Law Firms · Employment Law

Employment Law Marketing That Brings In Cases Worth Taking

Workers who were fired, harassed or underpaid look for answers before they look for a lawyer. We help your firm show up for both searches.

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Employment Law marketing

How we bring you more clients

An employment client usually starts with a question, not a plan. They want to know whether they can be fired for something, whether unpaid overtime is legal, whether what happened at work counts as harassment. They search on a lunch break or right after a termination meeting, usually on a personal phone. Many have a strong claim. Many don't. Your intake has to tell the difference fast.

Workers in New York can rely on the New York City Human Rights Law, the State Human Rights Law and state wage rules, and they may file with the EEOC, the State Division of Human Rights or the NYC Commission on Human Rights. Firms that represent employees and firms that represent employers need very different marketing. We build for whichever side you're on, with content that answers the real question, intake that screens for merit and campaigns aimed at the cases you want.

Real searches

What your clients type into Google

employment lawyer near me
wrongful termination attorney nyc
unpaid overtime lawyer long island
sexual harassment lawyer manhattan
pregnancy discrimination attorney brooklyn
employment lawyer for employers melville

Each of these searches is an opportunity to be the firm they choose. We build pages, profiles and ads around them.

The challenge

What makes Employment Law marketing different

Lots of Inquiries, Uneven Merit

Plenty of people who search 'wrongful termination' were let go lawfully under at-will employment. Without screening questions, your attorneys spend hours on calls that can't become cases.

Contingency Math

Plaintiff firms take cases on the strength of the claim and the damages. Marketing has to attract the matters that justify that risk, such as documented discrimination, retaliation and wage claims.

Two Sides, Two Audiences

Employer-side firms sell to HR leaders and owners who compare counsel over weeks. Employee-side firms hear from people in crisis. Mixing the messages confuses both.

The plan

Our approach

Targeted work, each element tied to the service that delivers it, focused on attracting more clients.

Content Built Around Real Questions
Articles that answer what workers actually type, like whether an employer can cut pay without notice or how overtime works for salaried staff in New York. Each one points to a short intake form.
SEO
Intake With Screening Built In
A form that asks about employer size, key dates, documentation and what happened, so your team can prioritize strong matters and respond to the rest politely and quickly. Dates matter because filing deadlines can be short.
Website Development
Campaigns by Claim Type
Separate ad groups for discrimination, harassment, retaliation and wage claims, with negative keywords that filter out unemployment benefit questions and job seekers. Budget follows the claims that sign.
Google Ads & PPC
Reviews That Reassure Cautious Clients
Employees worry about retaliation and privacy. Reviews gathered with consent and answered without case details show them your firm is safe to call.
Reviews & Reputation Management
LinkedIn for Employer-Side Practices
For management-side firms, we create practical updates on New York leave laws, handbooks and pay transparency, published on LinkedIn where HR teams in Manhattan and on Long Island will see them.
Social Media Marketing