Workplace disputes in Boston can arise anywhere, from corporate offices in Back Bay and the Seaport District to hospitals in Longwood Medical Area or tech companies along Route 128. No matter where your harm occurred, you deserve clear answers, decisive action, and lawyers who are ready to take your case as far as it needs to go.
The Boston employment lawyers at Greenberg Gross LLP represent employees facing serious, high-stakes workplace disputes—cases where careers, reputations, and financial security are on the line. If you’ve been wrongfully terminated, retaliated against for speaking up, or harmed by discrimination or harassment at work, our trial lawyers are prepared to step in, take control of the situation, and fight for accountability.
If you believe your employer crossed the line, contact Greenberg Gross LLP to discuss your options and take the first step forward.
Start your journey towards justice today by scheduling your free claim consultation
Why Choose Greenberg Gross LLP for Your Boston Employment Law Case
Employment disputes at this level are rarely about isolated workplace disagreements. They are high-stakes legal battles that can determine the trajectory of a career, professional reputation, and long-term financial stability. Greenberg Gross LLP is a trial law firm built specifically to handle matters where the outcome truly matters.
Our Boston employment lawyers are part of a nationally recognized trial firm that represents clients in their most significant cases. The firm’s founders started their careers at a global law firm before establishing Greenberg Gross LLP. That experience helped them build a clear mission: to deliver sophisticated, trial-tested advocacy without the bureaucracy of a large firm.
Clients choose Greenberg Gross LLP because:
- We Are Respected Trial Lawyers for High-Stakes Cases
We prepare employment cases with the expectation that they may go to court. This trial-focused approach shapes every strategic decision and often changes how employers and defense counsel assess risk and negotiate with us.
- Our Proven Results Show Our Experience in Complex Employment Litigation
Our attorneys have secured significant outcomes for employees, including a $6.1 million whistleblower retaliation judgment and a $10 million settlement for breach of oral contract. We cannot guarantee future outcomes, but we always bring a high level of preparation and advocacy to these complex cases.
- We’ve Been Nationally Recognized for Litigation Excellence
Greenberg Gross LLP has received AV Preeminent ratings from Martindale-Hubbell, and our attorneys are consistently recognized by Super Lawyers and Super Lawyers Rising Stars.
- Our Clients Receive Personalized, Skilled Representation
We take the time to understand your situation, your goals, and the risks you face, then build a strategy designed to protect your interests at every stage.
Every employment case is different, and our prior outcomes cannot guarantee future results. What remains constant is our commitment to trial readiness, accountability, and focused advocacy.
What Is an Employment Law Claim?
An employment law claim arises when an employer violates a worker’s legal rights under federal or Massachusetts law. These claims often involve unlawful conduct that affects an employee’s job, pay, workplace conditions, or ability to speak up without fear of retaliation.
Common types of Boston employment law claims include:
Discrimination in the Workplace
Discrimination occurs when an employer treats an employee unfairly because of a protected characteristic, such as race, sex, age, disability, religion, national origin, pregnancy, or sexual orientation. These protections exist under both federal law and Massachusetts law.
Workplace Harassment
Harassment may involve repeated offensive conduct, intimidation, or hostile behavior that interferes with your ability to do your job. Sexual harassment and harassment based on protected traits are among the most common claims.
Retaliation
Retaliation happens when an employer punishes an employee for engaging in legally protected activity, such as reporting discrimination, requesting accommodations, taking medical leave, or cooperating with an investigation.
Wrongful Termination
While Massachusetts is generally an at-will employment state, employers cannot fire employees for illegal reasons, including discrimination, retaliation, or exercising protected rights.
Whistleblower Retaliation
Whistleblower retaliation occurs when an employer takes adverse action against an employee for reporting unlawful conduct, regulatory violations, or unsafe practices. Retaliation may include termination, demotion, reduced pay, or hostile treatment. These cases often involve significant professional and personal risks for employees who speak up, and they require careful legal strategy and trial-readiness.
Each of these claims requires careful analysis of the facts, the timing of events, and the employer’s stated reasons for its actions. That’s where our team can be your biggest ally.
Do I Have an Employment Law Case?
Not every unfair workplace experience rises to the level of a legal claim. A viable employment law case usually involves conduct that violates a specific statute or public policy.
You may have a case if:
- You were terminated shortly after reporting misconduct or requesting a legal accommodation
- You were treated differently from coworkers because of a protected characteristic
- You experienced repeated harassment that management ignored or minimized
- Your employer changed your role, pay, or conditions after you exercised your rights
- You were punished after reporting unlawful conduct or violations of workplace law
Massachusetts employment laws, along with federal statutes enforced by agencies such as the Equal Employment Opportunity Commission (EEOC), provide strong protections, but deadlines and procedural rules apply. Speaking with our Boston employment lawyers early can help preserve evidence and protect your rights.
Who May Be Held Liable in a Boston Employment Law Claim?
Employment law claims often involve more than just a single supervisor or HR representative. Depending on the facts, responsibility may extend to:
- The employer or corporate entity
- Parent companies or affiliated organizations
- Individual supervisors or managers
- Executives who participated in or approved of unlawful conduct
In some cases, institutions attempt to shield decision-makers behind internal processes or corporate structures. Identifying all responsible parties is a critical step in building a strong case.
What Damages Are Available in a Boston Employment Lawsuit?
The damages available in an employment law case depend on the type of claim, the harm suffered, and the laws involved. Potential damages may include:
- Lost wages and benefits
- Front pay or reinstatement in certain cases
- Emotional distress damages
- Compensation for reputational harm
- Punitive damages if allowed by law
- Attorneys’ fees and costs, if authorized by statute
Not every case allows for every type of recovery, and outcomes vary based on the evidence and legal framework. Our Boston employment team can help assess what damages may be available based on your specific situation.
What Is the Deadline for Filing an Employment Lawsuit in Boston?
Employment law claims are governed by strict filing deadlines, known as statutes of limitations. In Massachusetts, these deadlines can be especially complex because many employment claims must first go through an administrative agency before a lawsuit is even allowed. Missing a required deadline can permanently bar your claim, no matter how strong the underlying facts may be.
Workplace discrimination and retaliation claims
For many workplace discrimination and retaliation claims, Massachusetts law requires employees to file a complaint with the Massachusetts Commission Against Discrimination (MCAD) before pursuing a civil lawsuit. In most cases, that MCAD complaint must be filed within 300 days of the discriminatory or retaliatory act. This requirement applies to claims involving issues such as discrimination, harassment, and retaliation under both state and federal law.
Federal employment claims may also involve filings with the Equal Employment Opportunity Commission (EEOC). While the EEOC often works in coordination with MCAD, the timing, scope, and procedural requirements can differ depending on the nature of the claim and whether federal law is involved.
MCAD vs. EEOC: What’s the Difference?
Employees in Boston often hear about both the Massachusetts Commission Against Discrimination (MCAD) and the Equal Employment Opportunity Commission (EEOC), which can create confusion about where a claim should be filed.
MCAD is the primary state agency that handles discrimination, harassment, and retaliation claims under Massachusetts law. For many employment claims in Boston, filing with MCAD is a required first step before a lawsuit can be filed in court.
The EEOC is the federal agency responsible for enforcing federal employment laws, such as Title VII of the Civil Rights Act and the Americans with Disabilities Act. In many cases, a charge filed with MCAD is automatically shared with the EEOC through a work-sharing agreement, allowing a claim to be reviewed under both state and federal law.
However, the two agencies operate under different rules, timelines, and legal standards. Choosing the correct filing strategy—and understanding how those agencies interact—can affect what claims are preserved, which laws apply, and whether a case can later move to court.
A Greenberg Gross employment lawyer can help determine whether your claim should proceed under Massachusetts law, federal law, or both, and ensure that the appropriate agency filings are handled correctly from the start
It is also important to understand that the deadline usually begins to run from the date of the employer’s unlawful action, not from when you discover the full impact of that action. In some situations, ongoing misconduct or repeated violations may affect how deadlines are calculated, but those issues require close legal analysis.
Because employment law deadlines vary by claim type and forum, waiting too long can limit your options or eliminate them entirely. Speaking with our dedicated employment attorneys early in the process can help identify the correct deadlines, preserve evidence, and determine the proper path forward before critical time runs out.
How a Greenberg Gross Employment Lawyer Can Help
Employment disputes often favor employers who have in-house counsel, established HR departments, and significant financial resources. Greenberg Gross LLP was built to counter that imbalance. Our employment lawyers bring the sophistication of global-firm training and the focus of a boutique trial practice to cases with substantial consequences.
Our attorneys can help by:
- Conducting a Thorough, Independent Investigation
We review employment contracts, offer letters, handbooks, performance reviews, internal complaints, emails, text messages, and other communications. We also identify inconsistencies or gaps in the employer’s stated reasons for its actions. - Preserving and Gathering Critical Evidence
Employment cases frequently turn on documents and timing. We take steps to preserve electronic records, identify witnesses, and secure evidence before it disappears or is altered. - Advising You Before Costly Missteps Occur
What you say to HR, supervisors, or coworkers can later be used against you. We provide guidance on how to communicate—or when not to—while your rights are being evaluated. - Handling Administrative Filings and Deadlines
Many employment claims must be filed with agencies such as the MCAD or the EEOC before a lawsuit can proceed. We prepare and submit these filings accurately and on time. - Managing All Employer and Defense Counsel Communications
Once we are involved, you no longer have to deal directly with your employer’s attorneys. We handle negotiations, correspondence, and legal strategy so you can focus on moving forward. - Evaluating Resolution Options Without Pressure
Some cases may be resolved through negotiation or mediation, while others require litigation. We explain the potential risks and benefits of each path so you can make informed decisions, without being rushed or coerced. - Preparing Every Case With Trial in Mind
Even when a case does not ultimately go to trial, preparation matters. Employers and insurers take claims more seriously when they know a legal team is prepared to present evidence to a judge or jury if necessary.
Throughout the process, our attorneys remain focused on what is at stake for you… your income, your professional reputation, and your future. The Greenberg Gross team approaches employment cases with the seriousness and preparation required when the consequences are this significant.
Frequently Asked Questions About Boston Employment Claims
Should I talk to HR before contacting a lawyer?
HR departments exist to protect the company, not the employee. While reporting work issues may be required in some cases, speaking with a lawyer first can help you avoid missteps.
Can I sue my employer while still employed?
In some situations, yes. However, continuing to work while pursuing a claim involves risks that should be carefully evaluated by a skilled employment lawyer.
What if my employer says my termination was for performance reasons?
Employers often cite performance as a justification. The timing, documentation, and consistency of that explanation are important and may be challenged.
Do employment cases always go to trial?
No. Many cases resolve through negotiation or settlement, but trial readiness often influences how employers approach resolution.
Will my case be confidential?
Some stages of employment claims are public, while others may remain confidential. This depends on the forum and how the case proceeds.
Contact the Trusted Boston Employment Lawyers at Greenberg Gross LLP to Learn More Today
When your career, reputation, and financial future are at stake, you need trial lawyers who are prepared to handle high-stakes employment litigation. Greenberg Gross LLP has secured major verdicts and settlements for employees facing discrimination, retaliation, and wrongful termination, including a $6.1 million judgment in a whistleblower retaliation trial.
To discuss your situation in a confidential consultation, contact the Boston office of Greenberg Gross LLP at (617) 800-9199. Our trial-tested employment lawyers are ready to help you understand your options and take decisive action.