Fired and think it was illegal in Norfolk?
Virginia is an at-will state, but you cannot be fired for an illegal reason — discrimination, retaliation, whistleblowing, or in violation of public policy. Norfolk employment claims run through the EEOC and the federal court in the Eastern District of Virginia. 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 serving Norfolk and the wider Hampton Roads region that appear consistently across Justia, Avvo, Super Lawyers, Expertise.com, and FindLaw, with verifiable employment-law focus. Several attorneys are recognized by Super Lawyers and Best Lawyers and listed in Virginia Business Legal Elite.
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: Employment law — wrongful termination, discrimination, retaliation, severance
Managing partner Joshua Jewett is selected to Super Lawyers in Employment and Labor and has been named repeatedly to Virginia Business Legal Elite. The firm handles both employee- and management-side matters.
Practice focus: Employment law — wrongful discharge, discrimination, retaliation, agreements
Founder Deborah Yeng Collins is rated by Super Lawyers and holds a top Avvo rating, and has been recognized as a Coastal Virginia Top Lawyer and in Legal Elite.
Practice focus: Labor and employment — wrongful termination, discrimination, harassment, wage and hour
Founder Melissa Jackson Howell has practiced in Hampton Roads since 1995, is recognized in The Best Lawyers in America for employment law, and is top-rated by Super Lawyers.
Practice focus: Labor and employment — terminations, discipline, discrimination, non-competes
Founding member Raymond L. Hogge, Jr. has practiced labor and employment law since 1989, holds a J.D. from the University of Richmond, and concentrates his Norfolk practice on workplace disputes.
Practice focus: Employee-side employment — wrongful termination, discrimination, FMLA, FLSA, severance
A litigation-focused firm with multiple attorneys selected to Super Lawyers and Rising Stars lists. Partner Barry Rowell has mediated hundreds of EEOC discrimination charges across many states.
Practice focus: Plaintiff-side employment litigation — wrongful termination, retaliation, whistleblower, FLSA
Partner James H. Shoemaker, Jr. is listed in Super Lawyers for employment litigation, has tried dozens of cases to verdict, and is recognized among America's top bet-the-company litigators.
Practice focus: Employment law — compliance, negotiation, and litigation
Founded in 1923, this long-established Norfolk firm has eight attorneys selected to Super Lawyers and Rising Stars lists and maintains a dedicated employment-law group serving businesses and individuals.
Practice focus: Employment law, business law and litigation
Founder Christopher D. Davis is selected to Super Lawyers (2021 through 2026) after years as a Rising Star, founded the firm in 2014, and is an adjunct professor at Regent University.
Practice focus: Employment law — discrimination, wage disputes, leave, termination, agreements
A Norfolk employment firm whose attorneys are certified commercial mediators and arbitrators, selected to Expertise.com's 2026 best employment lawyers in Norfolk.
Tell us about your situation and we'll match you with vetted wrongful termination attorneys in Norfolk. Free, confidential, no obligation.
Request Free Consultation →Match the firm to your goal. If you want to negotiate a severance or exit cleanly, 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 Eastern District of Virginia in Norfolk.
Ask whether the attorney represents employees or employers (some do both), how they handle the EEOC charge that usually comes first, and how they bill. The strongest Hampton Roads employment practices pair a candid evaluation of your claim with the willingness to litigate if the employer will not deal fairly.
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 Norfolk 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 Norfolk 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 begin with an administrative charge. A Norfolk employee typically files with the EEOC (often dual-filed with Virginia's civil rights agency) within strict deadlines — generally 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 Eastern District of Virginia in Norfolk, known for its fast 'rocket docket.' Many cases settle after the charge or during discovery; those that do not go to a judge or jury. Timelines range from a few months for a negotiated severance to a year or more for litigation.
Employee-side wrongful termination work is frequently handled on contingency — the lawyer takes a percentage only if you recover — which lets people pursue strong claims without paying up front. Severance review 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. Virginia employment is at-will, but firings for discrimination, retaliation, whistleblowing, or in violation of public policy are unlawful. The Virginia Values Act has expanded employee protections in recent years.
The EEOC clock is short. Federal discrimination charges must usually be filed within 300 days in Virginia. Missing the deadline can cost you the claim, so talk to a lawyer early.
The Norfolk rocket docket. The Eastern District of Virginia moves cases quickly, which rewards lawyers who prepare early and know the local court.
If you are dealing with a wrongful termination case in Norfolk 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 Norfolk 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 Norfolk 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 whistleblowing.
A termination is unlawful when it is based on a protected characteristic, retaliation for protected activity, whistleblowing, or in violation of a recognized public policy.
Discrimination charges generally must be filed with the EEOC within 300 days of the firing in Virginia. 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. A lawyer can handle this.
Many employee-side cases are taken on contingency, so you pay only if you recover. Severance review may be hourly or flat-fee. Ask each firm up front.
A law that expanded anti-discrimination protections for Virginia employees in recent years, broadening the grounds on which a termination may be unlawful.
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 usually requires you to waive claims, and an attorney can sometimes negotiate better terms.
Many Norfolk employment suits proceed in the U.S. District Court for the Eastern District of Virginia, known for its fast docket, or in 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 Norfolk in the last three years. The answer tells you most of what you need to know. — The LawFirmSquare team