Wrongful Termination Legal Leads

Per Lead Pricing:

$45+

Learn how to find, purchase, and qualify wrongful termination leads as a legal practitioner.

Key Insights

In the US Federal Fiscal Year 2024 (ending September 30, 2024), the Equal Employment Opportunity Commission (EEOC) received 88,531 charges of workplace discrimination. Retaliation continued to be a frequently cited basis for charges filed with the EEOC, although the total number of retaliation charges decreased slightly from 46,047 in FY 2023 to 42,301 in FY 2024. Recent estimates for the average settlement amounts in wrongful termination cases vary, but generally fall within a range of approximately $5,000 to $80,000, according to data cited by legal firms.

Wrongful Termination Lead Overview

Wrongful termination leads are valuable for employment law attorneys focused on representing workers fired in violation of federal or state labor laws.

Understanding Wrongful Termination Legal Leads for Attorneys

These leads often involve claims of retaliation, discrimination, or breach of contract, offering attorneys the chance to pursue recoveries through settlements or litigation for lost wages and other damages.

Wrongful Termination Lead Frequency

Wrongful termination leads are steady throughout the year and often rise following large layoffs, corporate restructuring, or changes in labor regulations.

How Often Do Wrongful Termination Legal Leads Become Available?

Tens of thousands of discrimination and retaliation charges are filed with the EEOC annually, making wrongful termination a consistent source of legal inquiries for firms with targeted employment law marketing strategies.

Wrongful Termination Lead Type Intake Strategies

Effective lead intake requires collecting employment history, termination date, employer details, and documented proof of retaliation, discrimination, or contract violation.

Essential Information to Gather from Wrongful Termination Leads

Attorneys should also confirm whether the client filed a complaint with the EEOC or state agency, gather communication records, and assess any severance offers or non-disclosure agreements to evaluate claim strength and legal options.