New Jersey Association of Justice
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Employment Lawyers Near Me

Whether an employee can pursue a claim of wrongful termination in a court of law depends on whether the employer has acted unlawfully in taking an employment action against the employee. New Jersey law provides for some of the strongest legal protections against workplace discrimination, sexual harassment, unlawful retaliation, wage disparity and other employment related conduct. If you believe that you or your family member has suffered from an unlawful employment action or have been deprived of workplace rights for unlawful reasons, it is imperative that you obtain legal advice and counsel from a competent employment lawyer who can pursue justice against a former or current employer who has violated your rights.

Our team of New Jersey employment lawyers represent workers in employment lawsuits throughout the state. We represent employees in cases of wrongful termination, sexual harassment, unlawful retaliation, wage and hour violations, wage theft violations and equal pay violations. Our main office is located at Bell Works, 101 Crawfords Corner Road, Holmdel, New Jersey, Monmouth County. We also have offices located at 471 Middlesex Avenue, Metuchen, New Jersey, Middlesex County. If you believe you have been wrongfully terminated or need advice and counsel concerning a legal employment issue, please call our office to schedule a consultation with one of our experienced New Jersey employment attorneys.

The New Jersey Law Against Discrimination prohibits employment discrimination based on protected traits such as gender, sexual orientation, disability, national origin, religion and others. Under the New Jersey anti-discrimination law, employers are prohibited from discriminating against employees about the terms and conditions of their employment. Claims of sexual harassment, quid pro quo sexual harassment and sex discrimination are all recognized claims under the New Jersey Law Against Discrimination. The law also prohibits employers from taking retaliatory actions against employees who engage in protected activity about employment. There are many ways to engage in protected activity under the law, including opposing discriminatory practices, participating in discrimination or harassment investigations and others. Whether an individual has a claim under the New Jersey Law Against Discrimination requires a critical analysis of an experienced employment lawyer who can review all the relevant facts, along with the anti-discrimination statute and relevant case law relevant to determine the viability of the potential claim.

The New Jersey Law Against Discrimination also provides for strong legal protections to employees who are disabled and in need of a reasonable accommodation at work. Reasonable accommodations can include a medical leave of absence necessary to undergo medical treatment or recover from a surgery. Other reasonable accommodations short of a medical leave of absence can include job reassignments, modified work schedules and other accommodations specific to the need of the employee. In situations when an employer becomes aware that an employee needs assistance at work because of a disability, the law requires the employer and the employee to engage in an interactive process with one another to determine whether an accommodation can be made by the employer to the employee. An interactive process is a collaborative effort between an employer and an employee to determine what accommodation will assist an employee to continue working and whether it can be provided by the employer. Employers are not required under the law to provide all accommodations. Employers are not required under the law to provide a disabled employee an accommodation that would cause undue hardship on the employer’s business operations. The law considers these accommodations to be unreasonable.

New Jersey law also provides for job leave to eligible employees who need time off from work to give birth or provide care to a family member who is suffering from a serious health condition. The New Jersey Family Leave Act allows eligible employees up to 12 weeks of protected leave for qualifying reasons. Employers who are subjected to the New Jersey Family Act cannot interfere with an eligible employee’s rights under the statute or retaliate against them for exercising their rights under the statute. Whether an employer is subjected to the law and the employee’s eligibility under the law is dependent upon various factors such as size of the employer, length of employment and whether there is a qualifying event. If you or a family member believes their rights to family leave have been violated, they are encouraged to contact a New Jersey family leave lawyer for advice and consultation of their rights under the statute.

New Jersey maintains a strong public policy to end discrimination in all its ugly forms. If you believe you have been discriminated against by an employer, subjected to unwanted sexual harassment or been terminated for unlawful retaliation, state law may provide you with legal recourse to pursue against the employer. Our New Jersey employment lawyers assist workers whose rights have been violated throughout the state and in every county. We believe employers who violate their legal obligations by failing to provide a work environment free of discrimination should be held legally responsible for all the harm they cause to victims of discrimination. Our law office is conveniently located at Bell Works, Holmdel New Jersey, less than one mile off exit 114 of the Garden State Parkway and are available to answer your legal questions concerning your rights under New Jersey employment law.

DISCLAIMER: The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for individual advice regarding your own situation.
Client Reviews
We had a wrongful termination issue combined with a denial of unemployment insurance. Chris Eibeler was our primary attorney. His partner Bob Smith also consulted and gave us good advice. They were both so kind, caring, and professional. They guided us though a very tough time and a positive outcome versus a prior employer. They were also able to reverse our denial of unemployment insurance. I cannot recommend Smith and Eibeler highly enough. The entire staff is very professional, personable, and caring. Tom Wilson
I went to Smith Eibeler LLC for a last minute unemployment matter. Chris, Diane and his staff were very professional and easy to talk to. They provided knowledgeable insight and also kept me in the loop with the what was happening. I would not hesitate to go to him again. John Jung
Chris Eibeler (and the whole team) is very knowledgeable in all aspects of employment/unemployment here in NJ. They break down the most difficult aspects of the law, which allows you to conceptualize and better understand the complexities of the NJ Labor & Employment system. Smith Eibeler should be your first call regarding any Employment, workforce, or Labor questions here in New Jersey. I highly recommend them. Brian Allen
I approached Chris Eibeler regarding an unemployment case in early 2016. Him and his staff are some of the most professional people I have ever dealt with. The process took a while, but his approach to hard questioning helped me win my case. He knows how to get the job done and I am glad I went to him. I would recommend him to anyone in the future who asks for a lawyer. Thank you Chris! Tim F.
I highly recommend the office of Smith Eibeler for employment related issues, particularly anything related to restrictive covenants or post-employment contracts. I found Smith Eibeler via the web and cannot believe how fortunate I am to have found them. My case was handled by Bob Smith who represented me in a potential lawsuit by my former employer for violation of a post-employment contract (not a restrictive covenant per se). Bob was professional, friendly, understanding, and above all extremely helpful. Bob helped me avoid a lawsuit and was extremely knowledgeable in this field. I was thoroughly impressed with his prowess. Hopefully I will never have a legal issue related to employment again, but if I do, I will not hesitate to retain Smith Eibeler again! Gavin Tully

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