We work with government agencies to provide out-of-court options for all qualified claimants.

Thurgood isn’t a law firm — and that’s by design. Unlike traditional employment law firms, which focus on taking cases to court, we handle claims through government agencies such as the EEOC, OSHA, and other federal and state bodies that endorse non-attorney representation. This approach lets us serve every employee with a valid claim and manage claims at scale, ensuring broader access to justice.

We ensure that employees who have experienced harassment or other workplace violations aren’t disadvantaged by factors like a short tenure or the time it takes to seek representation, as long as claims are within the statute of limitations.

While employment law firms provide essential services for clients with access to their resources, Thurgood complements that work by offering infrastructure and expertise to manage a larger volume of claims efficiently. By representing employees before administrative agencies, we help more people access justice while freeing law firms to focus on cases best suited for courtroom advocacy.

How can Thurgood represent clients without being a law firm?

The civil rights laws that established the EEOC, OSHA, and the Wage & Hour Division of the Department of Labor were designed to provide an alternative to the traditional court system. As such, all three agencies explicitly allow claimants the representative of their choice, whether or not that person is an attorney.

Before filing charges, Thurgood contacts the client’s employer to offer a chance to settle privately. As with any negotiation between two private parties, such discussions are not subject to any legal jurisdiction.

What about state-level proceedings?

All whistleblower claims involving a private employer must be filed with OSHA on the federal level, and all state Departments of Labor allow non-attorneys to assist wage & hour claimants.

For discrimination claims, while most states follow the federal framework, some state agencies like the California Civil Rights Department have strict rules for non-attorney involvement, while others like Florida Commission on Human Relations ban it outright. As such, Thurgood files discrimination charges with the state when allowed, and with the EEOC when not. Click here for a full list of state rules regarding non-attorney representation.

Law firms can’t share fees with non-law firms. How do you handle this?

Upon securing a negotiated agreement, the referring law firm will be offered a chance to review the documents. The extra set of eyes provide a value-added service for the client — a service for which the referring law firm is compensated, comparable to a fair percentage of the contingency fee. So, in effect, referring firms do not receive a “referral fee” but, instead, a service fee that meets the ethical standards of the American Bar Association.

How can we send you clients?

Referral partners can send pre-vetted prospects to our referral portal. For unvetted prospects, we’ll generate a unique URL for your referrals to access our online intake, so we can trace those clients back to you.

Get in Touch

Onboarding takes just minutes, and service fees are paid to partner firms within 14 days of receiving the client’s contingency fee. Schedule a call to learn more.