Employment Attorneys in Northern Virginia
The Workplace Has Rules. We Make Sure They Work for You.
Whether you are an employee protecting your rights or an employer protecting your business, we bring clarity, strategy, and relentless advocacy to every workplace dispute, from a wrongful firing to a handbook that needs to hold up in court.
The Stakes Are Real
Workplace Disputes Are Common, Costly, and Climbing
$700M
Recovered for workers by the EEOC in FY2024, a record
88,531
New discrimination charges filed in FY2024, up 9.2%
~$160K
Average cost to an employer to defend a claim to settlement
~1 yr
Average time a litigated employment case takes to resolve
Sources: U.S. EEOC FY2024 Annual Performance Report; Hiscox Guide to Employee Lawsuits.
For an employee, those numbers are leverage. For an employer, they are a warning. Either way, the outcome usually turns on what was written down, what was said, and who acted first. That is where we come in.
Protecting Your Rights. Defending Your Livelihood.
In Northern Virginia, employment law keeps shifting, and a single misstep in a policy, a paycheck, or a piece of paperwork can carry serious consequences. We focus on getting it right the first time, and backing you up when something goes wrong.
We handle the issues that hit hardest at work: wrongful termination, wage and hour disputes, FMLA and leave violations, discrimination and retaliation, severance and non-compete review, and the handbooks and HR practices that keep a business out of court. Whether you are an employee fighting back or an employer protecting what you built, you get clear strategy when it matters most.
Schedule a ConsultationWhere We Come In
- ✓ You were fired and something about it feels unlawful
- ✓ Your pay, overtime, or classification looks wrong
- ✓ You were punished for taking leave or speaking up
- ✓ You were handed a severance or non-compete to sign
- ✓ You run a business and a complaint just landed
- ✓ You want policies that prevent the lawsuit in the first place
Are You Thinking Ahead, or Reacting Too Late?
The Questions Worth Asking Before You Sign or Act
In employment law, the difference between protected and exposed is often a deadline, a document, or a single conversation. These are the questions that decide it.
Are you being pressured to sign something you do not fully understand?
Is your career on the line because your employer ignored the law?
If you were terminated tomorrow, would you know your rights?
Would that non-compete you signed actually hold up under Virginia law?
As an employer, could your handbook survive a discrimination claim?
Is the clock already running on a deadline you do not know about?
If any of those landed, do not guess. Schedule a consultation and get a straight answer before you sign or act.
How We Help
Workplace Matters We Handle
For employees and employers alike, from the first offer letter to the final paycheck and everything that can go wrong in between.
Wrongful Termination
Fired for a discriminatory reason, in retaliation, or in breach of your agreement? “At-will” is not a free pass. We evaluate the facts, build the case, and pursue the justice you are owed.
Explore →Wage & Hour Disputes
Unpaid overtime, misclassification, or withheld wages? We represent employees who were shortchanged and employers who need to correct course while protecting the bottom line.
Explore →Discrimination & Harassment
Race, sex, pregnancy, age, disability, religion, national origin. We pursue and defend claims under Title VII, the ADA, the ADEA, and the Virginia Human Rights Act.
Explore →Retaliation & Whistleblower
Punished for reporting illegal conduct or asserting your rights? Virginia and federal law protect you. We hold employers accountable when they strike back.
Explore →FMLA & Leave Violations
Protected leave is a federal right, not a favor. If your job was hurt after taking leave, or you are an employer managing complex policies, we make the law work in your favor.
Explore →Severance Agreement Review
Never sign a severance package without a careful read. We review and negotiate releases, waivers, and restrictive covenants so you keep what you are entitled to.
Explore →Non-Competes & Restrictive Covenants
Many non-competes are overly broad or unenforceable under Virginia law. We review what you signed, tell you whether it holds up, and draft agreements that protect a business properly.
Explore →Handbooks & HR Compliance
Your handbook is your first line of defense. We draft, review, and revise policies and HR practices that reduce risk long before litigation ever begins.
Explore →Why Employees and Employers Trust Us
We sit on both sides of these disputes, which means we see them coming.
Both Sides of the Table
Because we represent employees and employers, we anticipate the other side’s move before it happens.
Plain-English Clarity
We separate what is illegal from what is just unfair, and tell you exactly where you stand before you spend a dollar.
We Move on Deadlines
EEOC charges and severance windows run on tight clocks. We act fast so a missed date never costs you the claim.
Strategy, Then Strength
We resolve what we can at the table and prepare every matter to be tried, which is often what makes a fair result happen.
What to Expect
How Working With Us Begins
1
Consultation
Tell us what happened. We listen, ask the right questions, and identify the claims or the exposure in your situation.
2
Review the Record
We read the contract, the emails, the pay records, and the policies, then tell you plainly where you stand and what your deadlines are.
3
Assert or Protect
We file the charge, send the demand, negotiate the severance, or build the compliant policy, with a clear plan and your goals at the center.
4
Resolve or Try It
We push for the strongest resolution available and are fully prepared to take it to the EEOC, to court, or to trial.
Attorney Insight
“Most people wait too long. The employee signs the severance before anyone reads it, or the employer fires first and documents later. By the time they call me, options have already narrowed. The truth is, employment law rewards whoever prepared. I help employees understand their rights before they sign away, and I help employers build the policies and the paper trail that keep a complaint from ever becoming a verdict. Whichever side you are on, the move is the same: get clear advice early, while you still have every option open.”
Anthony I. Shin, Esq.
Founder, Shin Law Office
Common Questions
Answers Before You Call
Was I wrongfully terminated, or was it just “at-will”?
Virginia is an at-will state, but at-will has limits. If you were fired for a discriminatory reason, in retaliation for asserting a right, or in breach of a contract, that is not lawful at-will, it is a claim. We help you tell the difference.
Should I sign the severance agreement they gave me?
Not before someone reads it. Severance agreements are almost always negotiable and often contain waivers and restrictive covenants that can hurt you later. If you are 40 or older, federal law gives you a review period and a revocation window. We review and negotiate before you sign.
My paycheck does not match my hours. What can I do?
If you are not paid for all hours worked, including overtime, that may violate the Virginia Wage Payment Act, the Virginia Overtime Wage Act, or the federal FLSA. Document your hours, keep your pay records, and let us calculate what you are owed.
I am called a contractor but treated like an employee. Does that matter?
Yes. Misclassification is common and unlawful, and it affects your pay, your overtime, and your protections. Many workers labeled as contractors are legally employees. We assess your actual duties against the legal test.
Can I be fired for reporting harassment or discrimination?
Not lawfully. Retaliation for reporting unlawful conduct or asserting your rights is itself illegal under federal and Virginia law, and you cannot sign that protection away. If it happened, you may have both a retaliation and a wrongful termination claim.
I was fired after taking medical leave. Is that legal?
If you were eligible for FMLA and fired in connection with protected leave, that is likely unlawful retaliation or interference. Employers can only terminate for legitimate reasons unrelated to the leave. We look closely at the timing and the record.
Can I challenge a non-compete I signed?
Often, yes. Virginia restricts non-competes, including a ban on them for many lower and mid-income workers, and any restriction must be reasonable and cannot stop you from earning a living. Let us read it and tell you whether it holds up.
How long do I have to file an employment claim?
Deadlines vary by claim and some are short. Discrimination charges run on EEOC timelines, wage claims follow Virginia and FLSA periods, and unpaid wages can generally be pursued up to three years back under Virginia law. Because the clock matters, contact us early.
I own a business. How do I stay out of court?
Start with a strong, current handbook, compliant contracts and offer letters, and documented HR practices, then handle discipline consistently and in writing. We help businesses build that foundation and address problems before they become lawsuits.
Do I really need an attorney, or can I handle this myself?
If your job, your reputation, or your business is on the line, the stakes justify advice. Early counsel often costs far less than the mistake it prevents, and it keeps every option open while you still have them.
Protect Your Rights or Your Business
Whether you are facing a tough termination, a wage problem, or building a legally sound workplace, we are ready to help. Let Shin Law Office be your trusted partner in employment law across Northern Virginia.
Prefer to talk now? Reach Anthony I. Shin, Esq. at 571-445-6565.
Based in Loudoun County and serving clients across Virginia, Washington DC, and Maryland, we know that when everything’s on the line, the right attorney doesn’t just make a difference, they determine the outcome.
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Copyright © 2026 Shin Law Office, PLC. All rights reserved.
Copyright © 2026 Shin Law Office, PLC. All rights reserved.
Reproduction of any content on this site is prohibited except for individual, non-commercial, informational use. This limited permission does not allow modification, distribution, or incorporation of any content into other works or publications in any medium. You may not reproduce or distribute content from this site to any third party.