Silver Spring Employment Discrimination Lawyer

At Eric Siegel Law, we have a combined 30 years of legal experience and more than a decade supporting people with business, real estate, and employment related matters. Our Silver Spring, MD employment discrimination lawyer knows that sometimes there are instances when an employer does not act with integrity and employees can suffer. An employer may engage in discriminatory behaviors, which is against the law. It is only fair that you would wonder what legal means are available to you in correcting the offense and holding those at fault accountable. For more information about how we can help with your situation, contact our team today!

What Employment Discrimination Looks Like

There are many ways that employment discrimination can happen. You may have received really positive performance evaluations and taken on more responsibilities overtime, only to be disappointed when you don’t get the promotion you deserve. Perhaps you were not selected for a job and someone else was much less qualified than you to perform that job. When you are not chosen, the company is supposed to give you a valid reason for your non-selection. This reason may be false based on your qualifications, experience, and other details. If you believe you have recently been wrongfully treated in the workplace, we suggest having our employment discrimination attorney offer advice at this time.

When an employer treats a worker unfairly based on certain protected characteristics, this is considered employment discrimination. This could be related to unequal pay, denying promotional opportunities they are qualified for, creating a hostile work environment, and wrongful termination based on race, religion, color, sex, national origin, disability, age, or genetic information. An employer could refuse to hire someone based on their race or ethnicity. A worker may have been assigned roles based on their race, even if they have similar qualifications to everyone else. Another example could be an employer who pays a woman less than a man for the same job duties. Ultimately, if you were treated in a manner that feels like a rights violation, we suggest having us intervene and assess the situation.

Why Experience Matters In Employment Discrimination

When things go wrong and your rights have been violated, our team is the right choice. We are transparent and ready to do right by our clients. Our Silver Spring employment discrimination lawyer believes:

• That every person should be treated equally and with respect regardless of their protected characteristics.
• No one deserves to be the victim of discrimination.
• We have no fear when going to trial for our clients. We are strategic and relentless when defending the rights of people.
• We are ready to support those with disabilities who need reasonable accommodations.

When someone is treated adversely and this action was unlawful, it is time to consult with our Silver Spring employment discrimination lawyer for assistance. At Eric Siegel Law, we are ready to come to your side with tenacity and passion to protect. We are ready to consult with you today and offer the guidance you need. Don’t hesitate to reach out, we are here for you!

Types Of Discrimination Cases We Handle

Workplace decisions should be based on performance, not personal traits. When an employee is treated unfairly because of who they are, it’s up to their Silver Spring, MD employment discrimination lawyer to set things straight. At Eric Siegel Law, we represent workers who believe they have been treated differently in violation of employment laws and help them take action. We can also protect you if you fear retaliation. Take a look at the discrimination cases we handle, and contact us today to get started.

Race Discrimination

Employees may face unfair treatment based on race or ethnicity. These cases often involve hiring decisions, promotions, discipline, or termination tied to racial bias.

Gender And Sex Discrimination

Unfair treatment based on gender or sex can appear in many ways, including unequal pay or limited advancement. We review workplace actions to determine whether decisions were influenced by bias.

Pregnancy Discrimination

Pregnant employees have the right to fair treatment at work. Claims may involve denial of leave, changes in duties, or negative actions taken after disclosing a pregnancy.

Age Discrimination

Workers over a certain age are protected from unfair treatment. As your Silver Spring employment discrimination lawyer can explain, these cases may involve layoffs, hiring decisions, or comments that point to age as a factor.

Disability Discrimination

Employees with disabilities have the right to reasonable accommodations. Your workplace discrimination attorney will look at whether your employer refused accommodations or treatedyou unfairly due to a medical condition.

Religious Discrimination

Employers must respect employees’ religious beliefs and practices. These claims often involve scheduling, dress codes, or discipline tied to religious expression.

National Origin Discrimination

Unfair treatment based on a person’s country of origin or background is not allowed. We review workplace actions for signs that origin or accent played a role.

Sexual Orientation And Gender Identity Discrimination

Workers are protected from discrimination based on sexual orientation or gender identity. These cases may involve harassment, unequal treatment, or wrongful termination.

Harassment And Hostile Work Environment

A workplace can become difficult to work in when harassment is ongoing – but your harassment and discrimination attorney can help you fight back. Claims often involve repeated conduct that creates a harmful or intimidating environment.

Retaliation For Reporting Discrimination

Employees have the right to report discrimination without fear of punishment. Some cases involve termination, demotion, or reduced hours after a complaint is made.

Failure To Promote

Promotions should be based on merit and qualifications. We examine whether qualified employees were passed over for reasons tied to protected characteristics.

Unequal Pay

Workers performing similar jobs should receive similar pay. Your labor law discrimination lawyer will review pay structures and job duties to determine whether disparities are based on discrimination.

Contact Us Today

Each discrimination case depends on the facts, including workplace policies, communications, and the timing of events. At Eric Siegel Law, our approach focuses on building a clear record that shows how and why unfair treatment occurred. We’ve fine-tuned our services over 30+ years, and we’ve received awards and recognition to prove it. Get in touch with us today, and start working with a Silver Spring employment discrimination lawyer who can make a difference.

Employment Discrimination Statistics in Silver Spring, MD

A Silver Spring, MD employment discrimination attorney works within one of Maryland’s most diverse workforces. Montgomery County employs people across federal contracting, healthcare, hospitality, retail, education, and a busy nonprofit sector. That mix shows up in discrimination filings year after year. According to EEOC enforcement data, retaliation continues to lead all categories of workplace discrimination complaints nationally, followed by claims involving disability, race, and sex.

Federal numbers from fiscal year 2024 show 88,531 new discrimination charges filed with the EEOC, a rise of more than 9% over the prior year. The agency also returned close to $700 million to more than 21,000 workers during that same period, the largest annual recovery it has posted in years.

Types of Evidence Used in Employment Discrimination Cases

Most employment discrimination cases live or die on the documentation. The stronger the record, the easier it is for our Silver Spring employment discrimination attorney to demonstrate that protected characteristics, not performance, drove the adverse decision. Below are the categories of evidence we look at most often when building a workplace discrimination case.

• Performance reviews and personnel files. Years of strong evaluations followed by sudden criticism after a complaint, after a pregnancy announcement, or after a religious accommodation request often tell their own story. We pull the full personnel file, line up the timeline, and look for inconsistencies. Reviews that flatter you for years and then turn negative for the first time right before termination are worth a closer look. Our discrimination case guide walks through what to gather before reaching out.
• Direct statements and written communications. Comments about age, accent, religion, pregnancy, or disability can show up in emails, Slack messages, performance memos, and meeting notes. Even comments that seem like jokes can carry weight if they relate to a protected characteristic and connect to an adverse action. Saving screenshots and keeping originals can preserve evidence that an employer might later try to walk back. Workplace discrimination cases often turn on language the speaker thought was harmless.
• Comparator evidence. Discrimination claims often rest on showing that similarly situated employees outside the protected class were treated differently. If three coworkers committed the same policy infraction and only the one Black employee was fired, that disparity matters. Our Silver Spring employment discrimination lawyer reviews payroll data, discipline records, and promotion histories to identify these patterns. The Supreme Court has eased the path for proving certain bias claims in recent years.
• Witness accounts. Coworkers who heard the comments, saw the discipline, or noticed the pattern can corroborate what you experienced. Some witnesses will speak openly while others require a subpoena. Either way, we identify who knows what before memories fade and people leave the company.
• Workplace policies and handbooks. When policies are applied unevenly, that selective enforcement becomes evidence. If the handbook says one thing about attendance and a manager applies it harshly to one group while overlooking others, that gap supports a claim. Reviewing how rules are written compared to how they are practiced is part of our standard case workup.
• Hiring and promotion data. For failure-to-hire and failure-to-promote cases, the makeup of the applicant pool, the qualifications of the person selected, and the company’s broader hiring patterns become relevant. Our civil rights litigation attorney often requests this information in formal discovery once a case is filed.
• Medical records and accommodation requests. In disability discrimination matters, documentation of the underlying condition, the accommodation requested, and the employer’s response are central. So is the timeline. An employer’s refusal to engage in the interactive process is itself evidence, even before any adverse action takes place. Pattern evidence sometimes shows the employer has refused similar requests before.
• Pay records. Equal pay claims and discriminatory compensation cases require pay stubs, offer letters, and bonus documentation. Compensation gaps between similarly situated employees can support both individual and broader claims. Building a strong record often starts with preserving these documents early.

Silver Spring Employment Discrimination Lawyer FAQs

Do you offer free consultations for Silver Spring employment discrimination cases?

Yes. We provide a free initial consultation for prospective clients considering an employment discrimination claim in Silver Spring or elsewhere in Montgomery County. During that conversation, we review what happened, when it happened, and what records you have. We also discuss fee structure, since many discrimination matters allow for attorney’s fees to be recovered from the employer when a case succeeds.

How long do I have to file an employment discrimination claim in Maryland?

Federal discrimination claims under Title VII generally require filing a charge with the EEOC within 300 days of the discriminatory act in Maryland, since the state has its own enforcement agency. Some claims have longer filing windows, and others have shorter ones. The actual deadline depends on which law applies and which agency you file with. We encourage workers to contact a Silver Spring employment discrimination attorney quickly so that no deadline slips while you are deciding what to do.

What counts as employment discrimination?

Employment discrimination occurs when an employer treats a worker differently because of a protected characteristic. Federal law protects race, color, religion, sex, national origin, age, disability, and genetic information. State protections in Maryland reach further in some areas. The conduct can include refusal to hire, refusal to promote, unequal pay, termination, demotion, hostile work environment, or denial of reasonable accommodations. If you are unsure whether your situation qualifies, our resource on handling discrimination helps workers identify the elements that matter.

Can I sue my employer for retaliation after reporting discrimination?

Yes. Federal and Maryland law both prohibit employers from punishing workers for reporting discrimination or participating in a discrimination investigation. Retaliation can include termination, demotion, schedule changes, reduced hours, or sudden write-ups. When workers are fired for reporting, the retaliation claim sometimes becomes the stronger of the two cases. Many of our clients pursue both the underlying discrimination claim and the retaliation claim together.

Do I need to file with the EEOC before suing?

For most federal discrimination claims, yes. You must file a charge with the EEOC or the Maryland Commission on Civil Rights and receive a right-to-sue letter before filing a lawsuit in court. Some claims, including certain Equal Pay Act matters, follow different rules. Our Silver Spring employment discrimination lawyer handles the administrative filing along with the eventual litigation, so the process moves consistently from charge through trial.

What kind of damages can I recover?

Recoverable damages in an employment discrimination case may include lost wages, lost benefits, emotional distress damages, and, in some cases, punitive damages where the employer’s conduct was particularly severe. Reinstatement or front pay is sometimes available. Attorney’s fees may be recoverable from the employer. The actual figure depends on facts including how long you were out of work, the severity of the conduct, and the employer’s size.

How much does it cost to hire an employment discrimination attorney?

Fee structures vary by case. Many employment discrimination matters are handled on a contingency or hybrid arrangement, meaning attorney’s fees are tied to outcome and statutory fee-shifting provisions may shift fees onto the employer when the case succeeds. We review the specifics with each client at the initial consultation so there are no surprises later. Knowing your rights before reaching out can also help you ask the right questions during the call.

What is the difference between disparate treatment and disparate impact?

Disparate treatment refers to intentional discrimination, where an employer treats an individual worse because of a protected characteristic. Disparate impact refers to facially neutral policies that disproportionately harm a protected group, even without discriminatory intent. Both are actionable, but the proof requirements differ. Disparate impact claims often rely on statistical evidence showing how a policy plays out across the workforce. We evaluate which theory fits the facts at intake.

What if my employer offers severance after I report discrimination?

Severance agreements typically include release language that would waive your discrimination claim in exchange for a payment. Before signing, have an attorney review the document. The amount offered may not reflect the value of your claim, and federal disclosure requirements sometimes apply when severance involves older workers in a group layoff. Once you sign, the rights you might otherwise have are usually gone, which is why a short consultation before signing is far less expensive than discovering the problem afterward.

Local Information for Silver Spring Employment Discrimination Cases

Silver Spring Courts and Employment Discrimination Forums

Employment discrimination matters arising in Silver Spring can be heard in several venues depending on the claim. Federal cases typically proceed in the U.S. District Court for the District of Maryland, which has a courthouse in Greenbelt handling matters from the Silver Spring area.

What Are Important Local Resources for Silver Spring Employment Discrimination Cases?

The following offices come up regularly in Silver Spring discrimination matters. They are useful starting points for workers who want to file a charge, look up case information, or learn more before contacting an attorney. Eric Siegel Law has no affiliation with, and does not endorse, any of the organizations listed below; we include them strictly for informational purposes.

• EEOC Baltimore Field Office – (800) 669-4000
• DOJ Civil Rights Division – (202) 514-3831
• Montgomery County Human Rights – (240) 777-8450
• Maryland District Court – (301) 344-0660

About Eric Siegel Law

Eric Siegel began his legal career as a trial attorney with the U.S. Department of Justice, Civil Rights Division, where he developed lasting experience with the federal protections at the heart of most employment discrimination cases. His recognitions include selection for the TopVerdict.com Top 100 Jury Verdicts in Labor and Employment, a Best Lawyers listing, and a 10.0 Avvo rating. Eric handles employment discrimination cases personally and works directly with clients from intake through resolution, including trial when an employer refuses to make things right.

What Our Clients Say

★★★★★

“Eric is the lawyer you want when you need someone who knows the law frontwards and backwards and has the ability to protect your rights in a powerful way. He helped a family member who had been through the ringer and when all was said and done, justice prevailed. He’s an incredibly strong and strategic advocate. If I could give him more than five stars, I would.”

— Elinor Barrington

Read more reviews on our Google Business Profile.

Contact Eric Siegel Law

If you suspect that race, sex, age, disability, religion, national origin, pregnancy, or another protected characteristic played a role in how you were treated at work, our Silver Spring, MD employment discrimination lawyer is ready to review the facts. Initial consultations are free, and discrimination matters often allow for attorney’s fees to be shifted onto the employer when a claim succeeds. We will walk you through what’s recoverable, what the timeline looks like, and what to expect at each step. Contact us when you’re ready to talk.