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Best Employment Lawyers in Fairfield

Our Recommended Top 3

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  • Licensing
  • User Reviews
  • Mystery Shopping Calls

Our goal is to connect people with the best local professionals. We scored Fairfield Employment Lawyers on more than 25 variables across five categories, and analyzed the results to give you a hand-picked list of the best.



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featured provider = Featured Provider

333 University Ave. Suite 200, Sacramento, CA 95825 Rating

Review Sources

4.3 (17)
4.7 (12)
5.0 (8)

Why choose this provider?

Webber Law Group is a Sacramento-based law firm that serves individuals in Fairfield and its surrounding cities. It assists employees in legal matters about claims brought under the California fair employment and housing act, wage and hour laws, private attorney general act, and family and medical leave. It also deals with legal matters involving retaliation claims and whistleblowing. Its founder, Kelsey A. Webber, was named one of the Best Attorneys in America, Ones to Watch by Best Lawyers in 2020.

  • Unemployment
  • Whistleblower

Attorney Information

Attorney NameBar StatusExperience
Kelsey Webber - FounderActive9 yrs
Shaelyn Stewart - AttorneyActive4 yrs
Shaelyn Stewart - Associate AttorneyActive3 yrs

9401 E Stockton Blvd #120, Elk Grove, CA 95624 Rating

Review Sources

4.8 (22)

Why choose this provider?

Shimoda Law Corp. works with Fairfield residents in employment cases. The law office represents employees in wage-and-hour, sexual harassment, wrongful termination, retaliation, and whistleblower claims. It has also assisted workers in factories, warehouses, restaurants, and hotels. One of the firm’s shareholders, Galen T. Shimoda, is a published author who wrote “The Underrepresented Worker” for the Sacramento County Bar Journal in 2006. Shimoda has also participated in numerous speaking engagements and is admitted to practice in Utah.

  • Sexual Harassment

Attorney Information

Attorney NameBar StatusExperience
Galen Shimoda - Shareholder/PrincipalActive21 yrs
Jessica Hart - AssociateActive4 yrs
Justin Rodriguez - ShareholderActive13 yrs
Brittany Berzin - AssociateActive5 yrs

10 Executive Court, Napa, CA 94558 Rating

Review Sources

5.0 (1)

Why choose this provider?

Rybicki & Associates, PC is an employment law firm in Fairfield that represents employers in workplace-related disputes. Since 2008, the firm's lawyers have defended business leaders against several workplace claims involving harassment, wrongful termination, wage discrepancies, and workplace discrimination. The company also assists employers in developing legally-compliant employment policies and management practices through document reviews and management training. The firm has another office in Napa, serving clients that include local businesses and Fortune 500 employers.

  • Discrimination
  • Sexual Harassment
  • Wrongful Termination

Attorney Information

Attorney NameBar StatusExperience
Richard Rybicki - PrincipalActive32 yrs

Disclaimer:  Consumers utilizing are free to communicate and contract with any lawyer they choose. is not involved in the confidential attorney-client relationship. Featured lawyers pay a reasonable advertising cost to market their legal services with and must meet similar selection criteria as other lawyers. All cases are different. Prior results do not guarantee a similar outcome.


  • What is the non-emergency contact number for the local police station in Fairfield, California?

    707-428-7300 is the local police's telephone line for non-emergency situations in Fairfield.

  • What remedies are available in Fairfield if you file a discrimination claim?

    The following are the available remedies available for Fairfield discrimination claims:

    • Economic damages for the lost wages you would have received if you had not been dismissed due to workplace discrimination.
    • Emotional anguish damages to compensate for the suffering and agony.
    • Attorney's fees to reward employment attorneys for their work on discrimination cases.
    • Punitive damages to punish a business for discriminating against employees and dissuade other businesses from engaging in the same behavior.
  • What requirements must Fairfield employees fulfill to be eligible for FMLA protection?

    Before receiving protection under the FMLA, employees must fulfill the following requirements:

    • They must have put in at least 1,250 hours and worked for the same company for at least 12 months.
    • They must be employed by an eligible employer.
    • They must work at a place with at least 50 employees and within 75 miles of the employer's worksite.
  • How long do you have to file a wrongful termination lawsuit in Fairfield?

    A two-year deadline applies to wrongful termination claims in Fairfield, according to California Code of Civil Procedure section 335.1. The clock begins when the employee is terminated, not when they are notified of the termination. If you believe you have reasons for a wrongful termination lawsuit, it is advisable not to delay because your case may include several claims under differing statutes of limitations.

  • What types of sexual harassment are frequent in Fairfield?

    Sexual harassment in Fairfield includes unsolicited sexual advances and sexually suggestive verbal, visual, or physical actions. Leering, displaying pornographic images, unwelcome touching, and assault are also forms of sexual harassment. Additional examples are restricting or obstructing movement, using slurs or jokes, speaking in a sexually offensive way, making comments about one's body, promising employment benefits in exchange for sexual favors or acts, and threatening or retaliating after a negative reaction to sexual approaches.

  • Which wage and hour laws are usually broken in Fairfield?

    In Fairfield, some of the most typical wage and hour violations are:

    • Late payment of staff members
    • Failure to completely relieve workers of their obligations during breaks
    • Errors in designating workers as independent contractors
    • Classifying hourly workers incorrectly as "exempt" workers
    • Not recording or paying overtime pay
    • Ignoring final paycheck regulations
    • Overlooking injuries brought on by work-related accidents