Get a free, confidential consultation with Schroll Law LLC.

If you were fired, demoted, written up, denied a promotion, harassed, or pushed out because of who you are—or because you reported wrongdoing—you may have legal options under New Jersey and federal employment laws.

Our firm offers risk-free initial consultation. If we take your case, we work on contingency — you won’t pay unless we win.

We help with claims involving:

• Employment discrimination
• Workplace retaliation
• Wrongful termination related to discrimination/retaliation
• Hostile work environment
• HR complaints that went nowhere—or led to punishment

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You Don’t Have to Prove Everything Before You Call

Many people hesitate because the employer’s reason sounds “official” (performance, attendance, restructuring). Discrimination and retaliation cases often come down to timing, patterns, and documentation—not a single “smoking gun.”

If something changed after you disclosed a protected trait, requested an accommodation/leave, or complained to HR, it’s worth getting legal guidance early.

Call Now: 609-934-4902 or Request a Free Case Review. 

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Employment Discrimination in New Jersey: What It Can Look Like

Discrimination can be obvious—or subtle. It may involve:

• Being passed over for promotions or better shifts
• Unequal pay or reduced hours
• Unfair discipline or heightened scrutiny
• Different rules applied to you than others
• Offensive comments or conduct creating a hostile environment
• Being terminated shortly after a disclosure (pregnancy, disability, religion, etc.)

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Protected Characteristics (Examples)

Depending on the facts, the law may protect you from discrimination based on characteristics such as:

• Race, color, national origin/ethnicity
• Sex, pregnancy, sexual orientation, gender identity/expression
• Religion
• Disability/medical condition (and reasonable accommodation issues)
• Age
• Military/service member status and other protected categories

Eligibility and coverage depend on the situation. We will walk through it with you.

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Retaliation: A Common Pattern We See

Retaliation can happen when you:

• Report discrimination or harassment
• Participate in an internal investigation
• Request an accommodation
• Ask about pay practices or workplace rights
• Request or use protected leave

Common retaliation signs:

• Suddenly receiving write-ups after years of good performance
• Being put on a “performance improvement plan” or “PIP” right after a complaint or protected leave
• Schedule changes, hours cuts, undesirable assignments
• Isolation, exclusion, or being set up to fail
• Demotion, pay reduction, or termination soon after speaking up or taking leave

Even if your employer claims “performance,” the timeline and comparative treatment can matter.

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Laws That May Apply (NJ + Federal)

Depending on the facts, your case may involve:

• New Jersey Law Against Discrimination (NJLAD)
• Title VII (federal discrimination law)
• ADA (disability discrimination/accommodations)
• ADEA (age discrimination)
• FMLA (medical leave)
• NJFLA (family leave)
• CEPA (whistleblower retaliation)
• Other state/federal retaliation protections depending on what you reported

You don’t need to know which law applies—Schroll Law LLC can evaluate the best path based on your work history, employer, and documentation.

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What to Do Right Now (Protect Your Case)

• Write a timeline (dates, incidents, witnesses, what was said/done)
• Avoid signing severance/resignation paperwork before legal review

If you already complained to HR and things got worse, that detail may be important—contacting a lawyer sooner can help protect you.

Call Now: 609-934-4902 or Request a Free Case Review. 

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How Schroll Law LLC Helps

We take a calm, practical approach—focused on clarity, evidence, and next steps.

We can help you:

• Understand whether your situation supports a discrimination and/or retaliation claim
• Identify the strongest facts (timing, comparators, documentation)
• Communicate with your employer (when appropriate)
• Pursue compensation and accountability 
• Fees: Free consultation. Contingency fee (no attorney fee unless we recover).

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What You May Be Able to Recover

Every case is different, but depending on the facts and applicable law, remedies may include:

• Lost wages and benefits (back pay)
• Future lost wages in some cases (front pay)
• Emotional distress compensation
• Punitive Damages
• Compensation for other harm recognized by law
• Attorneys’ fees and costs where permitted
• Non-monetary terms in settlement

No outcome is guaranteed. We’ll give you a straightforward assessment after reviewing your situation.

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FAQs

My employer says it was “performance.” Do I still have a case?

Possibly. Employers often use performance as a cover story. We look at timing, consistency, prior reviews, and how others were treated.

Do I have to file a complaint with HR first?

Not always. Some people want legal guidance before reporting—especially if they fear retaliation. We can talk through the strategy.

I’m still employed. Can I talk to a lawyer confidentially?

Yes. A consultation is confidential. 

I was offered severance—should I sign?

Not before having it reviewed. Severance agreements often include legal waivers that can affect your rights.

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If you believe you were treated unfairly at work because of a protected characteristic—or punished for speaking up—Schroll Law LLC is here to help you understand your options.

Our firm offers risk-free initial consultation. If we take your case, we work on contingency — you won’t pay unless we win.

This page is for informational purposes only and does not create an attorney-client relationship. Results depend on the facts of each case.