Practice Area
Employment Law
Wrongful termination, discrimination, harassment, wage and overtime disputes, and non-competes in Palm Beach and Broward counties. Answer a few questions below and we’ll look for a participating attorney suited to your matter.
Employment Law & Florida
Why the agency step usually comes first
For most discrimination and harassment claims, Florida employees generally can’t go straight to a lawsuit — a charge has to be filed first with the EEOC or the Florida Commission on Human Relations (FCHR). Because Florida has its own agency working alongside the EEOC under a dual-filing arrangement, the EEOC deadline here extends to 300 days from the last discriminatory act (rather than the shorter 180-day deadline that applies in states without an agency like the FCHR). A charge filed directly with the FCHR has its own, separate 365-day deadline.
Wage and overtime disputes generally work differently and don’t require that same agency step — they typically proceed under separate wage-and-hour law. That’s why the type of matter changes what we ask next.
Deadlines and requirements vary by claim type and individual facts, and Florida law in this area changed as recently as 2026 — confirm your specific situation with an attorney rather than relying on a number you’ve seen elsewhere.
What To Expect
What shapes an employment matter
None of this is legal advice — every workplace situation turns on its own facts.
- 01
Discrimination and harassment claims usually need an agency charge first
Most of these claims require filing with the EEOC or the Florida Commission on Human Relations (FCHR) before a lawsuit can be filed at all — and there's a real deadline for doing so from the last discriminatory act.
- 02
Florida is a dual-filing state
Because Florida has its own agency (the FCHR) working alongside the EEOC, the EEOC filing deadline is longer here than in states without one — but it's still a deadline, not an open window.
- 03
Wage and overtime disputes run on a different track
These typically don't require an EEOC/FCHR charge — they generally proceed under wage-and-hour law instead, so what you'll need to document is different (pay stubs, time records, job duties).
- 04
Documentation shapes what's possible
Emails, written warnings, pay stubs, and performance reviews are often the difference between a claim that's easy to evaluate and one that isn't — gather what you have before your consultation.
Start an Inquiry
Tell us about your matter
This isn’t a request for legal advice, and it doesn’t obligate you to anything. We use your answers to look for a suitable participating attorney.
FAQ
Employment law referral questions
Is this service a law firm?+
No. EzuLaw is a lawyer referral service. We connect you with participating, independently practicing Florida attorneys — we don't represent you, and we don't provide legal advice.
Do I have to file with the EEOC before suing my employer?+
For most discrimination and harassment claims, yes — filing an administrative charge with the EEOC or FCHR is generally a required first step before a lawsuit. Wage and overtime claims typically work differently. An attorney can tell you what applies to your situation.
I'm still employed — can I still submit an inquiry?+
Yes. Many employment matters, including ongoing harassment or wage disputes, involve people who are still employed.
Will you tell me where the attorney is located before I talk to them?+
Yes. If we identify a participating attorney for your matter, we disclose that attorney's name, firm, and location (city/county) to you as part of the referral, before any next step.
Does consultation with a listed attorney create representation?+
No. An attorney-client relationship is only created if and when that specific attorney agrees to take your case. Read our full referral service disclosures for details.