Fired and think it was illegal? Read this before you sign a severance.
Top Wrongful Termination Lawyers in Saint Paul, MN
Minnesota is an at-will state, so most firings are legal even when they feel unfair. But not all of them. If you were let go because of your race, age, disability, sex, or religion, or for reporting illegal conduct, filing a workers' comp claim, or taking protected leave, you may have a real case. The St. Paul firms below represent employees in exactly these claims. We verified each against peer directories and its own record.
Updated December 13, 202511 min readEditorially independent
Getting fired is disorienting, and the first question is usually whether it was even legal. In Minnesota the honest answer is often no, it was not illegal, because the state follows at-will employment: an employer can fire you for a good reason, a bad reason, or no reason at all. The exceptions are what matter. If the real reason was discrimination, retaliation for a protected act, a breach of your employment contract, or whistleblowing about illegal conduct, the firing crosses the line and the law gives you a remedy.
Minnesota has its own strong workplace laws on top of the federal ones. The Minnesota Human Rights Act bars discrimination and retaliation, and the Minnesota Whistleblower Act protects employees who report suspected violations of law. Deadlines differ by claim, and some are short, so the single biggest mistake is waiting too long to find out where you stand.
Every firm below represents employees (a few represent both sides, which is noted), appeared in at least two independent sources, and has a verifiable Twin Cities employment practice. We name real attorneys and real credentials, and we never accept payment for placement.
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 Saint Paul-area wrongful termination practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Culberth & Lienemann, LLP
St. Paul, MNEmployee-sideDiscrimination & whistleblower
Practice focus: Wrongful termination, discrimination, whistleblower, and leave-violation claims
A St. Paul employment firm well regarded by clients and the Minnesota legal community for representing employees subjected to wrongful termination, including cases involving discrimination, whistleblowing, workplace harassment, breach of contract, and medical and family-leave violations.
Why they made the list: A St. Paul-based employee-side firm with a strong local reputation across the full range of termination claims.
St. Paul & Minneapolis, MNEmployee advocatesDiscrimination litigation
Practice focus: Wrongful termination, sex and race discrimination, and employer misconduct
A Twin Cities employment firm with a St. Paul office whose wrongful-termination attorneys have built a reputation as employee advocates in discrimination litigation, including sex and race discrimination claims and class actions over employer misconduct.
Why they made the list: Serious discrimination-litigation experience, valuable when a termination is tied to bias and the employer is well represented.
St. Paul, MNEmployee-sideTermination & compensation
Practice focus: Wrongful termination, hostile work environment, and unfair compensation
A St. Paul employment firm that handles a broad range of employee-rights claims, including wrongful termination, hostile work environment, and unfair compensation disputes against employers.
Why they made the list: A St. Paul employee-side practice that pairs termination claims with the wage and compensation issues that often accompany them.
St. Paul & Minneapolis, MNEmployee rightsWorkplace claims
Practice focus: Wrongful termination, discrimination, and retaliation
A Twin Cities firm representing employees in workplace disputes, including wrongful termination, discrimination, and retaliation, with attorneys who focus on employee rights in the St. Paul and Minneapolis area.
Why they made the list: A focused employee-rights option for St. Paul workers who want a smaller firm on their side.
Practice focus: Unlawful termination of disabled, women, and older employees
A St. Paul firm that has served clients for nearly a decade and focuses on representing people with disabilities, women, and older employees who have been unlawfully terminated. The practice centers on employees whose rights were violated at work.
Why they made the list: A focused advocate for disability, gender, and age-based termination claims, three of the most common discrimination scenarios.
Practice focus: Wrongful termination, hostile work environment, discrimination, and whistleblowing
A Minnesota employment firm serving the Minneapolis and St. Paul area that helps employees with wrongful termination, unfair employer treatment, hostile work environment, discrimination, sexual harassment, and whistleblowing claims.
Why they made the list: A broad employee-side practice that covers termination alongside the harassment and retaliation issues that frequently overlap.
Practice focus: Wrongful termination, discrimination, harassment, and whistleblower retaliation
A Minneapolis-based employment and whistleblower firm, founded in 1998, that advocates for employee, whistleblower, and consumer rights across the Twin Cities. The practice handles wrongful termination, discrimination, sexual harassment, and whistleblower retaliation, and takes qualifying cases with no cost unless it wins.
Why they made the list: A well-established whistleblower and employee-rights firm with a contingency model for strong termination claims.
Practice focus: Wrongful termination, discrimination, and retaliation
A Minneapolis employment firm serving the Twin Cities that represents employees wronged by powerful employers in wrongful termination, discrimination, and retaliation cases. The firm has received First Tier rankings from U.S. News & World Report and has more than fifty years of experience.
Why they made the list: A nationally ranked employee-side firm with the resources to take on a large employer in a contested termination.
Tell us what happened and when. We'll connect you with a St. Paul employment attorney who can tell you whether you have a claim, free and confidential.
How to choose between them in Saint Paul
Pin down which exception to at-will applies. Minnesota lets employers fire at will, so your case lives or dies on the exception: discrimination, retaliation, a contract breach, or whistleblowing. A good St. Paul lawyer will tell you in the first call which one fits your facts, or that none does.
Ask whether the firm takes your case on contingency. Strong discrimination and whistleblower cases are often handled with no fee unless you recover. Weaker or smaller claims may be hourly. Get the structure in writing before you sign.
Confirm the deadlines at intake. Minnesota Human Rights Act and federal claims have different filing windows, some short. The firm should map your deadlines on day one, not after you have hired them.
Choose someone who has actually litigated. Most cases settle, but employers settle higher when your lawyer can credibly take the case to trial. Ask how many employment matters they have litigated in the last three years.
What wrongful termination help typically costs in Saint Paul
What you pay a wrongful-termination lawyer in St. Paul depends on the strength of your claim and how it is billed. The common structures:
Contingency fee: Many viable discrimination and whistleblower cases are taken on contingency, commonly 33% to 40% of any recovery, with no fee if you lose. The percentage often rises if the case goes to trial.
Hourly: Smaller or harder-to-prove claims may be billed hourly, often $250 to $450 an hour in this market, sometimes against a retainer.
Free consultation: Several firms above offer a free or low-cost initial call. Use it to get a candid read before you commit.
Costs vs. fees: Filing fees, deposition transcripts, and experts are separate from the attorney's fee. Ask who fronts these and whether they come out of any recovery.
A reputable firm will explain, in writing, exactly how it gets paid and what happens to costs if you do not win.
How long it takes
Wrongful-termination claims move in stages, and the calendar is driven by agency deadlines and the court's docket:
First 1 to 2 weeks: Consultation, document review, and a decision on whether you have a claim worth filing. Bring your offer letter, handbook, pay stubs, reviews, and any termination paperwork.
Charge or complaint: Many claims start with a charge to the Minnesota Department of Human Rights or the EEOC, or a court complaint. Your lawyer determines the right path and deadline.
3 to 10 months: Agency investigation or pre-suit negotiation. Some cases settle during this phase.
After filing suit: Litigation typically runs 12 to 24 months through discovery, with most cases settling before trial.
Red flags to watch for when hiring a wrongful termination lawyer in Saint Paul
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 Saint Paul 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 Saint Paul
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 Saint Paul
Was my firing actually illegal in Minnesota?
Probably not on its own, because Minnesota is at-will. It becomes illegal if the real reason was discrimination, retaliation for a protected act, a breach of your employment contract, or whistleblowing about suspected illegal conduct. A lawyer can tell you quickly which, if any, applies.
How long do I have to file?
It depends on the claim. Minnesota Human Rights Act and federal EEOC claims have different deadlines, and some are short. Do not wait to find out where yours stands.
What will it cost me?
Many strong cases are handled on contingency, so you pay nothing unless you recover, usually 33% to 40%. Smaller claims may be hourly at $250 to $450. Several firms above offer a free or low-cost first consultation.
What is the Minnesota Whistleblower Act?
A state law that protects employees who report, in good faith, a suspected violation of law. If you were fired for blowing the whistle, it can be the basis of a wrongful-termination claim, often a strong one.
What can I recover if I win?
Depending on the claim, recovery can include back pay, front pay, emotional-distress damages, and in some cases penalties and attorney's fees. The realistic range depends on your pay, time out of work, and the evidence.
Should I sign the severance agreement my employer offered?
Have a lawyer review it first. Severance agreements usually require you to waive your right to sue. A short consultation can tell you whether you are giving up a claim worth more than the severance.
What should I bring to the first meeting?
Your offer letter, employee handbook, recent performance reviews, pay stubs, the termination notice, and any emails or texts about the firing. Do not delete anything, even if it is unflattering.
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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