Keep it short at first
Long forms lose people who are barely holding it together. Ask for contact details and a short description, and let the call do the rest.
Websites for workers' rights practices
Employment Law Firm Website Design: A Site That Calms the Reader and Screens the Call
The visitor to an employment lawyer's site is usually anxious, short of time and testing whether you are for them. They may be on a lunch break, using a phone in a parking lot, or reading in bed after a rough week. They do not need a gallery of gavels. They need to see quickly what kinds of situations you handle, how the first conversation works, how you are paid and how to reach a person.
This page covers how we design and build sites for employment lawyers who represent employees. A custom website comes with the Gold and Platinum Organic Growth plans, and a standalone build is priced after a brief call.
Page by page
The Pages an Employment Lawyer Needs, and What Each One Does
| Page | Job | Contents to include |
|---|---|---|
| Home | Say who you serve in one screen | Which side you represent, matters, states, phone and booking, languages spoken |
| Matter pages | Match a specific problem | What the situation looks like, what the firm does, what to bring, how to start |
| Severance and contract review | Convert a reader with a deadline | How review works, how long it takes, flat or quoted fee, how to send a document securely |
| How a case works | Reduce fear of the unknown | First call, evaluation, agency steps if relevant, negotiation, litigation, typical stages explained generally |
| Fees | Answer the cost worry | Contingency, hourly and flat arrangements in plain words, as your bar allows |
| Employment lawyer pages | Establish credibility | Admissions, languages, background, a real photo |
| Spanish pages | Serve a large audience | Translated by a fluent writer and reviewed by an attorney who speaks Spanish |
| Resource guides | Earn trust and links | What to document, questions to ask before signing, how agency charges work in general terms |
The first screen
What a Worried Visitor Needs in the First Few Seconds
A stressed reader on a phone scans. Within the first screen they should see a headline that names the situation, a sentence that says you represent employees, a phone button that is easy to tap and a clear sign that a person is available. Below that, one short paragraph explaining how a first conversation works lowers the barrier more than a long biography.
It helps to remember what is not needed. Autoplaying video can startle someone in a quiet place. A chat bubble that pops up before the reader has understood the page feels like a salesperson. A banner announcing awards that might not fit your bar's rules creates risk for no gain. Quiet, readable and honest almost always wins.
The screening form
A Case Screening Form That Respects the Caller and Saves an Employment Lawyer's Time
A few filter questions
Two or three dropdowns can tell you whether the matter is in your states and whether time limits might be close. Avoid asking for the employer's name until a person has spoken with the caller, if that fits your conflicts process.
Say what happens next
State when someone will reach out and by what method, and honor it. A worker who hears nothing for days will call someone else.
Offer a way to send documents later
Employment cases involve emails and agreements, but these should come through a secure channel after a conversation rather than as a casual upload.
Disclaimers that fit
State clearly that submitting a form does not create one, in language your counsel approves, and avoid hiding it in tiny type.
Consent for text messages
Text outreach has its own consent rules. Set that up correctly rather than discovering it after the fact.
The severance page
A Small Page With a Large Job
Name the situation
"You were offered a separation agreement and a deadline" tells the reader this page is for them.
Explain what a review covers
In general terms: what you may be giving up, what is missing and what questions to raise. Do not promise a better offer.
Say how long it takes and what it costs
A quoted flat fee, or a way to get one quickly, answers the biggest hesitation.
Make sending the document easy
A secure upload or a clear instruction to call first. Remind readers not to wait until the last day.
Link to the rest of the site
Many people who start with a review realize they might have a claim. Provide a clear route to a fuller conversation.
Tone and trust
Credibility Comes From Specifics, Not From Superlatives
Employment lawyer sites often rely on words like "aggressive", "dedicated" and "relentless". Readers have stopped hearing them, and in some states they may attract a bar's attention. Better evidence of competence is concrete: which matters the firm handles, how many attorneys work on them, which courts and agencies they appear before, which languages the office speaks, and how a typical engagement begins.
Where your bar permits it, there is room for human details such as a short note on why an attorney chose to represent employees. We draft what you tell us and leave the facts to you. We never invent testimonials, results or awards, and we format any such content only after your ethics counsel has cleared it.
Technical basics
Build Choices That Matter on a Phone
| Choice | Why | What we do |
|---|---|---|
| Mobile first layout | Many visitors never open a laptop | Thumb-sized buttons, short paragraphs, sticky call button |
| Page speed | Slow pages lose stressed readers | Compressed images, lean code, no heavy sliders |
| Accessibility | Many readers have disabilities, and stress lowers patience for everyone | Strong contrast, readable type, labeled form fields |
| Analytics and call tracking | To see which pages bring consultations | Conversion events for calls, forms and bookings |
| Secure forms and hosting | Visitors share sensitive information | Encrypted connections, minimal data collection and clear privacy notices |
| Structured data | Helps machines read firm and attorney details | Markup that matches what visitors can see |
Attorney pages
Bios That Help a Nervous Reader Choose an Employment Lawyer
A real photograph
People are deciding whether they can talk to this person. A clear, friendly photo helps more than an award graphic.
Why this work
A short note about why the lawyer represents employees is more memorable than a list of memberships. Keep it factual and approved.
Admissions and bar details
List where the attorney is admitted and the year, matching the bar record, so a visitor or an assistant finds no conflict.
Languages and communities
If the attorney or staff speak Spanish or another language, say so, and say whether the phone is staffed in that language.
Speaking and writing
Presentations, bar section roles and guides give a reader something concrete. Avoid implying specialist certification unless it is real and your state permits the wording.
Privacy and consent
Small Details That Protect Visitors and the Firm
| Detail | Why it matters here | What we do |
|---|---|---|
| Cookie and tracking notices | Visitors reading about a firing do not expect to be followed | Set up consent where required and keep tracking to what you need |
| Form privacy line | People worry the employer will see their message | Say who reads submissions and how they are stored |
| Autofill and sensitive fields | Forms can capture more than you intend | Limit fields and turn off unnecessary autofill |
| Embedded tools | Chat widgets and schedulers send data to third parties | Review each one and disclose it |
| Text message consent | Rules apply to marketing and sometimes to replies | Capture consent clearly and keep records |
Launch checklist
Before the New Site Goes Live
Content review
An employment lawyer at your firm reads every page for accuracy, tone, advertising rules and disclaimers.
Phone test
Call every number on the site at different hours and confirm who answers and what they say.
Form test
Submit each form and confirm that it arrives, that the confirmation page explains what happens next and that tracking fires.
Phone and speed test
Open each key page on an older phone and a slow connection and fix what frustrates.
Redirect old pages
Anything that ranked or was linked gets a redirect so earlier effort is not lost.
After launch
A Site That Is Easy to Keep Current
Employment law changes, attorneys come and go, and fee language gets revised after a bar opinion. A site that only a developer can edit goes stale fast. We build on WordPress so your team can update an attorney bio, a phone number or a service line, and we manage hosting, security updates and backups on the plans that include a website. Each page shows an update date where it matters, and pages that discuss legal rules are on a review list so someone looks at them at least once a year.
The investment
What a Website Costs
A custom, fully managed website with hosting and maintenance is included with Organic Growth Gold and Platinum. A standalone site is quoted after a short call. All plans are month to month.
Website questions
What Attorneys Ask Before Rebuilding a Site
How much does an employment law firm website cost?
Gold ($2,495 a month) and Platinum ($3,495 a month) each include a fully managed custom website. A website on its own is priced after a short conversation, and you sign no contract.
Should an employment lawyer show past results?
Only if your bar allows it and counsel approves the wording. You provide verified facts, and we format the page. We never invent or imply results.
Does an employment lawyer need a Spanish version?
If you can serve Spanish-speaking callers well, a properly written Spanish section is valuable. If not, hold off until you can staff the phone.
Can an employment lawyer's form ask about the dispute?
Keep it light. A short description is enough, and sensitive details belong in a conversation. Keep conflicts and privacy in mind.
Should an employment lawyer use live chat?
It can help if a trained person answers promptly. A chat bubble nobody watches frustrates visitors and is worse than none.
Do we own the site?
Ask any provider, including us, to put ownership and handover terms in writing before you sign. We build custom WordPress sites without templates and are glad to explain the terms plainly.
Site guides
Every Guide Written for Employee Advocates
Start Here
- Employment Law SEOHow employee-side employment lawyers are found in organic search: pages for what workers actually experience, honest city pages, bios, technical basics and trust signals.
- Employment Law Marketing GuideA full playbook for employee-side employment lawyers: who the clients are, which channels fit each, what to do first, what it costs, a seasonal checklist and a ninety-day start.
- Employment Lawyer MarketingMarketing for firms that represent employees: search, maps, ads, AI answers and a website, built around people who were just fired, cut, harassed or underpaid.
Get Found in Search
- Google Maps for Employment FirmsSetting up and caring for a Google Business Profile for an employee-side practice: categories, real addresses, evening hours, reviews and language details.
- AI Search for Employment FirmsHow workers ask AI assistants about being fired, harassed or underpaid, and what an employee-side firm can publish so its practice is described accurately.
- Links and Citations for Employment FirmsLegal directories, bar and community links, press and worker-resource partnerships that suit an employee-side firm, plus the shortcuts to avoid.
Paid Advertising
- Paid Ads for Employment FirmsWhich paid channels fit an employee-side firm and in what order: Google Ads, Local Services Ads where available, Bing, Meta Ads, and a small ChatGPT test.
- Google Ads for Employment FirmsHow to structure Google Ads for an employee-side firm: campaigns by matter, negatives for job seekers and employers, call scheduling, tracking and budgeting from case economics.
- Meta Ads for Employment FirmsWhat Meta Ads (Facebook and Instagram) can and cannot do for an employee-side firm: retargeting, rights education, Spanish-language outreach and policy limits.
Website and Content
- Website Design for Employment Firms (you are here)Website design for employee-side employment lawyers: matter pages, a screening form that respects the caller, severance upload, fee explainer, Spanish pages and mobile call paths.
- Content Marketing for Employment FirmsWhat to publish for workers facing a firing, a severance offer or unpaid wages: guides, checklists and explainers that attorneys can approve and readers can use.
Get in Touch
Is Your Website Doing Its Job at 9:30 on a Sunday Night?
Share your current site and the matters you want more of. We will look at it the way a worried reader would, on a phone, and tell you what we would change first. Dial 610-825-4363 or email hello@getphound.com when you are ready, and our CEO will set a time. Marketing guidance only, not legal advice.