St. Louis Employment Attorneys

What Is Employment Law? 

Employment law refers to state and federal regulations that govern the relationship between employers and employees. These regulations address workplace rights and employer conduct, including wage violations, employment discrimination, harassment, retaliation, contracts, and termination. 

The laws that apply can depend on your job duties, employee status, employer coverage, contract language, the conduct involved, and the reason for the challenged action. Not every difficult workplace experience creates a legal claim, but our attorneys can review the circumstances and explain whether the facts may support one. 

Someone searching for a labor attorney in St. Louis may instead have an employment law issue involving individual workplace rights. Labor law more often concerns unions and collective bargaining.

Common Employment Law Cases We Handle

At Sedey Harper Westhoff, our attorneys have decades of experience representing workers in a wide range of employment law disputes. We represent individuals, not employers, insurers, or large corporations.

Common cases we handle include: 

• Age Discrimination: If you experienced unfair treatment at work because of your age, our lawyers can evaluate whether the facts support a claim. 
• Breach of Contract: Our St. Louis employment law attorneys help workers address contract disputes and employment agreement violations by employers.
• Disability Discrimination: If you were denied reasonable accommodations under the Americans with Disabilities Act (ADA), our attorneys can review your situation and legal options.
• Quid Pro Quo Harassment: If your employer, supervisor, or manager conditioned promotions, continued employment, favorable assignments, or other workplace benefits on accepting unwelcome conduct, our attorneys can evaluate the conduct and available options.
• National Origin and Religious Discrimination: If you experienced prejudice at work because of your nationality or religious beliefs, we can help you evaluate your legal options. 
• Non-Compete Agreements: We review and address non-compete provisions. Non-compete agreements are distinct from confidentiality terms and non-disclosure agreements, and their effect depends on the language, facts, applicable law, and current legal developments.
• Overtime and Minimum Wage Violations: Our lawyers evaluate wage and hour law issues involving pay records, hours worked, overtime classification, commissions, deductions, and applicable exemptions under laws such as the Fair Labor Standards Act. 
• Race Discrimination: Our firm represents individuals facing discriminatory practices based on race or ethnicity in the workplace.
• Retaliation: We represent employees who faced adverse treatment after exercising workplace rights, such as reporting employer misconduct.
• Sales Commission Act: Our attorneys help workers address conflicts involving unpaid or improperly calculated sales commissions.
• Severance Negotiation: We review and negotiate severance agreements so employees can understand the proposed terms before signing.
• Sex Discrimination: Our firm represents workers facing unfair treatment based on sex, including unequal employment opportunities.
• Whistleblower Protection: We represent whistleblowers who report conduct they believe is unlawful or company fraud and may face retaliation. 
• Workplace Harassment: Our St. Louis employment lawyers evaluate unwanted or inappropriate workplace conduct that may affect an employee’s job performance or work environment.

When Should You Hire a St. Louis Employment Attorney?

Changes in pay, duties, discipline, or treatment after you report misconduct may warrant prompt legal review.

Here are some common indications that it’s time to seek legal counsel:

• You face threatening or degrading conduct: Threatening, degrading, or repeated unwelcome conduct may warrant review, particularly when tied to a protected characteristic or workplace complaint.
• You are excluded from decision-making: If you find yourself being excluded from important meetings, social events, or other company activities, this may warrant a closer review of whether discrimination or retaliation is involved.
• You experience inappropriate jokes or comments: Unwelcome jokes, teasing, or inappropriate comments may be relevant to a sexual harassment or other discrimination claim, depending on the content, context, and frequency.
• You experience wage or overtime issues: If you are consistently underpaid, have unpaid overtime, or notice unexplained discrepancies in your pay, it may be time to seek legal counsel.

A consultation can also be useful before signing a severance agreement, responding to an investigation, resigning, or making a formal agency complaint. Preserve relevant emails, messages, policies, pay records, evaluations, disciplinary notices, agreements, and a dated account of workplace events. Our St. Louis employment attorneys can review those materials and provide advice tailored to the situation. 

Is Missouri an At-Will Employment State?

Yes. Missouri follows the employment-at-will doctrine, meaning either the employer or employee can generally end the working relationship at any time, subject to an agreement or recognized legal exception. However, at-will employment doesn’t permit termination for an unlawful discriminatory or retaliatory reason. If you believe you were wrongfully terminated, our employment lawyers can help you evaluate the facts and applicable law. 

Potential issues may also arise from an employment contract, a recognized public-policy exception, or another limitation under state or federal law. Whether a termination is legally actionable depends on the evidence, employee status, employer coverage, and applicable Missouri or federal law. Documentation of the events, communications, performance history, and stated reason for termination can help us assess the case. 

How an Employment Lawyer Can Protect Your Position

Our employment lawyers can assess a potential claim, preserve evidence, and explain the procedures that may apply.

Some ways our employment lawyers can assist include:

• Legal knowledge: We can apply state and federal employment laws to the facts of your situation and identify potential next steps. 
• Evidence review: We can review communications, policies, pay records, performance history, agreements, and the timing of key events.
• Negotiation guidance: We can evaluate proposed settlement or severance terms and communicate with an employer or its counsel when appropriate. 
• Preparation for litigation: When litigation is appropriate, we can prepare the case for agency proceedings or court and advocate on your behalf.

We can also provide advice about non-compete clauses, severance packages, confidentiality terms, and other employment agreements. Settlement discussions and litigation involve different risks, costs, timing, and proof requirements, so the appropriate path depends on the claim and your goals. 

What to Expect When Working with Our St. Louis Employment Attorneys

When you work with us, you can expect a clear, structured process focused on understanding your concerns and guiding you through each stage of your case.

Here is what that process typically looks like:

1. Initial Consultation: We listen to your concerns, review the key facts, and answer your initial questions. We also explain whether legal action may make sense based on your circumstances.
2. Case Evaluation: After the consultation, we evaluate your potential claim, relevant facts, possible challenges, and legal options.
3. Legal Strategy Development: Based on that evaluation, we develop a strategy tailored to your goals, clearly explaining possible paths and recommended next steps so you can make informed decisions.
4. Negotiation and Settlement Efforts: We handle communications and negotiations with your employer or its legal counsel, working toward a resolution when appropriate.
5. Litigation Representation: If litigation is appropriate, we can represent you in court, present evidence, and advocate on your behalf before a judge or jury.
6. Ongoing Guidance and Support: Throughout the process, we keep you informed of important developments, answer questions as they arise, and help you prepare for each stage of your case.

Employee-Side Experience & Trial Readiness in St. Louis

When you choose our firm, you’ll benefit from:

• Legal experience: For over 40 years, we have represented employees in hundreds of cases involving discrimination, retaliation, whistleblowing, harassment, contract disputes, and wage claims. 
• Reported results: Our reported employment results include a $3.5 million whistleblower case and a $2.7 million harassment judgment. Past results don’t predict the outcome of another case. 
• Trial readiness: Our attorneys are prepared to negotiate and litigate employment matters in state and federal courts when appropriate, including matters that require substantial evidence review and legal analysis.

Donna Harper spent 25 years as an EEOC supervisory trial attorney and acting assistant general counsel. Mary Anne Sedey and Donna Harper graduated from St. Louis University School of Law, and Mary Anne Sedey is nationally recognized for employment-law advocacy and appellate victories.

Our firm has been recognized by U.S. News & World Report as a Best Law Firm in Missouri for Employment Law, Individuals, and multiple attorneys have appeared on Lawdragon’s 500 Leading Plaintiff Employment Lawyers list. We communicate directly with clients and explain legal options throughout each case. 

Frequently Asked Questions

The following answers address common employment law questions, but the facts, employee status, employer coverage, and applicable law can affect any individual matter.

How Does Missouri Minimum Wage Law Apply in St. Louis?

Missouri wage and hour law may apply alongside federal law, but coverage, exemptions, overtime eligibility, and the required rate can depend on the employer and employee classification. The Missouri minimum wage changes over time, so employees should verify the current rate with the Missouri Department of Labor and Industrial Relations. If you have concerns about unpaid wages, overtime, deductions, or pay records, we can evaluate the facts.

What Should I Review After an Unpaid Suspension?

Review the written suspension notice, employment contract, company policies, pay records, prior discipline, and communications related to the decision. Whether an unpaid suspension creates a legal issue depends on the employee’s classification, the governing agreement or policy, the reason for the suspension, and applicable law. We can evaluate whether discrimination, retaliation, wage concerns, or contract issues may be involved.

What Evidence Helps Evaluate a Wage Disparity?

Useful information can include pay stubs, job descriptions, performance evaluations, commission records, hours worked, and information about similarly situated employees. A wage disparity doesn’t automatically establish unlawful unequal pay. The analysis depends on the reason for the difference, the work performed, applicable law, and available evidence. Our St. Louis employment law attorneys can review the circumstances.

Are Non-Compete Agreements Enforceable in Missouri?

The enforceability of a non-compete agreement depends on its language, the interests it seeks to protect, the facts of the employment relationship, applicable law, and current legal developments. Non-compete provisions are different from non-disclosure agreements and confidentiality terms. Before signing, leaving a job, or responding to an alleged violation, have the agreement reviewed in light of your specific circumstances.

Contact Your Employment Lawyer in St. Louis Today

If you are facing an employment law issue in St. Louis, we can listen to your concerns, review the available information, and provide personalized legal advice. Contact us promptly when workplace conduct is ongoing or documents and deadlines may affect your options.

When your career is on the line, turn to a nationally recognized employee-side firm. Call (314) 819-0963 to schedule a consultation with our St. Louis employment attorneys today.