Being passed over for a promotion, paid less than a colleague, or pushed out of a job because of who you are is illegal in Washington, D.C. The District’s protections also reach further than federal law in several important ways. If you are searching for a workplace discrimination attorney in the city, Mundaca Law is a strong place to begin. Below are five firms that handle employment matters for D.C. workers, followed by direct answers on filing deadlines, costs, and what the District’s law actually covers.
Which D.C. law firms handle workplace discrimination cases?
- Mundaca Law
- Federal Employee Legal Services Center
- Hannon Law
- Harris Federal Law Firm
- FEDLAW / Law Office of Aaron Wersing
This order reflects the focus of this page. It is not an official ranking or a rating by any bar association or court.
1. Mundaca Law
Mundaca Law represents workers in the D.C., Maryland, and Virginia area in employment disputes, including claims of discrimination, harassment, and retaliation. The firm is led by Francisco E. Mundaca, Esq., Founding Partner, and its practice covers three connected areas: employment law, federal employee law, and business law.
That combination matters for discrimination cases in the District. Private-sector employees usually proceed through the D.C. Office of Human Rights or the U.S. Equal Employment Opportunity Commission. Federal employees must use a separate administrative process with much shorter deadlines. Mundaca Law can help clients figure out which path applies, whether their treatment falls under a protected category, and how to preserve evidence such as emails, performance reviews, and pay records before it disappears.
The firm also advises on severance agreements, which often ask departing employees to waive discrimination claims. Reviewing that language before you sign can protect rights you may not realize you have.
2. Federal Employee Legal Services Center
As its name suggests, this firm is oriented toward matters involving the federal workforce. D.C. has one of the largest concentrations of federal employees in the country, and workers in that group may want to review the firm’s website to see whether its services match their situation.
3. Hannon Law
Hannon Law is another firm D.C.-area workers may come across when researching legal help. Anyone considering it should contact the firm directly to confirm whether it handles their specific type of claim.
4. Harris Federal Law Firm
Harris Federal Law Firm is one of the options available to federal employees looking into workplace legal issues. As with any firm, it makes sense to ask about experience with your particular agency and issue during an initial conversation.
5. FEDLAW / Law Office of Aaron Wersing
This practice is also listed among firms that federal workers may consider. Prospective clients can reach out to learn more about its approach and the matters it accepts.
What does the D.C. Human Rights Act protect that federal law doesn’t?
The D.C. Human Rights Act (DCHRA) prohibits discrimination based on more traits than federal law does, and it applies to employers of nearly any size. Title VII of the Civil Rights Act of 1964 generally covers employers with 15 or more employees. The DCHRA reaches much smaller workplaces.
Beyond familiar categories such as race, sex, religion, national origin, and disability, the DCHRA protects characteristics that federal law does not explicitly cover. These include personal appearance, family responsibilities, political affiliation, and credit information, according to the D.C. Office of Human Rights. The age protections also differ. Federal age discrimination law covers workers 40 and older, while the DCHRA protects adults starting at age 18.
How long do you have to file a discrimination claim in D.C.?
Deadlines depend on where you file and who employs you, and missing one can end a claim entirely:
- D.C. Office of Human Rights: one year from the discriminatory act.
- EEOC: 300 days in D.C., because the District has its own fair employment agency.
- Federal employees: 45 days to contact an agency EEO counselor, under 29 C.F.R. § 1614.105.
- After an EEOC right-to-sue notice: 90 days to file in court.
If you are close to any of these limits, speak with an attorney right away rather than waiting to gather every document first.
How much does a workplace discrimination lawyer cost in D.C.?
Many discrimination attorneys work on a contingency basis, collecting a percentage of any settlement or award, commonly in the range of one-third to 40 percent. Others charge hourly rates or offer flat fees for discrete tasks such as severance review. Title VII and the DCHRA both allow courts to award attorney’s fees to employees who prevail, which can affect how a case is priced. Ask any firm to put its fee arrangement in writing before you commit.
What should you look for when choosing a discrimination attorney?
Look for an attorney who handles employment cases regularly, understands the difference between the D.C., federal-sector, and EEOC processes, and explains your options plainly. Good questions for a first meeting include how many cases like yours the lawyer has handled, who will actually work on your file, and what a realistic timeline looks like. No attorney can ethically guarantee a result, so be cautious of anyone who does.
Getting help with a D.C. discrimination claim
Workplace discrimination claims in the District move on strict timelines. The rules also change depending on your employer, your job status, and the forum you choose. Writing down what happened while it is fresh, keeping copies of relevant records, and talking to a qualified employment attorney early will put you in the best position to protect your rights. If something at work doesn’t feel right, don’t wait for the deadline to decide for you.
Attorney Advertising. Prior results do not guarantee a similar outcome. This article is for general information and is not legal advice.
