Employment Lawyer Marketing
Employment law marketing that brings in strong claims.
Employment cases vary widely in value, and most inquiries need careful screening. Workers search for help after a firing, a harassment complaint or a missing paycheck, often unsure whether they have a case. We help employment firms reach the right workers and filter for the claims they take.
How clients choose
How employment law clients search and decide.
Workers are unsure they have a case
Many people search can I sue my employer or was I wrongfully terminated before they look for a lawyer. Clear, honest explanations of common claims bring them to you.
Claim types are searched separately
Wrongful termination, discrimination, harassment, retaliation and unpaid wages each have their own searches. Dedicated pages rank better and set clearer expectations.
Screening is essential
Employment firms decline many inquiries. Forms and content that explain what you handle save intake time and attract stronger claims.
Employee side or employer side
Some firms represent workers, some represent businesses, and some do both. Marketing must be clear about which side you take.
What we do
Employment Law law firm marketing services.
Claim-specific pages
Wrongful termination, discrimination, harassment, retaliation, unpaid wages and overtime.
Honest qualifying content
Explanations of what makes a strong claim, written to help workers self-screen.
Screening-friendly forms
Questions that gather the facts your team needs to evaluate a claim.
Focused search campaigns
Ads limited to the claim types and locations you accept.
State law content
Pages that reflect your state’s employment laws as well as federal law.
Case tracking
Inquiries tracked through screening to accepted case by claim type.
Searches we build pages and campaigns around
- “wrongful termination lawyer”
- “employment lawyer near me”
- “sexual harassment attorney”
- “unpaid overtime lawyer”
- “can I sue my employer”
- “workplace discrimination lawyer”
- “retaliation lawyer”
Search strategy
Employment Law SEO and Google Ads strategy.
Paid search
Search campaigns are limited to the claim types you accept, with negative keywords that block job seekers and HR research. Forms qualify inquiries before they reach your team.
Maps and Local Services Ads
Map Pack visibility helps local workers find you, though many employment clients search by claim type first and location second. Content often matters more than maps.
Content that ranks
Pages and articles built around the questions employment law clients ask most, reviewed by your attorneys before they go live.
Was I wrongfully terminated?
What makes a firing illegal, explained clearly.
Workplace discrimination
Protected categories and what evidence helps.
Sexual harassment at work
What to document and how claims work.
Unpaid wages and overtime
Common violations and how workers recover pay.
Retaliation for reporting
Protections for workers who speak up.
Intake
Marketing brings the call. Intake signs the case.
Employment callers often have long, detailed stories and strong emotions about their workplace. Intake needs a clear, consistent set of questions so your team can evaluate claims quickly and respectfully decline the ones you cannot take.
Getting started
Your first 90 days of employment law marketing.
Engagements start at $1,000 per month, with one strategist running the plan from day one. See pricing.
Month 1Audit and intake review
Your website, Google Business Profile, ads and tracking for employment law cases, plus a review of how calls are answered.
Month 2Build and launch
New or rebuilt employment law pages, Local Services Ads where available, and focused search campaigns.
Month 3Measure and refine
The first report on calls and signed cases by source, with budget moved toward what works.
Common mistakes
What we see go wrong in employment law marketing.
One page for all claims
Workers search by claim type. A single employment page cannot rank for all of them.
No screening in the funnel
Without qualifying content and forms, intake spends hours on inquiries that will never become cases.
Unclear which side you represent
Workers and employers both search for employment lawyers. Be clear about who you serve.
Ignoring state law
Many employment protections come from state law. Content that only covers federal law misses important searches.
Questions
Employment Law lawyer marketing FAQs.
Don’t see your question? Call 240-820-2196 and ask.
How do you reduce unqualified inquiries?
With claim-specific pages that explain what makes a strong case, focused ad targeting and intake forms that gather the right facts up front.
Do you market for employer-side firms?
Yes. Employer-side marketing focuses on business owners and HR leaders, with different content and channels.
Do you write about wage and overtime claims?
Yes. Wage and overtime pages often bring in a steady flow of inquiries, especially in industries with hourly workers.
Is content reviewed for accuracy?
Yes. Your attorneys review all content for accuracy and compliance before it is published.
Are Local Services Ads available for employment law?
Employment law is a Local Services Ads category in many markets. We confirm eligibility for your firm.
How do you measure results?
Inquiries by claim type and source, how many pass screening, and how many become accepted cases.
Related practice areas
Other practice areas we market.
Workers’ Compensation
Injured workers are often worried about their job, their paycheck and their medical bills all at once.
Immigration
Immigration clients are making decisions that affect their families and their futures, and many have heard stories about fraud and bad advice.
Estate Planning and Probate
Estate planning is a considered decision.
Let’s talk about your employment law practice.
Book a 30-minute call or call directly. You will speak with George, who has spent nearly two decades in legal marketing.
Gaithersburg, Maryland. Serving clients nationwide.
Tell us about your business