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Get results in days, not monthsResults in days, not monthsWork problems rarely announce themselves in office hours. A manager walks someone to the parking lot on a Tuesday afternoon, a supervisor's texts get stranger over a month, or a paycheck comes up short for the third time. The person on the receiving end opens a phone, usually somewhere private, and types something plain: "fired after asking for leave", "can I sue my boss". That is the moment we build for. We help employee-side employment lawyers show up for those searches, explain how the firm works in language a stressed reader can follow, and make sure the screening path is ready when the call arrives.
We handle organic search, the Google Business Profile, paid ads, AI search and the website for workers' rights practices. Pricing begins at $495 a month, and nothing is due up front or tied to a contract. Nothing here is legal advice, and your bar's advertising rules always come first.
The reader
Most people who need an employment lawyer would rather not be searching for one. They still have a job, or they had one until a few hours ago, and they are worried about what happens to their health insurance, their reference letter and the next rent payment. They search on a phone because the work computer feels risky. They search at 6 a.m. in the car before a shift, at noon in a stairwell, at 9:30 at night after the kids are asleep. Sunday evenings are common too, when Monday's dread kicks in.
That shapes almost everything about how a firm should present itself. A page that opens with a courtroom photograph and a paragraph of self-praise loses the reader in seconds. A page that opens by saying what kind of situations the firm takes, what the first conversation is like and how fees work gives that same reader somewhere to land. Many visitors will leave and return three or four times before dialing. The goal is for each visit to answer one more worry.
There is also the person on the other end of a layoff: someone handed a stack of papers and told they have a short time to sign. That reader is not searching for a lawsuit. They want somebody to read a severance agreement and tell them what it takes away. A good site for an employment lawyer serves both, and says plainly which is which.
When the searching happens
| Window | Where they are | What they tend to type | What the page or ad should do |
|---|---|---|---|
| Before work, 5 to 8 a.m. | Car, kitchen, a train platform | "is it legal to be fired without warning", "my boss cut my hours after I complained" | Open with a calm, plain answer and one clear way to call or book later in the day. |
| Lunch hour | A stairwell, a parked car, a break room corner | "employment lawyer near me", "wrongful termination attorney free consultation" | Load fast, show a click-to-call button, and offer a scheduling link for the evening. |
| Right after a meeting with HR | Hallway or restroom, phone in hand | "HR put me on a PIP", "they want me to sign a separation agreement today" | Short, specific pages on write-ups, performance plans and release agreements with a reachable human. |
| Evening, after dinner | Couch or kitchen table, laptop open | "do I have a case for harassment", "how much does an employment lawyer cost" | Longer explainers, a plain fee explanation and a form that does not feel like an interrogation. |
| Sunday night | Bed, phone only | "toxic workplace what are my rights", "can I get fired for going to the doctor" | Gentle content, no hard sell, and a way to leave details for a Monday call. |
| Payday or the day after | Anywhere | "employer did not pay overtime", "last paycheck not received" | Wage pages that explain what records help and how the firm handles pay claims. |
| Another language | Often a shared family phone | "abogado de despido injusto", "abogado laboral cerca de mí" | Real Spanish pages and a Spanish speaker on the line, not only a translated button. |
Your region and your mix of matters shift this table. Reading a month of call times from your own phone system is the quickest way to see which rows describe your callers.
Matters we write for
The widest door in
People rarely say "wrongful termination". They say they were fired for something that did not feel right. The page has to explain what at-will employment means in general terms and which reasons for a firing are generally prohibited, then invite a conversation.
Treated differently, and the reader knows it
Pages organized by what a worker experienced (pay, promotion, discipline, scheduling), with clear language about protected categories and no promise about what a case is worth.
The slowest search to become a call
Written patiently, without drama, for readers who have been tolerating something for months and want to know whether it crosses a line.
Punished for speaking up
A page for people disciplined, demoted or fired after reporting a problem, with careful language on documentation and timing.
Unpaid overtime, missed breaks, tip and commission disputes
Quick-to-read explainers and a list of the records that help, with honest notes on who is likely to be covered.
Medical leave, disability, pregnancy
Content for people who asked for time off or a workplace adjustment and then saw things change.
The quick, short-fuse service
A page that explains what a review covers, how long it takes, how it is priced and what to bring, built to convert fast because the reader is on a clock.
Stuck between jobs
For people told they cannot take a new job, with a clear note that rules vary a great deal by state.
No employment lawyer should build all eight at once. We start with the matters you most want more of and the places you can serve well, then widen. The search guide explains how the site is arranged around them.
How lawyers get paid, said clearly
Ask a newly fired person what worries them most about calling a lawyer and cost comes up before almost anything else. Many assume they will be billed by the hour just for asking. Some assume a lawyer takes any case on contingency. Neither is always true, and a firm that explains its own arrangement honestly earns trust before the first call.
Different firms structure fees in different ways. Some take wage and discrimination claims on a contingent basis, meaning the firm is paid from a recovery if there is one. Some charge hourly for advice or for matters that are unlikely to produce a recovery. Severance and contract review is commonly a flat, quoted fee for a defined task, because there may be nothing to recover and the scope is easy to describe. Your firm may do all three, or only one.
Whatever the mix, we encourage you to put a plain description on the site: what the first conversation costs, what kinds of matters you handle on contingency, what you handle for a flat fee, and when a client should expect to be asked for a retainer. Your bar may have rules about how fee language and "free consultation" wording are presented, so your ethics counsel should approve the final text. We write the draft and the structure. You own the claim.
How we start
We ask who answers, how long a voicemail sits, what a screening call covers and which matters you decline. A marketing plan that ignores this will fill your inbox with the wrong calls.
The site, the business profile, listings and any ad accounts get audited. Wrong addresses, thin practice pages and risky wording come first.
Each page is written for one situation, reviewed by an employment lawyer at your firm, and tied to a way to call, text or book.
A narrow campaign for one or two matters in the areas you serve, with call tracking so you can see what actually became a consultation.
How the pieces connect
The slow, durable one
Matter pages, honest local pages, attorney bios and guides. Search work for employee-side employment lawyers.
The first tap on a lunch break
A profile for each real office, correct categories and a review process that respects your bar. Google Business Profile for employment firms.
Demand that is already typing
Campaigns split by matter type, strong negatives and tracked calls. Google Ads for employment firms.
Retargeting and reminders
Used sparingly, with platform and bar rules in mind. Meta Ads.
Where the worry gets answered
Matter pages, a fee explainer, a screening form and Spanish content. Website design for employment firms.
Accurate summaries in chat tools
Consistent facts about what you take and where. AI search.
Around those six sit workplace rights guides, directories and local links, a paid channel overview, the qualified-inquiry guide and a full marketing playbook.
A note on the other side of the table
A few practices serve employers, whether as their only work or a share of it. Managers who search for help with a handbook, a wage audit or an agency complaint are a different audience with a different tone, and nothing about a worker's first page suits them. If your employment lawyers do both, the two audiences belong on separate pages with separate calls to action, so a fired employee does not wonder whether you are on their side. This site concentrates on the employee side, and we treat employer-side work as a separate project when a firm wants it.
The rules that shape every choice
Each state sets its own limits on lawyer advertising: what counts as truthful, how testimonials and ratings may appear, who may call themselves a specialist, how fees and disclaimers are worded and when a lawyer may contact someone after a bad event. Those limits differ and move over time. Ad platforms then add their own policies on legal and sensitive subjects.
Our habits follow from that. Nothing we draft claims a result, a superlative or a credential your lawyers lack, and nothing we say forecasts a verdict, a settlement, a ranking or a call count. Leads and referrals are never bought, sold or brokered by us, and no plan pays anyone for sending cases to you. Review requests, results wording, retargeting and any comparison with other lawyers go to you or your ethics counsel first. What the firm publishes is ultimately the firm's responsibility.
The investment
Before you decide
Landing pages cost $495 a month. Organic Growth begins with Silver at $1,495 and climbs to Gold at $2,495 and Platinum at $3,495, which both bring a managed website. Running one ad platform for you is $895 a month. The ads budget is billed elsewhere, and nothing requires a contract.
No, and be careful of anyone who does. Cases depend on your screening, your fees, your area and the facts of each caller. We promise visible work, honest monthly reporting and the freedom to leave at any time.
Never. We do not sell, buy or broker leads, and we are not paid when you sign a case. Everything we build belongs to your firm and is aimed at people who find you directly.
It changes the page copy and the screening form more than the channels. A contingency-only firm must be careful about attracting callers whose matters will not produce a recovery, so the pages say what you take and what you refer elsewhere.
Yes. Many employment lawyers on the employee side work in firms of one to five attorneys. A solo practice usually starts with a handful of matter pages, a clean business profile and a tracked call line, and adds ads only once the phone is covered.
Where you have someone who can speak with Spanish-speaking callers, yes. A translated page that rings through to an English-only voicemail does more harm than good, so we ask about the phone before we write a word.
No. We market law practices and do not practice law. Read your state bar's rules on advertising and solicitation, and put anything doubtful to your own ethics counsel.
More guides
Get in Touch
Tell us which workplace matters you want more of, which states you are licensed in, who answers the phone at lunchtime and after dinner, and how you screen a new caller. We will sketch a flat monthly plan around your practice and nothing else. Call 610-825-4363 or email hello@getphound.com and our CEO will set up the first conversation. This is marketing information, not legal advice, and your state bar's rules always come first.