Phoenix Employment Attorneys & Lawyers

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Seth W.

Seth Wiener

1243 reviews
As an experienced trial lawyer and litigator, Seth Wiener has resolved numerous federal and state litigations. His cases have included everything from family law to bankruptcy to fraud and more. Before Seth formed his own firm, the Law Office of Seth W. Wiener, he worked for several prominent law offices where he gained a great deal of experience.
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Steven S.

Steven Stark

599 reviews
For over 30 years, Steven Stark has offered counsel to non-profit organizations and private companies. He has a passion for helping small businesses in particular since he himself started several businesses of his own in New York and Florida. He understands the importance of small businesses having a reliable attorney to advise them about legal matters from their inception.
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Scott S.

Scott Stram

419 reviews
As a member of both the New York and New Jersey Bars, Scott Stram is an accomplished lawyer with experience in a range of legal and business areas. This includes corporate law, data security, compliance, real estate, and intellectual property. Before founding Stram Law, Scott was a compliance officer for a company that performed property audits, a director of a security consulting practice, and an operations officer for Viacom and CBS.
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Alisha B.

Alisha Bond

313 reviews
-Received a BS in Communications in 2005, JD from Mississippi College School of Law in 2009, and MBA from University of Maryland in 2016. -Results driven and experienced a... read more
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Michael W.

Michael Wieser

166 reviews
I am dedicated to working with startup entrepreneurs and early stage growth companies to provide legal stability and scalability for growing enterprises. What sets me apart... read more
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Neil P.

Neil Park

138 reviews
Neil Park is well-equipped in Private Practice - with over 7 years of experience acting as outside General Counsel for many of his business clients. For the past two years, Neil has been working as Counsel for an Intellectual Property boutique. His practice areas include Intellectual Property Counseling, Trademark Prosecution, Licensing, Trade Secret Management and Strategy, Business Transactions, Corporate Law and Regulatory Compliance. He attended Loyola Law School.
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Ali S.

Ali Shalchi

106 reviews
Ali brings a diverse range of experience gained from practice at major law firms (e.g. Paul Hastings LLP) and as in-house counsel for a Fortune 500 tech company (Illumina I... read more
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Jon B.

Jon Bourne

36 reviews
Experienced on-demand general counsel for small to mid-size companies not yet ready for full-time general counsel. Proven ability to provide pragmatic advice in plain Engli... read more
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Sean L.

Sean Lowe

33 reviews
Sean is a tenacious business attorney who graduated at the top of his class from UCLA School of Law. He started his law career by working for a federal judge and a supreme ... read more
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Stephan H.

Stephan Holmquist

21 reviews
Served as transactional and litigation counsel to clients ranging from start-ups to government entities to publicly traded, Fortune 50 companies. Served as outside genera... read more
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Legal Services Offered by Our On-Demand Phoenix Employment Attorneys

Our experienced Phoenix employment attorneys & lawyers can help guide you on how to proceed with various employee decisions such as reviewing employee documents such as contracts, agreements, policies, and handbooks, along with difficult decisions such as firing, lawsuits, claims, and complaints.

Although not every single employment contract will require legal assistance, many employment lawyers would recommend avoiding unilateral employment contracts that strongly benefit one side over the other. These types of employee contracts rarely hold up in court, yet having the funds needed to combat an issue in court can limit the employee’s options.

A confidentiality agreement and a non-compete agreement are common forms of employee contracts that one of our Phoenix employment attorneys can help customize for your business. If your business needs to fire an employee, proper measures should be taken from a business legal standpoint to ensure proper communication and a smooth transition of dismissing that employee. In any case, we suggest you connect with our employment attorneys to discuss your options.

If You Need Ongoing Legal Counsel or Ad-hoc Legal Work - We Can Help!

Improve Your Legal ROI with Affordable Employment Attorneys that service Phoenix, AZ.

Want to Connect with Top Phoenix Employment Attorneys & Lawyers?

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This is the most recent 20 reviews out of 25 reviews for Labor & Employment attorneys in Arizona

Alisha Bond
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Review employment agreement for physician to join a physician group which works for a hospital syste

Alisha Bond

"Professionalism at its best."

.
Tucson, AZ,

Lauri Donahue
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Draft Intellectual Property Assignment Agreement

Lauri Donahue

"Very strong understanding of my needs and provided great help"

.
Phoenix, AZ,

Alisha Bond
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Review Contractor Agreement

Alisha Bond

"Very happy with the service, it was quick to jump on a call and she listened to all my concerns and updated the contract to meet those concerns. I really appreciate the time and effort put into ensuring this contract will safeguard my company and my contractors. Thank you again!"

.
Tucson, AZ,

Alisha Bond
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Review Contractor Agreement

Alisha Bond

"Alisha was wonderful to work with and I would use her services again."

.
Scottsdale, AZ,

Stephan Holmquist
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Draft Contractor Agreement

Stephan Holmquist

"great result and thorough. Highly recommend"

.
Scottsdale, AZ,

Alisha Bond
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Draft Contractor Agreement

Alisha Bond

"Alisha is very professional, responsive, thorough and knowledgeable! I would HIGHLY recommend her!"

.
Cave Creek, AZ,

Alisha Bond
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Review Contractor Agreement

Alisha Bond

"Alisha was great to work with; very professional and got my project completed very fast and very complete. Highly recommend her for employment related contracts."

.
Cave Creek, AZ,

Sam Goldstein
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Review Non-Compete Agreement

Sam Goldstein

"Sam is excellent. He makes sure you have all the understanding and information to be successful!"

.
Tempe, AZ,

James Hortsman
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Review Employment Agreement

James Hortsman

"5/5"

.
Phoenix, AZ,

Glenn Manishin
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Draft Contractor Agreement

Glenn Manishin

"Very good to work with Glenn."

.
Tempe, AZ,

Michael Boreale
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Draft Employment Agreement

Michael Boreale

"I liked everything about working with Mike. He was knowledgeable, professional, responsive, communicative, and provided me with just what I needed."

.
Chandler, AZ,

Glenn Manishin
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Other Labor & Employment Matter Services

Glenn Manishin

"Glenn was extremely knowledgeable about my situation and his feedback and support guiding me through this was fantastic. I will definitely be reaching out to Glenn for future work."

.
Chandler, AZ,

Joshua Kushner
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Employee Termination Consultation

Joshua Kushner

"Very quick response and everything was easy to understand."

.
Tempe, AZ,

Glenn Manishin
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

15 Minute Employment Disputes Consultation

Glenn Manishin

"Thank you for caring about people and helping those who find they are hopeless and giving them a positive outlook."

.
Scottsdale, AZ,

Scott Stram
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Draft Contractor Agreement

Scott Stram

"Knowledgeable and professional."

.
Avondale, AZ,

Glenn Manishin
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

15 Minute Employee Termination Consultation

Glenn Manishin

"Answered all my questions."

.
Buckeye, AZ,

Richard Gora
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Assist with Intellectual Property Assignment Agreement

Richard Gora

"We had a great consultation. He was a great contact and has already done a great job helping me with my project."

.
Scottsdale, AZ,

Patrick Loney
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Draft Equity Compensation Agreement

Patrick Loney

"On point, and did a lot of research to help my company make the best decision."

.
Tempe, AZ,

Nathan Prince
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Draft Employment Agreement

Nathan Prince

"x"

.
Tucson, AZ,

Nathan Prince
5.0
Clear Communication
Response Time
Knowledgeable
Meets Deadlines

Review Severance Agreement

Nathan Prince

"It was a pleasure working with Nathan. He is prompt with his response time and provides honest advice. I would not hesitate to seek his assistance again, if ever needed."

.
Gilbert, AZ,

Related Articles


About a Non-Compete Clause

  • 6 min read

Key Takeaways

  • A non-compete clause restricts employees from working for competitors or starting a competing business for a certain period after leaving a job.
  • These clauses protect trade secrets, goodwill, and sensitive business information but are often challenged in court for being overly broad.
  • States vary widely in enforceability—California, Oklahoma, and North Dakota largely ban them, while others impose strict reasonableness tests.
  • The FTC issued a rule in 2024 banning most non-competes, with limited exceptions for senior executives and certain business sale contexts.
  • Alternatives to non-competes include confidentiality agreements, non-solicitation clauses, and i

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Authorized Shares Explained: Structure, Use & Strategy

  • 5 min read

Key Takeaways

  • Authorized shares represent the maximum number of shares a corporation can legally issue, as defined in its Articles of Incorporation.
  • Issuing all authorized shares upfront can limit a company’s flexibility for future fundraising or equity compensation.
  • Increasing the number of authorized shares requires formal amendments and shareholder approval.
  • Not all authorized shares are issued immediately; some are reserved for strategic purposes like mergers, acquisitions, or stock options.
  • There are tax, governance, and dilution considerations when setting or adjusting authorized share counts.
  • Differences between authorized, issued, and outstanding shares can impact valuation, control, and reporting.

What are Authorized Shares?

Authorized shares are the number of stock shares a company may issue to investors or employees at the time they incorporate and stock shares that the company board of direct

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What Is an Employee Handbook: Core Policies

  • 19 min read

Key Takeaways

  • If you’re targeting “what is an employee handbook,” emphasize that a handbook sets expectations, reflects culture, and reduces legal risk—without becoming an employment contract. 
  • Handbooks should be easy to access, consistently applied, and treated as “living” documents that you update as laws and practices change. 
  • Pair your handbook with (separate) policy & procedure manuals: the handbook explains the “what/why,” while manuals cover step-by-step “how.” 
  • Include clear disclaimers: not a contract, at-will employment, policy supersession, and the employer’s right to revise. 
  • Strengthen sections many competitors skip: remote/hybrid work, BYOD & dat

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What Is FMLA Leave and How It Protects Employees

  • 5 min read

Key Takeaways

  • The Family and Medical Leave Act (FMLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave for qualifying family or medical reasons.
  • FMLA covers situations such as childbirth, adoption, foster care placement, serious health conditions, and certain military-related events.
  • Eligibility depends on the employer size (50+ employees), employee tenure (12 months), and hours worked (1,250 in the prior year).
  • Employees must provide advance notice and documentation for foreseeable leaves, and employers must maintain health benefits during leave.
  • States may have stricter or paid-leave versions of FMLA, offering greater protection to workers

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