What should I prepare first?
Before an employment lawyer consultation, prepare a simple timeline, gather the most important workplace documents, and write down what outcome you want to understand. You do not need to have a perfect case or know the legal terms. The goal is to help the lawyer quickly understand what happened, when it happened, who was involved, what documents exist, and what decisions are coming up next.
For employees in New Jersey and Pennsylvania, useful consultation topics often include termination, retaliation, discrimination, harassment, unpaid wages, overtime, medical leave, accommodation, severance, whistleblowing, and pressure to resign.
Jurisdiction note: This article provides general information for employees in New Jersey and Pennsylvania and is not legal advice. Employment-law issues are fact-specific, and your rights may depend on the details of your situation.
What matters most
- Bring a timeline, not a long speech.
- Save key documents before accounts are closed.
- Focus on facts, dates, people, documents, and decisions.
- Do not alter records or take documents you are not allowed to access.
- If you have a deadline, meeting, termination, resignation request, or severance agreement, say that early.
Start with a short timeline
A timeline is often more useful than a long narrative. Put events in order. Include dates, names, job titles, departments, and what was said or done. If you do not know the exact date, estimate honestly and mark it as approximate.
Your timeline can include hiring, promotions, complaints, leave requests, medical restrictions, harassment reports, pay issues, write-ups, demotions, schedule changes, termination, severance offers, and any deadlines you know about.
Documents to gather
- Offer letter, employment agreement, handbook, and key policies.
- Paystubs, time records, schedules, commission plans, and bonus plans.
- Performance reviews, praise, warnings, write-ups, and performance plans.
- HR complaints, investigation messages, and responses.
- Emails, texts, chats, and screenshots about the workplace issue.
- Medical leave paperwork, accommodation requests, restrictions, and return-to-work messages.
- Termination letter, resignation request, severance agreement, release, or unemployment paperwork.
- Names of witnesses and people involved.
Keep documents in a lawful way. Do not access private systems without authorization, take confidential files, or delete workplace records.
What to say in the consultation
Start with the main question. For example, you might say that you were fired after complaining to HR and want to know whether the timing matters, your employer is asking you to sign a severance agreement, you reported harassment and your schedule changed, you worked overtime and were not paid for all hours, or you asked for medical leave and were disciplined.
Then give the timeline. Let the lawyer ask questions. Employment-law consultations are often about narrowing the facts, not telling every detail at once.
Questions to ask the lawyer
- What facts matter most?
- What documents should I save next?
- Are there deadlines I should be aware of?
- Should I respond to HR, and if so, how?
- Should I sign anything?
- What are the risks of quitting, resigning, or accepting severance?
- What would make the case stronger or weaker?
- What are the likely next steps?
If a deadline is approaching, mention it at the start of the consultation.
What not to do before the consultation
Do not delete texts, emails, screenshots, or app messages. Do not alter documents. Do not secretly access systems after your access should have ended. Do not record conversations or take confidential files without understanding the rules. Do not sign a release, resignation, or severance agreement if you are unsure what it means.
Also avoid sending a long emotional message to HR before getting advice. It is usually better to preserve facts and ask targeted questions.
Practical next steps
- Write a one-page timeline.
- Put the most important documents in one folder.
- List the people involved and their roles.
- Save pay, schedule, HR, leave, performance, and termination records.
- Write down your top three questions.
- Identify any urgent event, deadline, meeting, severance date, or resignation pressure.
- Be honest about facts that may hurt your position. Surprises are harder to handle later.
Related Swartz resources
If you are unsure whether it is time to speak with counsel, review Swartz Swidler’s guide on when to talk to an employment lawyer. To prepare better questions, see what questions to ask an employment lawyer.
If you are nervous about what to say, the article on what you should not say to an employment lawyer may help you focus on honesty and clarity. If you are ready to contact the firm, you can use the submit a claim page or the contact information page.
Frequently asked questions
What should I bring to an employment lawyer consultation?
Bring a timeline, key documents, names of people involved, relevant messages, pay or leave records, termination or severance paperwork, and your top questions.
Do I need to know what legal claim I have?
No. You can explain what happened in plain English. The lawyer can help identify which facts may matter legally.
Should I send every document before the consultation?
Usually, start with the most important records. A clear timeline, termination documents, HR complaints, pay records, write-ups, and key messages are often more helpful than a large unsorted file.
What if I signed something already?
Tell the lawyer what you signed and provide a copy. Do not assume it ends the conversation without having the document reviewed.
Should I talk to HR before the consultation?
It depends on the situation. If you do communicate, keep it factual and save a copy. If you face a termination, resignation request, or severance deadline, get advice quickly.
What if I am embarrassed about part of the story?
Be honest. A lawyer can give better guidance when the difficult facts are known early instead of surfacing later.
Talk with Swartz Swidler about your workplace situation
You do not have to diagnose your own legal issue before asking for help. Swartz Swidler helps employees in New Jersey and Pennsylvania evaluate termination, retaliation, harassment, discrimination, leave, wage, overtime, and severance concerns.
