Tennessee follows the at-will employment doctrine, meaning employers can terminate workers for any lawful reason or for no stated reason at all (Franklin v. Swift Transportation Co., 2006). That broad latitude has significant exceptions rooted in both federal and state statute. The Tennessee Human Rights Act (THRA), codified at TCA Section 4-21-101 et seq., prohibits workplace discrimination based on race, creed, color, religion, sex, age, and national origin, and it applies to employers with eight or more employees within the state. The Tennessee Disability Act (TDA) extends protections against disability-based discrimination to employers of the same threshold size, while the Tennessee Public Protection Act (TPPA) shields employees who refuse to participate in or remain silent about illegal employer activity. Federal statutes including Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Fair Labor Standards Act apply concurrently to Tennessee workplaces.
A significant structural change took effect on July 1, 2025, when the Tennessee Human Rights Commission (THRC) was dissolved and state-level civil rights enforcement responsibilities transferred to a newly created Division of Civil Rights Enforcement (CRED) within the Tennessee Attorney General’s Office. Federal employment discrimination charges continue to be processed by the U.S. Equal Employment Opportunity Commission (EEOC), and worksharing agreements between CRED and the EEOC allow dual filing so that a single charge can preserve rights under both federal and state law. Filing deadlines remain tight: most EEOC charges must be submitted within 180 days of the alleged discriminatory act, and certain Tennessee state-law claims carry a one-year filing window for court action.
Wage and hour disputes represent another substantial area of employment litigation in Tennessee. The state has no independent minimum wage statute and no state overtime law, so federal FLSA standards govern overtime eligibility and minimum pay. Workers classified as non-exempt under the FLSA are entitled to time-and-a-half pay for hours exceeding 40 in a single workweek, and misclassification of employees as independent contractors or exempt salaried workers remains a frequent source of legal claims. Tennessee is also a right-to-work state under TCA Section 50-1-201, which means employees cannot be compelled to join or pay dues to a labor union as a condition of employment.
Non-compete and restrictive covenant litigation has intensified across Tennessee as employers increasingly use post-employment agreements to protect trade secrets and client relationships. Tennessee courts evaluate these agreements under a reasonableness standard that considers geographic scope, time limitations, and the legitimate business interest at stake. Severance negotiations often involve the review and potential modification of such restrictive covenants, along with the assessment of any waiver of discrimination claims the departing employee is asked to sign.
Residents exploring legal representation for a workplace dispute should confirm that the attorney is admitted to the Tennessee Board of Professional Responsibility and holds an active license. Attorneys who focus exclusively on the employee side of employment disputes may offer contingency-fee arrangements in discrimination and retaliation cases, meaning no fee is owed unless the case results in a recovery. Asking about the attorney’s experience filing charges with both the EEOC and CRED, their track record in Tennessee state and federal courts, and whether they handle the specific type of claim at issue will help narrow the field of candidates.
Top Employment Attorney Providers in Tennessee
1. Rickard Masker, PLC
- Address: 810 Dominican Dr #314, Nashville, TN 37228
- Phone: (615) 200-0241
- Website: https://maskerfirm.com
- Rating: 4.9/5 (49 reviews)
- Services: Wrongful termination, workplace discrimination, sexual harassment, retaliation claims, severance agreement review, EEOC charge filing, qui tam and whistleblower actions, age discrimination
- Description: Founded by Vanderbilt Law School graduates Curt Masker and Caraline Rickard, this Nashville firm represents employees exclusively in disputes with their employers. The attorneys have been recognized as Super Lawyers Mid-South Rising Stars and Best Lawyers: Ones to Watch honorees, and the firm handles cases on a contingency-fee basis.
2. The Crone Law Firm, PLC
- Address: 88 Union Ave, 13th Floor, Memphis, TN 38103
- Phone: (901) 737-7740
- Website: https://cronelawfirmplc.com
- Rating: 4.7/5 (262 reviews)
- Services: Wrongful termination, workplace discrimination, sexual harassment, severance agreements, non-compete agreement litigation, overtime pay disputes, whistleblower and retaliation claims, business divorce
- Description: Headquartered in downtown Memphis, The Crone Law Firm represents employees, executives, and entrepreneurs in employment-related disputes. The firm is licensed to practice in Tennessee, Mississippi, and Arkansas and is led by founder Alan Crone, who has been named to the Super Lawyers list for employment and labor law.
3. Meridian Law, PLLC
- Address: 5141 Virginia Way #320, Brentwood, TN 37027
- Phone: (615) 229-7499
- Website: https://meridian.law
- Rating: 4.9/5 (74 reviews)
- Services: Employment litigation, contract disputes, non-compete and trade secret claims, severance agreement review, business litigation, insurance defense, personal injury, probate
- Description: Founded in 2014 by Thomas W. Shumate IV, Meridian Law operates from Brentwood and serves clients across Tennessee in state and federal courts, including the Sixth Circuit Court of Appeals. The firm’s attorneys have earned AV Preeminent ratings from Martindale-Hubbell and multiple Super Lawyers selections.
Frequently Asked Questions About Employment Attorneys in Tennessee
Q: Is Tennessee an at-will employment state?
Tennessee is an at-will state, which means employers can generally terminate employees for any reason that does not violate a specific law. Significant exceptions exist: employers cannot fire workers based on race, sex, age, religion, national origin, or disability under the THRA and federal anti-discrimination statutes. Retaliation for filing a workers’ compensation claim, reporting illegal activity under the TPPA, or exercising rights under the FMLA is also prohibited.
Q: How long do I have to file a workplace discrimination complaint in Tennessee?
Most federal discrimination charges must be filed with the EEOC within 180 days of the adverse employment action. In states with a qualifying fair employment practices agency, the deadline extends to 300 days; Tennessee’s CRED is in the process of establishing its status with the EEOC. Certain state-law claims under the THRA allow a one-year filing period in court. Because deadlines are strict and missing them can forfeit your claims, consulting an employment attorney promptly after the incident is critical.
Q: What is the difference between the EEOC and Tennessee’s CRED?
The EEOC is a federal agency that investigates charges of discrimination under federal statutes such as Title VII, the ADA, and the ADEA. CRED is a state-level division within the Tennessee Attorney General’s Office that enforces the Tennessee Human Rights Act and the Tennessee Disability Act. Worksharing agreements between the two bodies can allow a single filing to preserve rights under both state and federal law.
Q: Can an employment attorney in Tennessee take my case on a contingency basis?
Many Tennessee employment attorneys who represent employees offer contingency-fee arrangements for discrimination, retaliation, and wrongful termination cases. Under a contingency agreement, the attorney collects a percentage of any settlement or court award and charges no upfront fee. Hourly billing is more common for transactional work such as severance or employment contract review. Fee structures should be discussed during the initial consultation.
Q: What remedies are available in a Tennessee employment discrimination lawsuit?
Successful discrimination claims can yield back pay (lost wages and benefits from termination to resolution), front pay (projected future earnings losses), compensatory damages for emotional distress, and in some cases punitive damages intended to deter the employer. Attorney’s fees and litigation costs may also be recoverable. Federal law caps compensatory and punitive damages based on employer size for most Title VII and ADA claims, though race-based claims under 42 U.S.C. Section 1981 are not subject to these caps.
Q: Does Tennessee have its own minimum wage or overtime law?
Tennessee does not have a state minimum wage statute or a state overtime law. Federal FLSA standards apply, setting the minimum wage at $7.25 per hour and requiring time-and-a-half overtime pay for non-exempt employees who work more than 40 hours in a single workweek. Disputes about unpaid overtime, misclassification of exempt status, or off-the-clock work are governed by federal law and are typically handled in federal court.