Barrett & Farahany

If Your Case Isn’t EEOC-Based, Don’t Expect Them to Lift a Finger — But At Least They’re Honest About It.

I submitted my highly detailed, fully supported case file to Barrett & Farahany after speaking with one of their representatives. I was respectful, professional, and gave them everything: documentation, timeline, context, and evidence of a clear wrongful termination — a case that deserves legal attention.

And what do I get?

A generic, do-not-reply email saying they can’t take my case — not because it lacks merit, but because, in their words, they don’t believe the law will allow for a successful outcome in my jurisdiction due to at-will employment. Translation?

> “Your case isn’t rooted in discrimination or a typical EEOC complaint, so we’re not interested.”

They even suggest I might try again if I later get something from the EEOC or another federal agency. That’s the real reason they won’t help — it’s not a clean-cut identity-based case, so they won’t touch it, no matter how wrong or illegal the termination was.

What really stands out is how they manage to coat their rejection in filler words like “we understand,” “we appreciate,” and “we hope,” while the truth is simple:

> If your case isn’t EEOC-based — even if it’s clearly wrongful — they won’t help you.

To top it off, they have the nerve to ask me to recommend them to friends and family. That’s a joke. This was a do-not-reply email — so I can’t even respond to ask follow-up questions. That says everything.

So let’s be clear:

Yes, they were more upfront than firms like Adam Porter or Outside Chief Legal.

Yes, they admit in plain terms: if it’s not discrimination or an EEOC slam dunk, they won’t fight for you.

But don’t be fooled by the kind wording — they’re still part of the same pattern: lazy, selective, and uninterested unless your case is effortless to litigate.

Barrett & Farahany may sound more professional — but they’re still only in it for the cases that are easy wins under EEOC. Real wrongful termination? Retaliation? Defamation? If it takes work or doesn’t involve a protected class, they’ll leave you hanging.

At least they were honest. But honesty doesn’t excuse passivity.

If your case is real, like mine, then don’t stop here —
You can still win it. With or without them.

Also at-will termination doesn't protect employers from defamation and retaliation(you can sue for defamation and retaliation!) you may have experienced like I have. If you can't find an attorney who will take your case, Go Pro Se.

I had a telephone consultation with the lawyer. He never called. But they took all of my complaint information. Make me wonder if they know someone at the company I’m trying to sue. Not good at all

I wish I would’ve read the reviews before reaching out. I spoke to one of the attorneys. The initial zoom meeting, which was odd because her camera was not on, that was a red flag for me, Seem to go OK. She listened to me and stated she was taking notes And recording. But she promised to call me in two days and even specified a window of time with me.

I never received a call. I found out she actually went on vacation that following week. I sent her an email just thinking maybe she was busy and I got pushed back. No contact. I gave her literally about two weeks. No response at all. One of the reviews said that they don’t work for the people they work for the employers. So I don’t know if they just listen to your case to see which employer they may be working with to give them a heads up. I don’t know. But This lawyers, actions was extremely unprofessional.