Fired in New Orleans and think it crossed a legal line? Start here.
Top Wrongful Termination Lawyers in New Orleans, LA
Louisiana is an at-will state, so being fired unfairly is not enough on its own - the firing has to be illegal. These seven verified New Orleans firms represent employees in discrimination, retaliation, and whistleblower cases, and each was confirmed against at least two independent sources.
Updated June 01, 202612 min readEditorially independent
If you were let go in New Orleans and suspect the real reason was your race, sex, age, pregnancy, disability, or because you reported something illegal, you may have a claim - but Louisiana law sets a high bar. The state is at-will, which means an employer can usually fire you for any reason or no reason at all. What it cannot do is fire you for an illegal reason.
Illegal reasons include discrimination based on a protected characteristic, retaliation for reporting harassment or safety violations, whistleblower reprisal, FMLA interference, or breach of an actual employment contract. The hard part is proving the real motive, and that is where an experienced employment lawyer earns their fee.
Most of the firms below are employee-side - they represent workers, not companies. Many handle wrongful termination on a mix of contingency and hourly depending on the type of claim. We verified each against at least two independent sources and excluded the large management-side defense firms that show up in the same searches but represent employers.
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 New Orleans-area wrongful termination practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Stiegler Law Firm, L.L.C.
New Orleans, LAEmployee-side employment & wage firm
Practice focus: Wrongful termination, unpaid wages and overtime, discrimination, retaliation, employment litigation
Founded in 2017 by managing member Charles J. Stiegler, this Lakeview firm represents individual workers against employers of every size. Stiegler graduated with honors from LSU Law, clerked for a Louisiana Supreme Court justice, and previously practiced in the labor and employment department of a major national firm. His core focus is claims for unpaid wages, overtime, and commissions, alongside broader employment litigation.
Why they made the list: Charles Stiegler has been named a Super Lawyer in Labor and Employment multiple years and is profiled on Super Lawyers and Justia.
Established in 2018 by founder Casey Rose Denson, this New Orleans firm is dedicated to protecting employee rights across Louisiana and Mississippi. It represents employees who experienced discrimination, harassment, or retaliation, including filing EEOC charges and litigating in federal and state court. Denson graduated magna cum laude from Tulane Law and previously litigated civil rights and employment cases before returning to New Orleans.
Why they made the list: Casey Denson is recognized by Super Lawyers and named a Top Lawyer in Labor and Employment by New Orleans Magazine.
New Orleans, LAEmployee-side employment & whistleblower firm
Practice focus: Wrongful termination, employment discrimination, whistleblower and retaliation, labor law
Led by attorney Victor R. Farrugia, this New Orleans firm concentrates on employment, labor, and whistleblower matters for workers across the metro parishes. Farrugia is one of a small number of Louisiana attorneys certified as both an Employment Law Specialist and a Labor Law Specialist by the Louisiana Board of Legal Specialization, with more than 30 years of trial experience.
Why they made the list: Victor Farrugia holds an AV Preeminent peer rating from Martindale-Hubbell for more than two decades, is a designated Super Lawyer, and was named a top employment lawyer by New Orleans Magazine.
Greater New Orleans, LAEmployee-side employment firm
Practice focus: Wrongful termination, employment discrimination, retaliation, sexual harassment, wage and hour
Attorney Kevin S. Vogeltanz opened his firm in 2012 and primarily represents people who have been victims of employment discrimination, wage and hour violations, and other workplace misconduct. He has more than a decade of experience litigating employment cases in every Louisiana federal court, representing federal and state employees, teachers, first responders, and private-sector workers. The firm serves the greater New Orleans area from St. Tammany Parish.
Why they made the list: Kevin Vogeltanz is recognized by Super Lawyers, New Orleans Magazine, and Avvo, and is listed on Martindale and FindLaw.
New Orleans & Baton Rouge, LAEmployee-side employment firm
Practice focus: Wrongful termination, discrimination, FMLA, whistleblower, hostile workplace, sexual harassment
Attorney Robert B. Landry III represents individual employee clients throughout central and south Louisiana, with offices in both Baton Rouge and New Orleans on Canal Street. The firm handles wrongful termination, whistleblower protection, hostile-workplace claims, disability discrimination, FMLA violations, and sexual harassment. Landry draws on prior experience as a corporate employment attorney, now applied on the employee side.
Why they made the list: Robert Landry holds a Martindale-Hubbell peer rating and is profiled on Avvo, Justia, FindLaw, and Workplace Fairness as an employee-side attorney.
Fee structure
Mixed (free consultation; contingency / hourly depending on case)
New Orleans, LAEmployment firm (employees and employers)
Practice focus: Wrongful discharge, discrimination, whistleblower, employment contract disputes
Led by partners Douglas Kraus and Chelsea Brener, this New Orleans firm has handled workplace matters for more than thirty years and litigates wrongful discharge, discrimination, whistleblowing, and contract disputes in federal and state courts. Note that the firm represents both employees and employers and works to negotiate settlements through mediation where appropriate.
Why they made the list: Listed among Expertise.com's best New Orleans employment lawyers and profiled on FindLaw and Lawyer.com.
Practice focus: Wrongful termination, employment discrimination, employment contracts, wage and hour
This employment-focused firm serves the New Orleans area from an office on S. Carrollton Avenue. Its lawyers review situations for workers who believe they were wrongfully terminated and handle discrimination, employment contracts, and wage and hour issues. The firm's attorneys are licensed in both Texas and Louisiana.
Why they made the list: Listed on Expertise.com's best New Orleans employment lawyers and Justia's New Orleans employment directory, with a verified New Orleans office.
Tell us what happened and when. We will connect you with a New Orleans employment lawyer who represents workers in wrongful termination cases. Free, confidential, no obligation.
How to choose between them in New Orleans
Confirm they represent employees, not employers. Several big New Orleans firms defend companies in these cases. For your claim you want a plaintiff-side firm built around workers.
Ask whether your claim is discrimination, retaliation, or contract. The type of claim changes the deadline, the forum, and the strategy. A good lawyer names yours in the first meeting.
Write down the timeline before you call. If you were fired soon after a complaint, a leave, or a safety report, that sequence can be your strongest evidence. Bring it.
Ask about the EEOC and state deadlines. Discrimination claims usually require an EEOC charge within a strict window - often 300 days in Louisiana. Missing it can end your case.
Get the fee structure in writing. Employment plaintiff firms commonly use contingency for discrimination and hourly for advisory work. Confirm which applies and what costs you are responsible for.
What wrongful termination help typically costs in New Orleans
Fees for wrongful termination cases in New Orleans vary by claim type. Here is what to expect:
Initial case review. Free to modest at most firms on this list. A few charge a consultation fee - ask first.
Contingency cases. For strong discrimination or retaliation claims, many firms take the case for a percentage of the recovery, commonly around 33% to 40%, with no fee unless you win.
Hourly cases. For severance review or advisory work, expect hourly rates roughly in the $250 to $450 range in the New Orleans market.
EEOC charge. Filing a charge with the EEOC is free. A lawyer's help preparing it may be included in the representation.
Case costs. Filing fees, depositions, and experts may be advanced by the firm and repaid from recovery in contingency cases. Confirm the terms.
Because the right fee structure depends on your claim, ask each firm to explain how they would bill your specific situation before you sign anything.
How long it takes
Wrongful termination claims in New Orleans move through predictable stages, though timing varies:
Intake and evaluation. A few weeks. The lawyer reviews your timeline, documents, and the legal theory.
EEOC charge (for discrimination). Filed within the deadline, often up to 300 days from the firing in Louisiana. The EEOC process can take several months.
Right-to-sue and filing. After the EEOC issues a right-to-sue notice, you generally have 90 days to file in court. Some claims go straight to state or federal court.
Discovery, settlement, or trial. Several months to over a year. Many cases settle during discovery; those that go to trial take longer.
Red flags to watch for when hiring a wrongful termination lawyer in New Orleans
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 New Orleans 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 New Orleans
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 New Orleans
Is my New Orleans firing actually illegal?
Only if it crossed a legal line. Louisiana is at-will, so an unfair firing is not enough on its own. It must involve illegal discrimination, retaliation for protected activity, whistleblower reprisal, FMLA interference, or breach of a contract. An employment lawyer can tell you which, if any, applies.
What is the deadline to file a discrimination claim?
For federal discrimination claims, you generally must file an EEOC charge within 300 days of the firing in Louisiana, and then file suit within 90 days of a right-to-sue notice. Deadlines are strict - talk to a lawyer quickly.
Can I still collect unemployment if I have a claim?
Usually yes, and they are separate. Filing for unemployment does not waive your right to pursue a discrimination or retaliation claim. Be accurate on the forms and tell your lawyer what you reported.
What is constructive discharge?
It is when conditions become so intolerable that a reasonable person would feel forced to quit, and the law can treat that resignation like a firing. If you quit because of harassment or retaliation, you may still have a claim. Document why you left.
Do I need a written contract to have a case?
Not necessarily. Most wrongful termination claims are based on discrimination or retaliation statutes, not contracts. But if you had an employment contract or a handbook promise, that can add a separate claim.
What can I recover if I win?
Depending on the claim, you may recover lost wages, emotional-distress damages, and in some cases punitive damages, plus attorney fees. The value depends on your facts and evidence.
Should I sign a severance agreement before talking to a lawyer?
Have a lawyer review it first. Severance agreements usually require you to waive your right to sue, and a lawyer may be able to negotiate better terms or spot claims you did not know you had.
What evidence helps my case?
A written timeline, performance reviews, emails and texts, witness names, your handbook, and any HR complaints. Preserve everything and do not delete messages, even unflattering ones.
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.
Helpful next steps
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