ArbitrationIntel — For Workers Bound By Forced Arbitration
Most employment contracts today include a forced-arbitration clause — you signed away your right to sue in court before you ever had a dispute. An employment arbitration lawyer knows exactly which rights survive that clause anyway, and how to fight for wages, a fair termination, or a workplace free of harassment inside the forum your employer chose. No upfront cost to find out where you stand.
Unpaid overtime, missed breaks, or misclassification still count — even in arbitration.
Race, sex, age, disability, and other protected-class claims can still be brought.
Being punished for reporting misconduct is its own claim, arbitration clause or not.
Federal law now lets you void the arbitration clause for these claims and go to court instead.
I. Why Your Case Is In Arbitration
Since the Supreme Court's 2018 decision in Epic Systems v. Lewis, employers have been free to require workers to arbitrate disputes individually — no class action, no jury, and a private arbitrator instead of a judge. If you signed an offer letter, handbook acknowledgment, or onboarding form with an arbitration clause, your wage, discrimination, or wrongful-termination claim likely has to go through that process. It doesn't mean you have no case. It means you need an employment arbitration lawyer who works this forum every day.
II. The Rights That Survive Forced Arbitration
Arbitration agreements are enforceable, but they don't erase the underlying law. Wage-and-hour claims, discrimination claims, and retaliation claims can still be brought — they're just heard by an arbitrator under AAA Employment Arbitration Rules, where your employer typically pays the arbitration fees under the due-process protocol. And thanks to the federal Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA) of 2021, if your claim involves sexual harassment or sexual assault, you can void the arbitration clause entirely and take that specific claim to court.
ArbitrationIntel doesn't run your case. We screen what happened, and if it holds up, we match you to an employment arbitration lawyer on our vetted panel — at no upfront cost to you.
III. Workplace Claims We See Most
Unpaid overtime or wage theft
Hours worked off the clock, missed meal breaks, or misclassified exempt status.
Wrongful termination
Fired in violation of a contract, public policy, or an anti-discrimination law.
Discrimination
Adverse treatment based on race, sex, age, disability, religion, or other protected status.
Retaliation
Demotion, discipline, or termination after reporting misconduct or filing a complaint.
Sexual harassment or assault
Eligible under the EFAA to void the arbitration clause and proceed in court instead.
Non-compete and restrictive covenants
Overbroad agreements your employer is using to block your next job.
IV. How A Workplace Claim Moves
A few questions about your employer, your role, and what happened at work.
We check whether your arbitration clause applies, and whether the EFAA lets you skip it.
An employment arbitration lawyer reviews your file and, if they take the case, pursues it. You pay nothing upfront.
V. Questions Workers Ask First
In most states, yes — if you signed an agreement that includes an arbitration clause, courts will generally enforce it. That doesn't mean your claim is weaker, just that it's heard by an arbitrator instead of a judge and jury.
The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act is a 2021 federal law that lets you invalidate an arbitration clause specifically for sexual harassment or sexual assault claims, so you can bring those claims in court instead. It generally doesn't cover other claim types, like wage or discrimination disputes, unless they're joined to a qualifying harassment claim.
Yes. An arbitration agreement changes the forum, not the underlying law. Wage, discrimination, and retaliation protections all still apply — an employment arbitration lawyer argues them in front of an arbitrator instead of a jury.
It's a different process, not an automatic loss. Cases can move faster than court litigation, and under AAA's employment due-process protocol your employer typically bears the arbitration costs. Having an attorney who knows the forum matters more than the forum itself.
Checking your claim costs nothing. Firms on our panel that take employment cases generally work on a contingency basis or fee-shifting statutes that require your employer to pay attorney's fees if you win — confirm the exact terms with the firm before signing anything.
Check If You Have A Claim
Answer a few questions about your employer and what happened at work. If it holds up, we'll match you to an employment arbitration lawyer on our vetted panel — at no upfront cost to you.
Still Have Questions?
No pressure, no cost, no obligation. We'll walk through what happened and tell you honestly whether it looks like a claim.