Employment Law Help for North Carolina Employees

The most common question we hear from employees across North Carolina is simple: “Can they do this?”

If you are dealing with harassment, discrimination, unpaid wages, retaliation, or a leave-related issue, you may be seeing conduct that violates state or federal workplace protections. The fastest way to get clarity is to speak with an attorney who represents employees every day. If you believe your employer crossed the line, contact Gibbons Law Group to discuss what happened and what options may be available.

We represent employees statewide, including in Charlotte, Raleigh, Wilmington, Winston-Salem, and Asheville.

Types of Employment Law Cases We Handle

North Carolina employers must comply with a range of workplace laws and legal obligations. Depending on the facts and the employer’s size, those obligations can include paying all earned wages, following anti-discrimination rules, honoring employment agreements, and providing legally protected leave in qualifying circumstances.

Our employment law team represents employees in these practice areas (retain your existing hyperlinks on each item below):

  •  Overtime & Unpaid Wages. If you work more than 40 hours in a workweek and are eligible for overtime, you generally should be paid time-and-a-half for qualifying hours. Wage violations often arise from misclassification, off-the-clock work, improper “salary” treatment, or unpaid commissions/bonuses. A successful claim may allow recovery of back pay and other remedies available under the law.

  •  Employment Discrimination. If you believe you were treated unfairly at work because of a protected characteristic—such as your race, sex, religion, age, or disability—discrimination may be involved. Common scenarios include termination, demotion, reduced hours, failure to hire, or being denied promotions or accommodations.

  •  Breach of Contract. Employers must honor enforceable agreements they make with employees. This may involve employment contracts, offer letters, severance terms, commission plans, and other written commitments. We also represent employees who are being threatened with or sued over alleged contract breaches.

  •  Family and Medical Leave Act (FMLA). Eligible employees may have rights to job-protected leave for serious health conditions, childbirth, adoption, and certain family-care needs. Eligibility often turns on work history and employer size, and disputes commonly involve interference with leave rights or discipline after requesting leave.

  •  Sexual Harassment. Sexual harassment can be overt (pressure for sexual favors, unwanted touching) or subtle (persistent comments, texts, sexualized jokes, or a hostile environment). Many employees tolerate inappropriate conduct because they are unsure whether it is “serious enough.” If it is impacting your work or your employment terms, it is worth getting legal advice.

  •  Employee retaliation. Retaliation issues arise when an employer punishes an employee for raising a concern, reporting misconduct, requesting protected leave, or participating in an investigation. Retaliation can look like termination, demotion, schedule changes, write-ups, isolation, or other actions that materially affect your job.

If any of these situations sound familiar, contact the employment law team at Gibbons Law Group to discuss your circumstances and next steps—whether you are in Charlotte, Raleigh, Wilmington, Winston-Salem, Asheville, or elsewhere in North Carolina.

Questions to Ask an Employment Lawyer

You should feel confident about who you hire and how your case will be handled. Attorney Phil Gibbons has represented employees and executives exclusively since 2001. When you contact our office, we encourage you to ask questions such as:

  • Do the facts support a viable legal claim—or is this primarily a workplace problem without a legal remedy?

  • What outcomes are realistic in my situation?

  • What are the risks, costs, and timelines if I pursue a claim?

  • What documents or evidence should I gather right now?

  • Do I need to stay employed while the matter is pending?

  • How are fees structured, and what expenses should I expect?

  • Who will do the day-to-day work on my case?

  • How often will I receive updates, and what is the communication process?

We welcome these questions. Clear expectations and candid advice are essential—especially in employment cases where timing and documentation matter.

A Straight Answer About Case Strength

Some workplace issues are unfair but not actionable. You may feel singled out, underpaid compared to peers, or passed over for a promotion—yet the law may not provide a remedy unless the facts meet specific legal standards.

At Gibbons Law Group, we do not sell false hope. We evaluate cases carefully, explain what the law does and does not cover, and give you a direct assessment of your options. If you think you may have a claim against a North Carolina employer, contact our office to schedule a consultation.

Related Areas: