deadline and you can lose the claim regardless of merit, so talk to a lawyer early.
Federal court in Dallas. Many Irving employment suits land in the Northern District of Texas, where local litigation experience and knowledge of the judges matter.
If you are dealing with a wrongful termination case in Irving 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 a clear timeline makes your first consultation far more productive.
Save everything. Keep the documents, emails, text messages, and records 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 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 Irving 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 Irving firms from the list above. Most respond within one business day.
Yes. Either side can usually end employment at any time, but you cannot be fired for an illegal reason such as discrimination, retaliation, or taking protected leave.
A termination is unlawful when it is based on a protected characteristic, retaliation for a protected activity, refusal to commit an illegal act, or in breach of an employment contract.
Discrimination charges generally must be filed with the EEOC within 300 days of the firing in Texas. Other claims have different deadlines, so act quickly.
For most discrimination and retaliation claims, yes — you must file a charge and receive a right-to-sue letter before suing in court. A lawyer can handle this for you.
Many employee-side cases are taken on contingency, so you pay only if you recover. Severance review and advice may be hourly or flat-fee. Ask each firm up front.
Retaliation for reporting discrimination or harassment is itself illegal, and these claims are often strong even when the underlying complaint is disputed.
Depending on the claim, remedies can include back pay, front pay, lost benefits, compensatory damages, and in some cases reinstatement or punitive damages.
Have a lawyer review it before you sign. Severance often requires you to waive claims, and an attorney can sometimes negotiate better terms.
Many Irving employment suits proceed in the U.S. District Court for the Northern District of Texas in Dallas, or in Dallas County state court.
Several do, particularly employee-side firms. Use the consultation to learn whether your claim fits a recognized exception and how the firm would handle it.
One last thing. Choosing a lawyer is personal. Compare credentials, then call two or three firms before you sign. Ask each one how many cases like yours they have handled in Irving in the last three years. The answer tells you most of what you need to know. — The LawFirmSquare team