Nebraska is an at-will state, which means most employers can fire you for almost any reason, or no reason at all. The exceptions are what matter: you cannot be fired because of your race, sex, age, disability, religion, or national origin, for taking protected leave, or for reporting illegal conduct. If your firing crossed one of those lines, you may have a claim, and most of the Omaha employee-side firms below will tell you on a free call whether it did. Every firm here has a verifiable Omaha employment practice confirmed across at least two independent sources.
Updated December 27, 202511 min readEditorially independent
The phrase wrongful termination gets used loosely, so it helps to be precise about what it means in Nebraska. Because the state follows at-will employment, being fired unfairly is not the same as being fired illegally. A termination is wrongful when it violates a specific law, an employment contract, or public policy, for example, firing you because of a protected characteristic, in retaliation for a discrimination complaint or a workers' comp claim, for taking leave you were entitled to, or for refusing to break the law. A good employment lawyer's first job is to tell you, honestly, which side of that line your firing falls on.
Cost is usually not a barrier on the employee side. Most Omaha plaintiff-side employment firms take wrongful-termination cases on contingency, commonly around a third of any recovery, and front the case costs, so you pay nothing up front. Some matters, such as reviewing or negotiating a severance package, are handled hourly, often $250 to $400 an hour. Employers on the other side of these cases retain defense counsel hourly, and several firms below, including one of Omaha's most recognized labor and employment practices, do exactly that work.
Deadlines apply, and they are shorter than people expect. Discrimination-based terminations usually require a charge with the Equal Employment Opportunity Commission or the Nebraska Equal Opportunity Commission within a set window, often 300 days, before you can sue. Other claims have their own statutes of limitation. That is why the practical advice is always the same: if you think your firing was illegal, get a consultation quickly, even before you decide whether to pursue it. Every firm below was confirmed across at least two independent sources, including Best Lawyers, Super Lawyers, Justia, FindLaw, and Expertise.com, and each maintains a real Omaha employment practice.
How we picked these 8: 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 Omaha-area wrongful termination practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Fiedler Law Firm, P.L.C.
Omaha, NEEmployee-sideFree consultation
Practice focus: Wrongful termination, discrimination, retaliation, FMLA, wage and hour
Fiedler Law Firm represents wronged employees across Nebraska and Iowa from its Omaha office, enforcing rights involving discrimination, retaliation, harassment, and the Family and Medical Leave Act. Attorney Kelly Brandon has litigated employment-rights cases for more than 20 years and serves as Nebraska's 8th Circuit representative with the National Employment Lawyers Association.
Why they made the list: A dedicated employee-side firm with two decades of trial experience and national employment-lawyer leadership.
Omaha, NEBest Lawyers honoreeConsultation available
Practice focus: Labor and employment, wrongful-discharge defense, workplace compliance
Tara A. Stingley chairs the labor and employment section at Cline Williams and was named the Best Lawyers in America 2026 Litigation - Labor and Employment Lawyer of the Year in Omaha. The firm advises employers on compliance with federal, state, and local employment laws and defends wrongful-discharge and discrimination claims.
Why they made the list: Omaha's most decorated employer-side labor and employment practice, recognized by Best Lawyers in 2026.
Practice focus: Discrimination, wrongful termination, retaliation, employee rights
Merrick Law Firm has offices in Omaha and Chicago and exclusively represents individual employees against employers, from small businesses to large corporations. Its practice centers on workplace discrimination, retaliation, and wrongful termination.
Why they made the list: An employee-only practice that never represents management, so there is no conflict on which side it works.
Practice focus: Employment law, wrongful termination, discrimination, harassment
High & Younes is an Omaha firm that handles employment disputes, including wrongful termination, and built a reputation for handling cases aggressively and ethically. Client reviews highlight its responsiveness and case results.
Why they made the list: A responsive Omaha employee-side firm with strong client reviews and an aggressive litigation posture.
Practice focus: Nebraska employment law, wrongful termination, discrimination
Horgan Law Firm is an Omaha practice that applies its employment-law knowledge to wrongful-termination and discrimination matters for Nebraska workers, focusing on individual outcomes.
Why they made the list: A focused Omaha employment practice for workers who want a lawyer who handles these cases regularly.
Practice focus: Employment litigation, HR advising, administrative complaints
Goosmann Law is a Midwest-based, certified woman-owned firm with more than 100 years of combined legal experience. Its team handles employment-related administrative complaints, litigation, and human-resources advising for both companies and individuals.
Why they made the list: A woman-owned firm with both litigation and HR-advisory depth, a fit for employers and some employees alike.
Practice focus: Employment discrimination, wrongful termination, harassment, retaliation
Hightower Reff Law is an Omaha firm whose employment practice represents workers in discrimination, harassment, and wrongful-termination disputes, alongside its family-law and estate practices.
Why they made the list: A multi-practice Omaha firm with a real employee-side discrimination and termination bench.
Omaha, NEFull-service litigationConsultation available
Practice focus: Labor and employment litigation, wrongful-discharge defense
Lamson, Dugan & Murray is an established Omaha firm with more than 40 attorneys and a labor and employment practice that litigates wrongful-discharge and discrimination matters, generally on the employer side, within a broad civil-litigation platform.
Why they made the list: A large, established litigation firm for employment matters that need full-service trial resources.
Tell us how and why you were let go, and we will connect you with an Omaha wrongful termination attorney for a consultation. No cost, no obligation.
How to choose between them in Omaha
Be clear about employee versus employer. Most firms here represent workers; a few, like Cline Williams and Lamson Dugan, primarily defend employers. Pick the side you are on, because the same firm cannot represent both.
Confirm the fee structure. Employee-side firms usually work on contingency, so you pay nothing unless they win. Severance reviews are often hourly. Get the structure, and who covers costs, in writing.
Ask whether your firing crossed a legal line. Nebraska is at-will, so unfair is not the same as illegal. A good first call tells you honestly whether your termination violated a law, a contract, or public policy.
Move before the deadline. Discrimination claims usually need an EEOC or NEOC charge within a set window. Even if you are undecided, an early consultation protects your options.
What wrongful termination help typically costs in Omaha
What a wrongful-termination lawyer costs in Omaha depends on which side you are on and how the case is handled. Typical structures:
Contingency fee: Most employee-side firms take a percentage of any recovery, often around one third, and charge nothing if you do not win. You pay nothing up front.
Case costs: Filing fees, depositions, and experts are often advanced by the firm and repaid from any recovery. Ask whether you owe them if the case is lost.
Severance review: Reviewing or negotiating a severance package is commonly billed hourly, often $250 to $400 an hour, or sometimes a flat fee.
Employer defense: Employers pay hourly for defense, and a contested wrongful-discharge case can run from several thousand dollars into the tens of thousands.
Administrative charge: Filing with the EEOC or the Nebraska Equal Opportunity Commission is free and does not require a lawyer, though one helps frame the charge.
Get the fee percentage or hourly rate, the cost terms, and what happens if you lose, in writing, before you sign.
How long it takes
A wrongful-termination matter moves through stages, and the early ones carry deadlines:
Consultation: You walk the attorney through the firing and learn whether it may have been illegal and whether you are still in time. Often within days of your call.
Administrative charge: Discrimination and retaliation claims usually start with a charge to the EEOC or NEOC, which must be filed within the deadline. The agency investigates.
Right to sue and filing: After the agency process you may get a right-to-sue notice and can file suit. This can take several months from the original charge.
Discovery and resolution: Most cases settle in discovery or mediation; the few that go to trial can take a year or more. Your lawyer should give you a realistic range.
Red flags to watch for when hiring a wrongful termination lawyer in Omaha
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 Omaha 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 Omaha
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 Omaha
Can I sue if I was fired in Nebraska?
Only if the firing was illegal, not merely unfair. Nebraska is at-will, so you generally can sue when you were fired for a protected reason, such as discrimination or retaliation, or in violation of a contract or public policy.
Do I pay a wrongful-termination lawyer up front in Omaha?
Usually not on the employee side. Most firms work on contingency and charge no attorney fee unless they recover money. Severance reviews may be hourly. Confirm the terms before signing.
How long do I have to file a claim?
Discrimination-based terminations usually require an EEOC or Nebraska Equal Opportunity Commission charge within a set window, often 300 days. Other claims have their own deadlines, so talk to a lawyer quickly.
What is the difference between being fired unfairly and illegally?
Unfair firings are legal in an at-will state. Illegal firings violate a specific law, contract, or public policy, such as firing based on race, sex, age, disability, or in retaliation for a protected complaint.
Should I sign a severance agreement before talking to a lawyer?
It is worth a quick review first. A severance agreement often asks you to waive claims, and an attorney can tell you what you are giving up and whether the terms are fair before you sign.
What can I recover in a wrongful-termination case?
Depending on the facts, recovery can include back pay, front pay, emotional-distress damages, and sometimes attorney fees. A lawyer can estimate a realistic range after reviewing your case.
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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