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Board Certified
Best Law Firms
Super Lawyers
Avvo Rating - 10
Dallas Bar Association
Best Employment Lawyers in Dallas

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in lawsuits against employers. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, and failure to provide benefits like medical leave or reasonable accommodation. We have been representing employees since 2000 and have helped thousands of Dallas workers.

Our office is staffed by six attorneys focused solely on employment law. We office out of a restored Victorian mansion originally built in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are looking for an employment lawyer to represent you in a legal dispute, please contact us.

Ten Questions to Ask Before Hiring an Employment Lawyer

Having practiced employment law for more than a decade, Rob Wiley knows it can be difficult to find a qualified employment lawyer in Texas. Most of our clients have never had to hire a lawyer before. We recommend you ask these ten questions to find the best employment lawyer for you:

  1. What percentage of your practice is devoted to employment law?

    The Law Office of Rob Wiley, P.C. devotes almost all of our practice to employment law.

  2. Do you typically represent workers or businesses?

    More than 99% of our clients are employees. Our Dallas employment attorneys aggressively argue for enforcing and expanding worker rights. Because we do not represent employers, we are not concerned with losing business clients by passionately fighting for employees.

  3. Are you a Texas attorney who is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization?

    Yes. The Texas Board of Legal Specialization has certified Rob Wiley as a Specialist in Labor and Employment Law.

  4. Does your law firm have the necessary resources to handle my case?

    Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to handle most cases.

  5. Are you a solo practitioner or does your firm employee several attorneys that can assist with my case?

    We are a real law firm that works together as a team.

  6. What do other employment lawyers think about you?

    Rob Wiley, Dallas employment lawyer, has an excellent reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various lawyer training conferences across the United States and internationally.

  7. Have you ever been reprimanded or disciplined by a bar association?

    No. You can verify attorney disciplinary history at

  8. Will you meet with me face-to-face for the initial consultation?

    Yes. We strongly advocate for face-to-face meetings. Most employment cases are complex. Our Dallas employment lawyers want to meet with you in person to have a meaningful discussion about your case.

  9. Will I meet an actual attorney for my initial consultation?

    Yes. Unlike many law firms, we do not use paralegals or non-lawyer staff for initial consultations.

  10. Do you charge an initial consultation fee? If not, why not?

    Yes, we charge a consultation fee. By charging a consult fee, we dramatically reduce the number of initial consultations. This allows us to have an attorney present at every initial consultation. It also ensures that the clients we see are serious about their case. We believe that most reputable employment attorneys charge for an initial consultation. In our opinion, employment lawyers who do not charge for an initial consult are generally not very good.

Practice Areas

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. Many of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are individual cases, we also represent workers in class or collective actions and complex litigation.


Discrimination is prohibited under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is important to hire an attorney before filing a claim with any government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.

Hostile Work Environment

It is illegal for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment occurs when an employee experiences severe or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can create an unlawful hostile work environment. Similarly, use of the “n-word,” taunting a disabled employee, or demeaning an employee’s religious beliefs could create a hostile work environment.


It is illegal for an employer to retaliate against an employee for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to dissuade other employees from making complaints or taking action against the employer. Employees who are aware of financial or government fraud may have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Wage Theft

Every year employers in the United States underpay their employees by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Working off the clock, including over lunch or after hours, is almost always illegal. Only certain high-level managers, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are few and far between.

Tipped Employees

While many employees are considered tipped employees and are paid $2.13 per hour, total compensation must be at least $7.25 per hour, including tips. Additionally, employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped employees to pay breakage fees, walked tabs, or share tips with kitchen staff, janitors, or management.

Family and Medical Leave Act

Employees who qualify for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers cannot retaliate against employees who are seeking leave, have taken leave, or are returning from leave. After taking leave, an employee must be returned to the same or an equivalent position.

ADA/Reasonable Accommodation

Under the Americans with Disabilities Act (“ADA”) an employer must provide a disabled employee with reasonable accommodations. if it would allow the employee to perform the essential functions of the job. Reasonable accommodations could include, modifying work schedules, short term leave, working from home, or adjusting job duties.

Contact Us

The deadline to file an employment claim can be incredibly short. If you are experiencing problems in your workplace or have been fired, contact our office immediately.

Client Reviews
I would recommend the Law Office of Rob WIley, P.C. to anybody needing assistance with employment rights. They did an incredible job of handling my case professionally and in a very resonable time frame. In my initial consultation with Rob Wiley I was given a very straight forward analysis of my claims after which Fadi Yousef was the attorney assigned to my case. Working with Fadi was the best. He showed care and a true concern for the direction and result of my lawsuit. Fadi was always available and was in constant communication with me throughout. I thank Fadi Yousef, Rob Wiley and his team for doing a phenomenal job, they were an absolute pleasure to work with. R.G.
Rasha, Eric and Rob did it again a Second time around! I'll admit, they are truly the BEST employment lawyers out here in the Metroplex! Not only they won a case against my previous employer, they also won my unemployment insurance (UI) case as well! It is such a relief and a huge burden off my shoulders about not worrying how I'm going to pay my bills now and provide food for my family. I can't say enough how awesome they are and how far they go to make sure you are taken well care of. Thank you so much Rasha, Eric and Rob for all that you did for me! J.T.
Rasha Zeyadeh and Rob Wiley provided a very professional and comfortable experience. My case was tough being in Texas, but, Rasha worked very closely with me to get the best result possible. She was extremely open to listening to my concerns and suggestions, while using her expertise to guide me to the best result in my case. I would definitely recommend Rasha and Rob Wiley if you are in need of their type of service. I will use them again if needed! K.G.
Contact Us
  1. 1 Over a Decade of Experience
  2. 2 Board Certification in Labor & Employment Law
  3. 3 We Fight for Your Rights!

Fill out the contact form or call us at (214) 528-6500 to schedule your consultation.