Employment Attorneys in Coral Gables, FL

Coral Gables professionals and service workers alike face wrongful termination, discrimination, and unpaid wages. A Florida-licensed employment attorney who represents workers in Coral Gables will review your situation at no cost.

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How we match your Coral Gables employment case

When you submit a Coral Gables employment matter, we route it through a national network of independent partner firms and put it in front of the one that fits best — based on the kind of case it is, what it is likely to involve, where it has to be handled, and who has capacity to take it on now.

Case type

A employment matter needs someone who handles employment work day to day, not a generalist. Practice area is the first filter.

Size and complexity

Some firms are built for catastrophic injury and multi-party litigation; others resolve straightforward claims quickly. We weigh what your matter is likely to involve against how each firm actually works.

Jurisdiction and licensing

Your matter is decided under Florida law, so it goes to an attorney licensed in Florida who regularly appears where your case would be heard.

Capacity and fit

Availability, conflicts of interest and language all matter. If the best-fit firm cannot take your case, we route it to the next one that can — or tell you plainly when no one in the network is the right answer.

Every partner reviews your case for free. Injury and workers’ compensation matters are handled on contingency — no fee unless you win. Other matters are quoted upfront, before you commit to anything.

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DearLegal provides marketing and matching services and is not a law firm. Submitting a case does not create an attorney-client relationship. Matches depend on case type, jurisdiction and firm availability.

Employment cases in Coral Gables

More about legal help in Coral Gables →

Coral Gables is a white-collar employment center, with law firms, banks, and Latin American regional headquarters clustered along Ponce de Leon Boulevard and Alhambra Circle, plus large employers tied to the University of Miami and the hospitality trade around the Biltmore. Many discrimination and retaliation claims begin with an administrative charge through the EEOC or the state civil rights agency rather than a lawsuit, and cases that do go to court are filed in the Circuit Court in Miami-Dade County or in federal court in Miami. DearLegal matches you with a Florida-licensed attorney who handles employment cases in Coral Gables, with a free review.

Discrimination and retaliation claims usually require an EEOC or state agency charge before any lawsuit is filed.
Coral Gables employers skew toward professional services, international banking and trade, higher education, health care, and hospitality.
Suits that stay in state court are filed in the Circuit Court in Miami-Dade County; federal claims go to the federal court in Miami.

Florida employment rules at a glance

Coral Gables cases run under Florida law. The full walkthrough — timeline, when to call, case types, and what a recovery can include — is on the Florida page.

Read the full Florida employment guide →

State Anti-Discrimination Statute: FCRA
Florida Civil Rights Act (FCRA), Fla. Stat. § 760.01 et seq. Protected: race, color, religion, sex (incl. pregnancy), national origin, age 40+, handicap, marital status. Sexual orientation and gender identity covered federally under Title VII (Bostock).
Deadline to File Charge: 365 days
365 days to file with the Florida Commission on Human Relations (FCHR) under Fla. Stat. § 760.11(1) — one of the longest deadlines in the country. 300 days to dual-file with EEOC.
At-Will Doctrine: Strict at-will
Strict at-will state. Florida Supreme Court has not adopted a general public-policy exception to at-will employment. Narrow statutory protections only: workers' comp retaliation (§ 440.205), private whistleblower (§ 448.102), public whistleblower (§ 112.3187), jury duty (§ 40.271).
Non-Compete Enforceability: 6 months
Broadly enforceable under Fla. Stat. § 542.335. Statutory presumptions favor enforcement: 6 months presumptively reasonable for employees, 2 years generally upheld. Court must "modify" rather than strike overbroad agreements (blue-pencil mandatory). Strongest non-compete state.
Minimum Wage & Overtime: $13.00
Florida minimum wage $13.00/hour (2024), rising $1.00 annually to $15.00 in 2026 (Fla. Const. Art. X § 24). Overtime under federal FLSA — Florida has no state overtime statute beyond the constitutional minimum-wage provision.
Typical attorney fee: 33%
33%–40% contingency — no fee unless you win

Exhibit D

How much do Coral Gables employment attorneys cost?

Sample settlement statement

Florida · Employment

Recovery$100,000

Attorney fee · 33%− $33,000

Case costs (advanced by firm)repaid at the end

To you$67,000

Due today$0

Try a different recovery$100,000

$5,000$3,000,000

Illustrative only. Your fee terms are set in a written agreement with your attorney and may include costs and expenses regardless of outcome.

Most Florida employment attorneys work on contingency: the fee is a share of what they recover, and nothing if they don’t.

Florida employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. FCRA, federal employment statutes, and the Florida Constitutional Minimum Wage all shift attorney fees to the employer when the worker prevails. The Florida Private Whistleblower Act (§ 448.104) adds fee-shifting and double damages.

A good attorney walks through every number at your free consultation — before you sign anything.

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Exhibit F

Coral Gables employment questions, answered

Still unsure? Tell us what happened and a Florida attorney will review it for free.

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For most discrimination, harassment, and retaliation claims, yes, an administrative charge with the EEOC or the state civil rights agency comes first, and the agency process affects what you can later sue over. Unpaid wage and overtime claims often follow a different path. An attorney can tell you which route fits your situation.

Florida is an at-will state, so an employer can usually end employment without giving a reason. It becomes unlawful when the real motive is a protected characteristic, or retaliation for reporting discrimination, safety issues, or wage violations. An attorney will look at the timing, documents, and comparisons to other employees.

Deadlines here are short and they vary by the type of claim and by whether you are going through the EEOC, the state agency, or straight to court. A wage claim, a discrimination charge, and a contract claim can each run on a different clock. Speak with a Florida attorney promptly so the exact deadline can be confirmed.

365 days to file with the Florida Commission on Human Relations (FCHR) under Fla. Stat. § 760.11(1) — one of the longest filing windows in the country. To preserve federal Title VII / ADA / ADEA claims, file with the EEOC within 300 days (FCHR has a work-share with the EEOC).

Florida Civil Rights Act covers race, color, religion, sex (including pregnancy), national origin, age (40+), handicap, and marital status. Sexual orientation and gender identity are covered under federal Title VII per Bostock v. Clayton County. Several Florida counties and cities (Miami-Dade, Orange, Hillsborough, Broward) have local ordinances explicitly covering sexual orientation and gender identity.