Employment Law

Employees across all states are entitled to fundamental workplace protections, including the right to be free from discrimination and harassment, the right to timely and fair compensation, and the right to speak out against misconduct without fear of retaliation. At Kang Haggerty, our attorneys bring deep experience and unwavering advocacy to both employees and employers navigating the often-complex landscape of employment law.

With offices in Philadelphia, PA and Marlton, NJ, we provide strategic counsel and litigation services across a broad spectrum of employment-related matters. We understand that employment disputes are often fact-intensive and emotionally charged, and we work closely with our clients to clarify their rights, evaluate their options, and pursue effective resolutions.

Our employment law practice includes, but is not limited to:

Whistleblower & Retaliation Claims

Employees who speak out against unlawful or unethical conduct—whether reporting fraud, safety violations, or workplace misconduct—are protected under a range of state and federal laws from retaliation, including termination, demotion, harassment, and other adverse actions. At Kang Haggerty, we help clients assert and defend their rights under statutes such as the Whistleblower Protection Act, the False Claims Act, and related provisions.

Kang Haggerty’s Whistleblower Practice Group, and nationally recognized Whistleblower Advocates team bring deep experience and strategic insight to these high-stakes matters. Whether representing whistleblowers or defending employers, we navigate the complex procedural and evidentiary landscape with precision and discretion.

Employment Discrimination

Employees are protected under state and federal law from discrimination based on race, age, religion, gender, gender identity, sexual orientation, national origin, disability, and medical conditions such as HIV/AIDS status. These protections extend across all stages of employment—from hiring and promotion to termination and workplace treatment. Discriminatory conduct may include wrongful termination, failure to hire or promote, hostile work environments, and other forms of harassment or adverse action.

Employment Contracts & Agreements

Our attorneys draft, review, and litigate employment agreements, including executive contracts, non-disclosure agreements, and restrictive covenants such as non-compete and non-solicitation clauses. We help clients understand their obligations and enforce their rights under binding agreements.

Class Actions

When systemic violations affect multiple employees, class actions can be a powerful tool for achieving justice. We represent groups of workers in wage and hour disputes, discrimination claims, and other collective actions against employers. Class actions can level the playing field, allowing injured victims to gain strength in numbers and pool resources to stand up to large corporations that have wronged them.

Defamation, Libel & Slander

False and malicious statements in the workplace can damage reputations and careers. We pursue defamation claims on behalf of clients who have been harmed by baseless accusations or character attacks.

EEOC Claims

The Equal Employment Opportunity Commission (EEOC) is often the first step in pursuing federal discrimination claims. We guide clients through the EEOC process, from filing complaints to responding to investigations and pursuing litigation when necessary. The EEOC will act on behalf of covered employees who it believes have been discriminated against.

Severance Packages

Whether initiating or responding to a severance offer, we help clients negotiate fair terms that protect their financial and legal interests. The agreement may consist of payment in exchange for an agreement not to sue. A well-crafted severance agreement can prevent future disputes and mitigate litigation risk.

FMLA Violations

Under the Family and Medical Leave Act (FMLA), eligible employees are entitled to unpaid leave for qualifying health and family reasons, including pregnancy. We represent clients in cases involving denial of leave, retaliation, and failure to reinstate employees after protected absences. Employers must allow that employee to return to their job under most circumstances and cannot retaliate against an employee for taking leave.

Hostile Work Environment

Workplace harassment based on protected characteristics can create a hostile or abusive environment. An employer cannot harass an employee based on age, race, gender, or other protected classifications, or permit a co-worker to do so. We advocate for employees facing severe or pervasive misconduct and counsel employers on prevention and compliance strategies.

If you are facing an employment-related issue—or seeking proactive legal guidance—contact Kang Haggerty to schedule a confidential consultation. We’re here to help you protect your rights and navigate your next steps with confidence.