You have the right to a workplace free from illegal discrimination and harassment based on protected characteristics (for example: race, colour, national origin, religion, sex including pregnancy, sexual orientation, and gender identity age 40+, and disability). You’re also protected from retaliation for reporting or opposing unlawful conduct, requesting a workplace accommodation, filing a complaint, or participating in an investigation. Many employees have rights to family and medical leave (FMLA), reasonable accommodations (ADA) including for mental health conditions, and overtime pay (FLSA) if they’re non‑exempt.
If you believe your rights were violated at work in Tennessee, request a confidential case evaluation through our online form. We’ll let you know quickly whether we can help or point you in the right direction.
“At‑will” means most Tennessee employers can end the employment relationship at any time, for any or no reason, and you can leave at any time for any or no reason. But at‑will is not a free pass to break the law. Your employer cannot fire you for illegal reasons, including:
● Discrimination (e.g., because of your race, sex, pregnancy, age 40+, disability, religion, or national origin)
● Retaliation (for reporting discrimination/harassment, requesting FMLA/ADA rights, whistleblowing, or filing a charge)
● Violations of public policy (e.g., refusing to participate in illegal activity, serving on a jury, voting, or filing a lawful workers’ compensation claim)
If you’re told you’re “at‑will” and therefore “have no rights,” that’s a red flag. Contact us for a case evaluation if you suspect a firing, demotion, or discipline crossed a legal line.
Yes, if the reason is not illegal. Employers are not required to give a reason for termination in an at‑will state like Tennessee. However, they cannot terminate you because of a protected characteristic, because you asked for a lawful accommodation or leave, or because you reported unlawful conduct (retaliation). When a termination violates these laws, it may be wrongful termination.
If you were let go “for no reason,” or if the reason you were given seems suspicious, save your paperwork, timeline, and witness names and request our confidential case evaluation. Quick action preserves evidence and deadlines.
“Wrongful termination” is an umbrella term for illegal firings, such as:
● Firing motivated by discrimination (race, sex/pregnancy/LGBTQ+, religion, national origin, age 40+, disability)
● Retaliation for reporting discrimination/harassment, requesting FMLA or ADA accommodations, making a good‑faith complaint about illegal conduct, or serving a civic duty
● Public‑policy violations (e.g., refusal to break the law; filing a workers’ compensation claim)
Terminations for unfair, petty, or inaccurate reasons may feel wrongful,but they’re not legally wrongful unless tied to a protected right. Not sure which category your situation falls into? Send us your timeline in our case‑evaluation form so we can analyze it under Tennessee and federal law.
Illegal discrimination happens when an employer takes an adverse action (hiring, firing, pay, demotion, assignments, benefits, or significant schedule changes) because of your protected characteristic (race, colour, religion, sex including pregnancy, sexual orientation, and gender identity national origin, age 40+, or disability). Discrimination can be overt (for example, , “we don’t promote women”) or subtle but still unlawful (biased performance standards, exclusion from high‑value projects, or unequal discipline).
Think you were treated differently because of a protected characteristic? Document what happened and request a case evaluation.
Workplaces can be tough but the law draws a line. Harassment becomes unlawful when conduct is severe OR pervasive enough to create a hostile work environment for a protected reason (e.g., sexual comments about women; racist slurs; mocking a disability; anti‑LGBTQ+ insults). One explosive incident (e.g., sexual assault or a violent threat) can be severe enough by itself. Repeated derogatory comments or constant unwanted touching can be pervasive over time.
Someone being rude or “mean” is not automatically illegal. To be unlawful, the hostility must be tied to a protected characteristic or to your participation in a protected activity (e.g., complaining about harassment) and be severe or pervasive enough to affect the terms and conditions of employment.
Quid pro quo sexual harassment (special rule): When someone with authority conditions a job benefit (hiring, pay raise, promotion, scheduling, preferred assignments) on sexual favors, or threatens a job detriment (demotion, termination, pay cut) if you refuse, that is illegal even if the conduct is not severe or pervasive. A single incident can be enough. This often involves supervisors or managers and can create direct employer liability when a tangible employment action results. Quid pro quo harassment can occur regardless of gender, and same‑sex harassment can qualify.
If you’re unsure whether your experience crosses the legal threshold, send us specifics in the case‑evaluation form. We can assess whether what’s happening is illegal and how to protect yourself.
Retaliation is when your employer punishes you because you engaged in a protected activity, such as:
● Reporting or opposing discrimination/harassment of yourself of others
● Participating in an investigation or filing an EEOC charge
● Requesting FMLA leave or an ADA accommodation
● Reporting illegal activity or safety concerns
Retaliation takes many forms: termination, demotion, schedule cuts, pay reduction, discipline, exclusion from meetings, or sudden negative reviews. Look for timing (adverse action soon after your complaint), knowledge (decision‑makers knew about your protected activity), and shifting explanations.
If you suspect retaliation, write down dates, witnesses, and documents and request a confidential case evaluation. These cases are often strong when documented early.
FMLA is a federal law that provides up to 12 weeks of job‑protected, unpaid leave (26 weeks for certain military caregiver leave) for eligible employees of covered employers. Common reasons include:
● Your own serious health condition (including pregnancy‑related conditions)
● Bonding with a new-born, adopted, or foster child
● Caring for a spouse, child, or parent with a serious health condition
● Certain military family needs (qualifying exigencies)
● Up to 26 weeks to care for a covered service member with a serious injury/illness
Eligibility generally requires: 12 months of employment, 1,250 hours worked in the previous 12 months, and working at a location with 50+ employees within 75 miles. If your employer denied FMLA, counted FMLA leave against you, or retaliated after you used it or requested it, contact us immediately for a case evaluation.
Under the federal Fair Labor Standards Act (FLSA), most non‑exempt employees must be paid time‑and‑a‑half for hours worked over 40 in a workweek. Tennessee follows federal law.
You may be exempt from overtime only if both the job’s duties and the salary threshold are met. Key white‑collar exemptions include executive, administrative, professional, outside sales, and certain computer roles. As of July 1, 2024, the salary threshold for most white‑collar exemptions increased to $844/week; as of January 1, 2025, it rose to $1,128/week (duties tests still apply). If you’re salaried, perform no real management, and routinely work 50–60+ hours without overtime, you may be misclassified.
If you believe you’re owed overtime, save pay stubs and schedules and request a case evaluation. We’ll help assess whether your issue overlaps with retaliation, discrimination, or broader claims and discuss next steps.
The ADA prohibits discrimination against qualified employees with disabilities and requires covered employers (employers with 15+ employees) to provide reasonable accommodations unless doing so would cause an undue hardship on the employer. The ADA covers many conditions (including mental health conditions like depression, anxiety, PTSD, bipolar disorder, and ADHD)when they substantially limit a major life activity. If you were denied an accommodation or disciplined/fired after disclosing a condition, reach out for a confidential case evaluation.
A reasonable accommodation is a change to the job, schedule, policy, or work environment that helps a qualified employee with a disability perform essential job functions. Examples: modified schedules, remote work/telework, extended breaks, leave for treatment/recovery, noise‑reducing equipment, assistive technology, job restructuring, or reassignment to a vacant role.
How to request: You don’t need special words. Tell HR or your manager that you need a change because of a medical condition. It’s often helpful to put it in writing, identify the limitations you’re experiencing, and suggest possible accommodations. Employers can request medical documentation limited to your condition and need for the accommodation; then you and your employer should engage in an interactive process to identify a reasonable solution.
If your request was ignored or denied, or if you faced retaliation after asking, contact us for a case evaluation.
It depends on the claim and forum. Key examples for Tennessee employees:
● Federal discrimination/harassment/retaliation (Title VII/ADA/GINA): You generally must file an EEOC charge before suing. The EEOC filing deadline can be up to 300 days, but Tennessee’s 2025 restructuring of state enforcement may affect how deadlines are calculated. To protect your rights, aim to act within 180 days and contact us as soon as possible.
● Age discrimination (ADEA): Similar charge‑filing rules apply; timelines can differ. Act quickly.
● Equal Pay Act/FLSA (overtime/minimum wage): Typically 2 years, or 3 years for willful violations.
● FMLA: Generally 2 years, or 3 years for willful violations.
● Tennessee Human Rights Act (THRA): You may file a private lawsuit in state court; deadlines are short. Because rules are evolving post‑2025, speak with us immediately to preserve claims.
Deadlines are unforgiving and can change. Contact us right away we routinely prepare and file EEOC charges for clients who have experienced employment discrimination in Tennessee.
Yes. Many employees file charges or lawsuits while still employed. Anti‑retaliation laws protect you from punishment because you asserted your rights. That said, there are strategic and personal considerations. We help clients build a plan to protect their job, document retaliation, and evaluate whether continuing employment is tenable.
Ready to discuss strategy? Request a confidential case evaluation.
We never want to deter legitimate claims but it’s honest to discuss potential risks:
● Retaliation (illegal but real): We plan proactively to document and challenge it.
● Time, stress, and privacy: Litigation can be slow and emotionally taxing; and many filings are public records.
● Cost/fee‑shift realities: Some statutes allow recovery of attorneys’ fees if you win; others don’t. We’ll explain fee structures up front.
● Arbitration clauses: Some employers require arbitration, which changes timelines and procedures. We assess enforceability and strategy.
● We’ll tailor the path: We will discuss options like mediation or early settlement to minimize stress and protect your wellbeing while pursuing results.
We take a trauma‑informed, client‑centred approach and will talk candidly about the pros/cons before you decide. Start with a confidential case evaluation.
It depends on the law at issue. Broad categories include:
● Back pay & benefits (lost wages/benefits)
● Front pay or reinstatement (reinstatement is the Court’s preferred recovery)
● Compensatory damages (e.g., emotional distress) in many discrimination/retaliation cases (note that these are not awarded in FMLA claims)
● Punitive damages (available in certain federal cases against private employers)
● Liquidated damages (double back pay) in ADEA and FLSA cases for wilful violations
● Attorneys’ fees and costs (available under many statutes)
Damage caps: Under federal discrimination laws like Title VII and the ADA, combined compensatory and punitive damages are capped by employer size ($50,000–$300,000). Back pay is not capped.. Other laws (ADEA, FMLA, Equal Pay Act) have different remedies and no such caps on back pay. We will explain how caps apply to your case.
There’s no one‑size timeline. Administrative investigations (like EEOC) can take months. Lawsuits may take 6–24+ months, depending on the court, discovery needs, motion practice, and whether the case settles, mediates, arbitrates, or goes to trial. Many matters resolve through mediation or settlement negotiations. If your employer has a binding arbitration agreement, the process is private and can be faster—or sometimes not. We’ll map the road ahead early so you can plan.
We will actively explore mediation or other ADR when it aligns with your goals—often resolving disputes faster and with less emotional burden than trial. Not every dispute belongs in a courtroom.
Immediately if: you were just fired; you’re experiencing harassment or retaliation; HR isn’t responding; you need FMLA or ADA help; or you received a severance agreement to sign. Early guidance protects evidence, deadlines, and leverage. If you’re unsure whether you have a case, start with our confidential case‑evaluation form we’ll give you a clear, candid assessment.
Early involvement also lets us explore non‑litigation options like cooperative problem‑solving or mediation consistent with Anne’s relationship‑based approach.
In many employment cases we offer a contingency fee arrangement. A contingency fee means our fee is a percentage of the recovery if we obtain one. We discuss options transparently before engagement, so you know the potential costs you may pay and benefits of hiring us on a contingency fee basis.
Look for a focused employment‑law practice, thought leadership, and trial‑readiness. Our firm is led by Attorney Anne Hunter, a Tennessee employment lawyer licensed since 1995, with extensive experience in federal and state courts and before the EEOC.. As a mother and long-time advocate, she understands the challenges women and members of the LGBTQ+ community face at work and brings a relationship‑based, compassionate approach to every case. We are a boutique employment and civil rights practice representing employees across Tennessee in discrimination, harassment, retaliation, ADA, and serious wrongful‑termination matters.
At Hunter Employment Law, we know this can be one of the hardest chapters of your life. We communicate the way that works best for you secure client portal (preferred), email, phone, or in‑person meetings—with regular updates and quick responses. You’ll work directly with experienced attorneys and staff, not be shuffled through a call centre. Our relationship‑based approach ensures your preferences drive the cadence and style of updates.
1: Follow policy: Use the reporting channels in your handbook. If your supervisor is the problem, report to HR or another designated contact.
2: Document: Keep a dated log, save emails/texts, and identify witnesses.
3: Escalate: If the conduct continues, escalate internally in writing.
4: Get legal help: We’ll evaluate whether to file an EEOC charge, request accommodations, or send a preservation/anti‑retaliation letter.
If your internal report is going nowhere, request a case evaluation we’ll step in.
● Build a support team: Therapy or counselling, trusted friends/family, and (if comfortable) your physician.
● Set boundaries: Limit case talk at work; avoid social‑media posts about your matter.
● Create routines: Sleep, nutrition, exercise, and time off screens.
● Ask for accommodations: If anxiety, depression, PTSD, or other conditions are affected, consider requesting ADA accommodations (reduced triggers, schedule flexibility, time for treatment).
● Choose resolution paths that fit you: We’ll consider mediation or other ADR when it can reduce re-traumatization while still protecting your rights.
● Name the wins: Keep a private list of small victories. Litigation is a marathon, not a sprint.
We practice a trauma‑informed approach and can connect you to resources.
● Led by Attorney Anne Hunter: Licensed since 1995; extensive experience in federal and state courts and before the EEOC.
● Relationship‑based, trauma‑informed: We consider settlement, mediation, or arbitration to reduce re-traumatization while staying fully trial‑ready.
● Rule 31 Mediator: Trained by the Tennessee Supreme Court to mediate skilled at settlements and collaborative solutions when they fit your goals.
● Boutique, high‑touch service: You work directly with experienced counsel and staff.
● Employee‑side focus: We represent employees not corporations.
If your workplace rights were violated, request a confidential case evaluation now. We’ll review your situation and advise you on the best next step.
We focus on employee‑side matters, including:
● Discrimination (race, sex/pregnancy/LGBTQ+, age 40+, disability, religion, national origin)
● Pregnancy Discrimination
● Sexual harassment & assault (including hostile work environment)
● Retaliation claims
● Wrongful termination tied to protected activity or status
● ADA & reasonable accommodations
● Hostile work environment
● Executive‑level matters: severance agreements, executive contracts, and exit negotiations
Not sure where your situation fits? Tell us your story via our evaluation form.
Ethical rules limit how law firms discuss results, and raw counts don’t tell the full story because every case is unique. Instead of a running tally, we focus on impact and share representative results when appropriate. What matters most is whether your case has legal merit and a strategy to achieve justice. Start with a confidential case evaluation and we’ll give you a candid read.
No. We represent employees across Tennessee, including but not limited to, Memphis, Jackson, Clarksville, Murfreesboro, Franklin, Chattanooga, Knoxville, Johnson City, Kingsport, and the surrounding areas. We offer secure video meetings and e‑signing, and we travel for key hearings and trials.
Attorney Anne Hunter brings a relationship‑based approach to employment law. She earned her B.A. in English Literature from DePauw University and her J.D. from DePaul University College of Law, and has been licensed since 1995. A Tennessee Supreme Court Rule 31 Mediator, Anne values collaborative problem‑solving and the thoughtful use of mediation, arbitration, and settlement when they fit a client’s goals—while staying fully prepared to litigate. Anne moved to Middle Tennessee in 2000, raised her three children here, and remains active in the community, including Leadership Brentwood. Her advocacy is informed by insight into the challenges faced by women and LGBTQ+ professionals in the workplace.
If something at work feels wrong or you’re up against a deadline request a confidential case evaluation using our online form. We’ll respond promptly and let you know the next best step.
