Trusted employment lawyers with over 30 years of experience representing workers in Plainfield, IL.
If you are dealing with discrimination, retaliation, or other illegal treatment at work in Plainfield, you have legal rights your employer cannot take from you. Illinois worker protections are among the strongest in the country, and both state and federal law give employees real paths to hold employers accountable when those protections are violated.
Our Plainfield, IL employment lawyer at Disparti Law Group Accident & Injury Lawyers has represented workers across Illinois for more than 30 years. Discrimination claims. Harassment. Wrongful termination. Wage theft. We handle all of it, and we are prepared to act if your employer has crossed the line.
Employment Lawyer Plainfield, IL
We represent employees whose rights have been violated, whether by an employer, a supervisor, a coworker, or an organization that failed to act when it should have.
The scope of employment law is wide. One case might involve a warehouse worker in Plainfield who was fired the week after filing a safety complaint. Another might involve a manager passed over for promotion three times because of her age, while younger, less qualified candidates moved ahead. Wage disputes look different again: a restaurant that pays servers below minimum wage, or a company that classifies full-time workers as independent contractors to dodge overtime. In each of these situations, the underlying issue is the same: an employer engaged in conduct the law prohibits, and an employee was harmed as a result. A Plainfield employment attorney evaluates the facts, identifies which laws apply, and pursues the legal remedy that fits.
Types of Employment Cases We Handle in Plainfield
Workers in Plainfield, IL face the same kinds of workplace violations that affect employees across Will County and the greater Chicago area. Our attorneys represent employees in a range of matters, including:
- Discrimination. Federal and state law prohibit employers from basing job decisions on race, sex, age, disability, religion, national origin, sexual orientation, and other protected classes. That includes hiring, firing, promotions, pay, and assignments. Illinois goes further than federal law in several respects, and the protections apply to employers of nearly every size.
- Wrongful termination. Illinois is an at-will state. Employers can fire workers for almost any reason. Almost. Firing someone because they reported discrimination, filed a workers’ compensation claim, or refused to participate in illegal activity is not legal. We pursue claims against employers who wrongfully terminate employees in violation of those protections.
- Sexual harassment. Unwelcome advances. Inappropriate comments from a supervisor. Requests for sexual favors tied to promotions or continued employment. All of it constitutes sexual harassment when it interferes with an employee’s work or creates a hostile environment. Employers who know about it and do nothing share the liability.
- Sexual assault in the workplace. When sexual violence occurs on the job or is committed by a coworker, supervisor, or client, the employer may bear liability for failing to protect the employee. We pursue the civil claims in these cases, which often run parallel to criminal proceedings.
- Retaliation. You filed a complaint. You cooperated with an investigation. You exercised a legal right. And then your employer demoted you, cut your hours, transferred you to a worse shift, or fired you outright. That is workplace retaliation, and it is illegal.
- Whistleblower claims. Employees who report fraud, safety violations, or other illegal conduct are protected under federal law and Illinois whistleblower laws. If you spoke up and were punished for it, that punishment itself may be grounds for a claim.
- Wage and hour disputes. The Illinois minimum wage has gone up in recent years, and employers who haven’t kept pace are in violation. We also handle unpaid overtime claims, tip theft, and cases where employers misclassify workers as independent contractors to avoid paying benefits and overtime they owe.
- FMLA violations. The Family and Medical Leave Act gives eligible employees up to 12 weeks of unpaid, job-protected leave for qualifying medical or family reasons. Some employers deny that leave. Others approve it, then retaliate when the employee returns. Both scenarios violate federal law. These FMLA violations are far more common than most workers realize.
Why Choose Disparti Law Group Accident & Injury Lawyers for Employment Cases in Plainfield, IL?
Proven Track Record in Employment Law
Disparti Law Group has taken on discrimination lawsuits, civil rights claims, overtime class actions, and wrongful termination disputes for workers across Illinois. Our firm has helped clients recover millions of dollars in employment cases. We’ve secured reinstatements for employees who should never have been fired and won appellate rulings that changed the outcome for workers who had been told their cases were over.
Founder Larry Disparti built the firm in Chicago. Licensed in Illinois, Florida, Arizona, and Washington, D.C., he is a member of the National Employment Lawyers Association and serves on the Board of Managers of the Illinois Trial Lawyers Association. Larry graduated from Stetson University College of Law. He belongs to the National Trial Lawyers Association Top 100, the Million Dollar Advocates Club, and the Multi-Million Dollar Advocates Club.
Employment Law Case Overview
Damages, Liability, and Compensation for Employment Cases
If your employer violated your rights, Illinois and federal law allow you to pursue several categories of compensation. What applies depends on the facts of your case, but claims generally include:
- Back pay for wages and benefits lost because of the employer’s illegal conduct
- Front pay, which covers future earnings when returning to the job is not realistic
- Compensatory damages for emotional distress, mental anguish, and diminished quality of life
- Punitive damages in federal cases where the employer acted with malice or reckless disregard for the employee’s rights
- Attorney’s fees and litigation costs, which many employment statutes allow the prevailing employee to recover
Liability doesn’t always stop at the company. Individual supervisors can face personal liability in certain circumstances under Illinois law. And when an employer fails to maintain a workplace free from discrimination, harassment, or retaliation, employees can pursue accountability through administrative complaints, civil lawsuits, or both.
Important Aspects in Your Employment Case
Employment disputes come with procedural requirements that most other civil cases do not.
One of the most important: before you can file a discrimination lawsuit, you typically must first file a charge with the EEOC or the Illinois Department of Human Rights. Skip that step, and a court may dismiss your case outright. In Illinois, employees now have two years to file with the IDHR. That deadline was extended from 300 days, effective January 1, 2025. For federal EEOC charges, the baseline deadline is 180 days. But because Illinois has a state anti-discrimination agency in the IDHR, that window extends to 300 days for Illinois employees.
Start preserving evidence immediately. Performance reviews. Emails. Text messages from supervisors. Written policies that were applied to you differently than to others. Witness names. All of it matters, and the sooner you bring it to a Plainfield employment attorney, the stronger your position.
Employment Case Timeline
No two cases follow the same trajectory. But civil employment claims in Plainfield generally move through these stages:
- An initial consultation to assess the facts and identify the strongest legal path
- Filing an administrative charge with the EEOC or IDHR, if the claim requires it
- Agency investigation, which can run several months to well over a year
- Receipt of a right-to-sue letter, which opens the door to filing in state or federal court
- Litigation: discovery, depositions, and either settlement negotiations or trial
Some cases settle during the administrative process. Others go all the way through trial. Certain wage and hour claims under the Fair Labor Standards Act skip the administrative step entirely, so employees can file directly in court. An employment lawyer in Plainfield, IL can walk you through which path applies.
What to Bring to Your Employment Consultation
Having the right materials when you meet with an employment attorney for the first time makes a real difference:
- Any termination letter, separation agreement, or written notice from your employer
- Your employment contract, employee handbook, or relevant workplace policies
- Performance evaluations and records showing your work history
- Emails, text messages, or written communications related to the dispute
- A timeline of events in your own words
You are not obligated to move forward after the consultation. It is a chance to ask questions, hear an honest assessment of your situation, and decide on next steps.
Illinois Legal Resources for Employment Law
Several agencies and organizations in Illinois provide information and support for workers facing employment disputes:
- The Illinois Department of Human Rights investigates employment discrimination charges filed under the Illinois Human Rights Act.
- The U.S. Equal Employment Opportunity Commission enforces federal anti-discrimination laws including Title VII, the ADA, and the ADEA.
- The U.S. Department of Labor Wage and Hour Division handles complaints about minimum wage, overtime, and other pay violations.
- The Will County Bar Association provides lawyer referrals and information for residents in the Plainfield area.
Reach Out to Disparti Law Group Accident & Injury Lawyers to Schedule a Consultation
If you are facing a workplace dispute in Plainfield or anywhere in Will County, our employment attorneys are here to help. We’ll review the facts, explain your legal options, and walk you through next steps. Contact us to schedule a conversation at a time that works for you.
