New Jersey Employment Attorney — Both Sides of the Table
New Jersey's Most Experienced Employment Attorney. 1,000+ Cases. Both Sides. No Exceptions.
Employment law in New Jersey is a minefield — for employers and employees alike. The New Jersey Law Against Discrimination (NJLAD) is one of the most expansive employee protection statutes in the country. The penalties for getting it wrong are severe. And the attorneys who truly understand both sides of these disputes are extraordinarily rare.
Sean Branigan has personally handled over 1,000 employment and HR matters over 20+ years — representing employers building defensible HR systems and employees who were wrongfully terminated, harassed, retaliated against, or denied wages they were owed. He has been selected as a Top Lawyer in North America three times and earned Super Lawyers Rising Stars honors in employment law three consecutive years.
What makes Sean uniquely dangerous in employment disputes is his dual-side experience. He knows what HR departments do wrong. He knows what plaintiff attorneys look for. He knows which arguments win at the EEOC, at the New Jersey Division on Civil Rights, and in Superior Court. That knowledge is a weapon — and he deploys it on your behalf.
Whether you are a business owner who just received a demand letter, an executive who was pushed out, or an employee who was fired for the wrong reasons — Sean is the attorney who moves fast, thinks strategically, and does not back down.
Reach Sean Directly
Direct Cell
973.519.3332
Office
973.744.2223
Free diagnosis & strategy session available.
Strategic consultation: $1,000.
True victims & the wrongfully accused are never turned away.
Bilingual — English & Spanish.
Scope of Representation
What Sean Handles in Employment Law
Wrongful Termination
New Jersey is an at-will employment state — but there are dozens of exceptions. If you were fired for discriminatory reasons, in retaliation for protected activity, or in violation of a contract, you have rights. Sean has won wrongful termination cases at every level.
Retaliation & Whistleblower Claims
New Jersey's Conscientious Employee Protection Act (CEPA) is one of the strongest whistleblower statutes in the country. If you were punished for reporting illegal activity, safety violations, or fraud — Sean will hold the employer accountable.
Wage & Hour Disputes
Unpaid overtime, misclassification as independent contractors, tip theft, and minimum wage violations are rampant in New Jersey. Sean pursues these claims aggressively — including class and collective actions.
Non-Compete & Restrictive Covenant Disputes
New Jersey courts scrutinize non-compete agreements carefully. Sean has challenged and enforced non-competes, non-solicitation agreements, and confidentiality provisions at the trial and appellate level.
Employer HR Defense & Compliance
Sean builds bulletproof HR policies, employee handbooks, and investigation protocols for employers. When a complaint arrives, he manages the response — minimizing exposure and protecting the business.
EEOC & DCR Representation
From the initial charge through mediation, investigation, and right-to-sue letters — Sean represents both charging parties and respondents before the EEOC and New Jersey Division on Civil Rights.
Executive Severance Negotiations
Severance agreements, separation packages, and executive employment contracts require a skilled negotiator. Sean has negotiated multi-million dollar severance packages for executives across New Jersey.
Workplace Investigations
When an internal complaint requires an independent investigation, Sean conducts thorough, legally defensible workplace investigations — protecting the employer's interests while ensuring procedural fairness.
Who Calls Sean
This Practice Area Is Built for You If…
Serving employers and employees throughout Essex County (Newark, Montclair, Bloomfield, Livingston), Morris County (Morristown, Parsippany, Madison), Hudson County (Jersey City, Hoboken, Bayonne), Ocean County (Toms River, Brick, Lakewood), Warren, Sussex, and Hunterdon Counties.
- You are a business owner who received an HR complaint, EEOC charge, or demand letter and need to respond immediately.
- You are an executive who was pushed out, demoted, or had your compensation changed without cause.
- You were fired and you believe the stated reason was pretextual — covering up discrimination or retaliation.
- You reported illegal activity at work and were punished, sidelined, or terminated.
- You are owed unpaid wages, overtime, or commissions that your employer refuses to pay.
- You signed a non-compete and your former employer is threatening to enforce it.
- You are an HR professional or business owner who wants to build a defensible, compliant workplace.
- You are facing a hostile work environment and need to understand your options before you act.
Common Questions
Frequently Asked Questions
What is the statute of limitations for employment claims in New Jersey?
Under the NJLAD, you generally have two years from the date of the discriminatory act to file a lawsuit. For EEOC charges, you typically have 300 days. For wage claims, the statute of limitations is six years under New Jersey law. Acting quickly is critical — call Sean for a free diagnosis before any deadline passes.
Can my employer fire me for any reason in New Jersey?
New Jersey is an at-will employment state, which means employers can generally terminate employees for any reason or no reason — but not for an illegal reason. Illegal reasons include discrimination based on protected characteristics, retaliation for protected activity, and violations of public policy. Sean can assess whether your termination was unlawful.
What damages can I recover in a wrongful termination case?
Damages in New Jersey employment cases can include back pay, front pay, emotional distress damages, punitive damages (in egregious cases), and attorneys' fees. The NJLAD is particularly powerful because it allows for significant emotional distress and punitive damages. Sean will give you an honest assessment of your case's value.
How does Sean handle both employer and employee cases?
Sean's dual-side experience is his greatest asset. He has represented employers in hundreds of HR matters and employees in hundreds of claims. He maintains strict ethical walls between matters and never represents adverse parties in the same dispute. His knowledge of both sides makes him more effective for whichever side he is on.
What should I do if I receive an EEOC charge?
Do not respond without an attorney. The EEOC process has strict deadlines and procedural requirements. A poorly drafted position statement can damage your case at every subsequent stage. Call Sean immediately — he has represented both charging parties and respondents before the EEOC and New Jersey DCR.