Your employer told you that your termination was a "business decision." But the timing told a different story. As Philadelphia employment litigation lawyers, our team at Greenberg Gross LLP has heard this story many times, and we believe you.
The termination came just weeks after you filed an internal complaint about discrimination, or right after you returned from medical leave, or suspiciously close to your disclosure of a disability. Now you are out of work, unsure of your rights, and wondering whether anyone will take your side.
Our trial-tested attorneys fight for workers across Philadelphia who have been wrongfully terminated, harassed, retaliated against, or discriminated against on the job. Employment law is the foundation of our practice, and we bring the full resources of a nationally recognized litigation firm to every case we handle.
Contact us today for a confidential consultation.
Start your journey towards justice today by scheduling your free claim consultation
Why Choose a Philadelphia Employment Litigation Lawyer from Greenberg Gross LLP
When your livelihood and your dignity are on the line, you deserve a legal team with the experience and courtroom presence to match the seriousness of your situation. Greenberg Gross LLP is a trial law firm built to handle high-stakes cases with precision and purpose.
- Proven results in employment cases. Our attorneys have secured a $6.1 million whistleblower retaliation judgment and a $10 million settlement for breach of oral contract, among many other significant recoveries for employees facing unlawful treatment.
- A firm founded on a sense of mission. Our founders left one of the largest global law firms to create a practice that could perform at the highest level while staying committed to the people we serve. That same sense of purpose drives us in every Philadelphia employment litigation matter we take on.
- Focused trial preparation. We prepare for trial from day one, and opposing counsel knows it.
- Nationally recognized attorneys. Our team includes attorneys recognized by Super Lawyers, the Daily Journal Top 100, and the American Board of Trial Advocates (ABOTA). Major media outlets including NBC News, Fox News, and ABC News have featured our work.
- A reputation that changes outcomes. As our founder Alan Greenberg has explained, the world hears about our trial victories, but most of our cases settle before we ever step foot in the courtroom. Our track record of winning at trial often motivates opponents to settle early rather than face us.
If you are dealing with a workplace employment dispute in Philadelphia, talk to our team. Call (855) 255-5515 for a confidential consultation with a Philadelphia employment litigation lawyer who understands what is at stake.
Employment Protections for Workers in Philadelphia
Philadelphia workers benefit from one of the strongest layered systems of employment protections in the country. Three distinct levels of law work together to shield employees from discrimination, harassment, and retaliation.
- Federal protections come from statutes like Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Family and Medical Leave Act (FMLA). These laws generally apply to employers with 15 or more employees (20 for age discrimination) and prohibit discrimination based on race, color, religion, sex, national origin, disability, and age.
- State protections under the Pennsylvania Human Relations Act (PHRA) go further. The PHRA applies to any employer with four or more employees, a significantly lower threshold than most federal laws. It prohibits discrimination based on race, color, religious creed, ancestry, age (40 and over), sex, national origin, and disability. As of January 2026, the PHRA also includes protections under the CROWN Act, which prohibits discrimination based on hair texture and protective hairstyles historically associated with race and ethnicity.
- Local protections under the Philadelphia Fair Practices Ordinance (FPO) extend even further. The FPO covers categories not found in federal or state law, including sexual orientation, gender identity, familial status, genetic information, and domestic or sexual violence survivor status. Philadelphia's ordinance also requires employers to provide reasonable accommodations for pregnancy-related conditions regardless of whether the employee has a qualifying disability.
This layered framework means that if one law does not cover your situation, another very well might. An experienced employment litigation lawyer in Philadelphia can evaluate your circumstances and identify every available legal avenue.
Types of Employment Claims We Handle in Philadelphia
Employment litigation covers a wide range of workplace disputes. Here are some of the most common claims we pursue on behalf of Philadelphia workers.
Wrongful Termination
Pennsylvania is an at-will employment state, which means employers can generally end the employment relationship for any lawful reason. But "any lawful reason" is the key phrase.
Firing someone because of their race, age, gender, disability, pregnancy, or because they reported illegal activity is not lawful. It is wrongful termination, and it gives rise to a legal claim.
Whether you were let go from a Center City office building or a warehouse along the Delaware River waterfront, wrongful termination is wrongful termination, and we are prepared to hold your employer accountable.
Workplace Discrimination
Discrimination can be blatant, or it can be subtle. Sometimes it shows up as a pattern of being passed over for promotions while less qualified colleagues advance. Other times, it looks like being excluded from meetings, receiving harsher performance reviews, or being assigned undesirable shifts.
Under federal, state, and local law, it is illegal for Philadelphia employers to make employment decisions based on protected characteristics. Those characteristics include race, sex, age, disability, pregnancy, religion, national origin, sexual orientation, gender identity, and several others under Philadelphia's FPO.
Harassment and Hostile Work Environment
A hostile work environment exists when unwelcome conduct based on a protected characteristic becomes so severe or pervasive that it changes the conditions of your employment. This can include offensive comments, slurs, intimidation, physical conduct, or visual displays.
Under Pennsylvania law and the Philadelphia Fair Practices Ordinance, employers have a duty to address harassment. When they fail to act, they can be held responsible.
Retaliation and Whistleblower Claims
You should never be punished for doing the right thing. If you reported discrimination, filed a complaint with HR, participated in an investigation, or disclosed illegal activity by your employer, you are protected from retaliation under multiple laws.
Retaliation can take many forms: termination, demotion, pay cuts, schedule changes, or being frozen out of opportunities. Our Philadelphia employment litigation law firm has a strong track record in retaliation cases, including a $6.1 million judgment for whistleblower retaliation.
Disability Discrimination and ADA Violations
Employers in Philadelphia are required under both the ADA and the PHRA to provide reasonable accommodations to qualified employees with disabilities, unless doing so would create an undue hardship.
Denying an accommodation request, refusing to engage in the interactive process, or terminating someone because of a disability or perceived disability are all forms of illegal discrimination.
FMLA Violations
The Family and Medical Leave Act entitles eligible employees to up to 12 weeks of unpaid, job-protected leave for qualifying medical and family reasons. Employers who interfere with FMLA rights or retaliate against employees for taking protected leave can be held liable.
If you returned from FMLA leave to find your position eliminated or your responsibilities reduced, that could be a violation worth investigating.
Each of these claims involves specific legal standards, filing deadlines, and procedural requirements. Having a knowledgeable employment litigation lawyer guiding your case from the beginning can make a meaningful difference in the outcome.
Filing Deadlines That Philadelphia Workers Need to Know
One of the most important things to understand about employment claims is that strict deadlines apply. Missing a deadline can permanently close the door on your ability to seek justice.
- PHRC complaints must be filed within 180 days of the discriminatory act under the Pennsylvania Human Relations Act.
- EEOC charges must be filed within 300 days of the discriminatory act in Pennsylvania, because the state has its own anti-discrimination law that extends the standard federal 180-day deadline.
- Philadelphia Commission on Human Relations (PCHR) complaints under the Fair Practices Ordinance must also be filed within 180 days.
These deadlines run from the date of the last discriminatory act, such as a termination, demotion, or denial of a promotion. In some cases involving ongoing conduct, the timeline may be extended, but that determination requires careful legal analysis.
The safest course of action is to consult with a Philadelphia employment litigation attorney as soon as you suspect your rights have been violated.
We can help assess the strength of your case
What Can You Recover in a Philadelphia Employment Case?
The remedies available in an employment litigation case depend on the specific claims, the applicable laws, and the facts of your situation. Potential recoveries can include:
- Back pay for lost wages from the date of termination or adverse action to the date of resolution.
- Front pay for future lost earnings when reinstatement is not practical.
- Compensatory damages for emotional distress, mental anguish, and loss of enjoyment of life. Notably, the PHRA does not impose caps on compensatory damages, unlike federal law.
- Punitive damages in cases involving especially egregious or willful conduct.
- Attorney's fees and costs, which may be recoverable under many employment statutes.
- Reinstatement to your former position in appropriate cases.
Every case is unique. The strength of the evidence, the severity of the employer's conduct, and the extent of your losses all play a role in shaping the potential value of your claim.
How Our Firm Approaches Philadelphia Employment Litigation
We treat every employment case with the same level of preparation and commitment that we bring to our most complex commercial litigation. That starts with listening to you and understanding the full picture of what happened.
From there, we develop a strategy tailored to your goals. For some clients, that means aggressive litigation aimed at achieving the strongest possible outcome at trial. For others, it means leveraging our trial reputation to drive a favorable settlement. Either way, we prepare every case as if it is going to trial, because that level of preparation is what produces results.
Our firm also understands that employment cases are personal. Losing a job or enduring harassment affects every part of your life, from your finances to your family to your sense of self-worth.
Our employment litigation attorneys approach every client relationship with genuine care and respect, because we know that behind every case file is a real person going through one of the most difficult experiences of their life.
FAQs Answered by Our Philadelphia Employment Litigation Attorneys
Here are answers to some common questions we hear from Philadelphia workers considering legal action.
Can I sue my employer if I was fired without being given a reason?
Pennsylvania is an at-will state, so employers generally do not have to provide a reason for termination. However, if the real reason was discriminatory, retaliatory, or violated public policy, you may have a valid legal claim even if no official reason was given. An employment litigation lawyer can help you evaluate the circumstances surrounding your termination.
Do I need to file a complaint with a government agency before I can file a lawsuit?
In most cases involving discrimination or harassment claims, yes. Under both federal law and the PHRA, you must first file an administrative complaint with the EEOC or the PHRC before you can bring a lawsuit in court. This process is called exhausting your administrative remedies, and it is a required step before litigation can begin.
What if my employer retaliates against me for filing a complaint?
Retaliation for filing a discrimination complaint, participating in an investigation, or reporting illegal conduct is itself illegal under federal, state, and local law. If your employer takes adverse action against you after you engage in protected activity, you may have an additional retaliation claim on top of your original complaint.
How long does an employment litigation case typically take?
Timelines vary widely depending on the complexity of the case, the willingness of both sides to negotiate, and whether the case goes to trial. Some cases resolve within months through settlement. Others may take a year or more, particularly if they involve extensive discovery or motion practice. Your attorney can give you a better estimate once they understand the specifics of your situation.
Does it cost anything to speak with your firm about my case?
Greenberg Gross LLP offers free consultations for employment cases. We want to hear your story and help you understand your options without any financial pressure.
What is the CROWN Act and does it apply in Philadelphia?
The CROWN Act, signed into law in Pennsylvania in November 2025 and effective as of January 2026, amends the PHRA to prohibit discrimination based on hair texture and protective hairstyles associated with race and ethnicity.
This means employers in Philadelphia and throughout Pennsylvania cannot make adverse employment decisions based on natural hairstyles such as braids, twists, or locs.
Talk to Our Philadelphia Employment Litigation Lawyer Today
If you believe your employer violated your rights, you do not have to face this alone. Greenberg Gross LLP brings more than a decade of elite litigation experience, a roster of award-winning attorneys, and a firm-wide commitment to fighting for employees who have been treated unlawfully.
We have secured multi-million-dollar results for clients facing discrimination, retaliation, and wrongful termination, and we bring that same tenacity to every case we handle in Philadelphia.
Call us at (855) 255-5515 for a confidential consultation. Let us listen to your story and help you understand the path forward.