When something goes wrong on the job — whether it’s a sudden termination, unpaid wages, or unfair treatment — you need clear answers about your rights under Michigan law. Trying to sort that out on your own can lead to costly mistakes or missed opportunities to protect yourself.
Eardley Law represents workers throughout Rockford and the surrounding West Michigan communities, with a growing presence in Grand Rapids. Led by founding attorney Eugenie Eardley, who has lived in Michigan for more than 30 years, we bring a practical understanding of how local workplaces operate. Our work is grounded in honesty, integrity, and efficiency, and we make sure our clients feel comfortable throughout their cases.
We take the time to understand what happened, gather the right information, and handle the legal side so you can focus on what comes next. Contact our law firm to talk to an employment lawyer and learn what steps you can take now.
Employment law sets the rules for how you and your employer interact at every stage of your job. It covers everything from hiring and pay to your workplace conditions and discipline, including termination. These laws come from both Michigan statutes and federal regulations, and they work together to define what employers can and cannot do. A seasoned lawyer can help you understand your rights and obligations.
Most jobs in Michigan fall under “at-will” employment. That means your employer can end your employment at any time, and you can leave at any time, for almost any reason. However, that rule has important limits, and many workplace disputes arise when those limits are crossed. For example:
Workplace issues often start small but are harder to resolve over time. Early legal guidance from one of the experienced lawyers at our law office helps you understand your rights and avoid doing anything that could weaken your position.
Workplace problems often come down to the same issue: your employer crossed a legal line. Our qualified employment law attorneys represent employees across a wide range of claims and focus on practical solutions that protect your rights and your future. Below are the most common types of cases we handle and how we approach them.
Losing your job can feel abrupt, but not every firing is illegal. Michigan allows at-will employment, which means your employer can terminate you for many reasons. However, the law sets clear limits. We help you determine whether your termination violated those limits and what options you have. Our law firm regularly handles cases involving:
You may have a claim if your employer’s explanation does not match your record or if the timing raises concerns. After a termination, you should avoid signing agreements without review and get legal input early. Our attorneys will assess the facts and take action where the law supports your claim.
Discrimination can affect your job in ways that are obvious or subtle. Michigan and federal laws prohibit unfair treatment based on specific characteristics, and those protections apply throughout your employment. We represent claims involving:
Some cases involve direct comments or actions. Others develop over time through patterns that are harder to spot. Our lawyers will help you document what happened and decide when to escalate your claim beyond internal reporting.
Sexual harassment is actionable. It includes conduct that affects your job or creates an environment that interferes with your ability to work. This behavior can happen in person or through digital communication, including remote work settings. We handle cases like:
Employers have a duty to respond to complaints and take appropriate action. When they do not, legal claims may follow. Our attorneys help you evaluate your situation, document the conduct, and move forward if internal processes fail.
You have the right to be paid accurately and on time, but not every employer respects that right. Wage laws set clear standards, however, and Rockford and Grand Rapids employers must follow them when classifying employees and calculating pay. If they don’t fulfill their end of the bargain, we can help. Our law firm addresses issues such as:
If your employer failed to follow the law, you may be able to recover unpaid wages and related damages.
The law protects you when you report workplace problems or participate in investigations. If your employer responds with negative action because you exercised those rights, our law firm can help. Our lawyers represent employees facing:
We help you gather the necessary evidence and pursue the appropriate legal remedies.
Employment agreements can affect your options during and after your job. Some terms may limit where you can work or what claims you can bring. We help with:
These agreements often contain restrictive language that is not immediately clear. We explain what each provision means and advise you on whether negotiation is possible or necessary.
Health issues can disrupt your work, but you have protections for leave and accommodations. Employers must follow both federal and Michigan requirements when handling these situations. Our attorneys help with:
These issues can affect your long-term stability, especially early in your career. We help you understand your rights and take action if those rights are not respected.
These are some of those most frequently asked questions about Employment law in Michigan. If you have any other questions, please contact our experienced employment law attorney.
Proving discrimination generally requires showing that you belong to a protected class, that you experienced an adverse employment action, and that the action was connected to your protected characteristic. Evidence may include employer communications, performance records, witness statements, comparisons with how similarly situated employees were treated, and the timing of decisions made against you.
Because employers rarely admit to discrimination directly, these cases often depend on identifying inconsistencies or patterns of unequal treatment. An employment attorney can help you assess the available evidence and determine whether it supports a legal claim.
Yes, in some situations. Employers have a legal responsibility to address unlawful harassment in the workplace, even when the person responsible is not a supervisor. This may include harassment by coworkers, customers, clients, vendors, or other third parties who regularly interact with employees.
An employer may be held responsible if it knew or should have known about the harassment and failed to investigate or take appropriate corrective action. Whether you reported the conduct, how the employer responded, and whether the behavior continued are often important factors.
Retaliation occurs when an employer takes negative action against you because you engaged in a legally protected activity. Protected activities may include reporting discrimination or harassment, filing a wage complaint, requesting a reasonable accommodation, taking protected medical leave, reporting suspected illegal conduct, or participating in a workplace investigation.
Retaliation is not limited to termination. It may also include demotion, reduced hours, unfavorable schedule changes, pay cuts, reassignment, increased scrutiny, unjustified discipline, or other actions that could discourage an employee from exercising their rights. The timing of the employer’s response and any sudden changes in how you are treated may help show whether retaliation occurred.
Deadlines vary depending on the type of claim and the law involved. For certain federal discrimination claims, you may need to file a charge with the Equal Employment Opportunity Commission before bringing a lawsuit. State law claims under the Michigan Elliott-Larsen Civil Rights Act may follow different procedures and deadlines.
Waiting too long can prevent you from pursuing an otherwise valid claim. Because the applicable deadline depends on the facts of your case, it is important to speak with an employment attorney as soon as possible after a workplace incident.
The compensation available depends on the type of claim and the specific circumstances involved. In discrimination, harassment, retaliation, and wrongful termination cases, potential relief may include back pay for lost wages, front pay for future lost earnings, compensation for emotional distress, reinstatement, and attorney’s fees in some cases.
Wage and hour claims may allow employees to recover unpaid wages and additional damages. Other cases may be resolved through changes to employment records, revised severance terms, or other nonfinancial remedies. An employment attorney can explain what forms of relief may apply based on the facts of your situation.
Yes. Many employment disputes are resolved without a trial, and some are settled before a lawsuit is filed. Depending on the circumstances, a dispute may be addressed through direct negotiation, mediation, an administrative agency proceeding, or another form of alternative dispute resolution.
Whether a case can be resolved outside of court depends on the strength of the claim, the available evidence, the employer’s willingness to negotiate, and the outcome the employee is seeking. An employment attorney can help you evaluate your options and pursue the approach that best fits your situation.
Workplace problems won’t fix themselves, and waiting too long can limit your options. Eardley Law is a law firm that represents employees in Rockford, Grand Rapids, and throughout West Michigan with a direct, practical approach.
Contact the experienced lawyers at Eardley Law today to schedule a consultation and talk through your employment options.
