We advise and defend companies in their employment matters, from small local businesses to national and international employers. Our attorneys understand the challenges of managing company business while navigating the complexities of employment law. Our Seattle employment attorneys help businesses solve problems and manage risk so they can focus on what they do best: their business. We simplify the ever-evolving landscape of employment law, offering practical advice and strategies to ensure compliance while supporting a productive and engaged workforce.
Whether you’re a business owner, human resource professional, or in-house counsel, our employment attorneys will work with you and your team to establish clear policies and processes that align with your organizational goals. When disputes arise, we focus on resolution strategies that keep employment matters out of court. Should litigation become unavoidable, our highly respected litigation team is ready to protect your interests in agency charges or lawsuits and through any appeals.
A healthy and engaged workforce is essential to your business’s success. We help you implement proactive solutions that promote compliance, mitigate risk, and create a positive work environment. Whether it’s drafting workplace policies, advising about terminations, accommodations, leave issues, resolving disputes, or handling complex litigation, our team is here to help you navigate the challenges of employment law with confidence and clarity.
We offer a wide range of services in employment law, including:
Each employee and each employment issue is unique. We help companies navigate every individual circumstance by advising them on options and strategies for handling even the most challenging employee situation. As part of advising businesses, we draft separation and release agreements, work with clients to manage employee protected leaves, advise on reductions in force including compliance with WARN and Older Worker Benefit Protection Act issues, draft handbook policies applicable to workforces across state borders, address compliance with changing noncompete and nonsolicit laws, draft employment agreements, and advise on exiting employees to minimize risk of future claims. Our goal in advising our clients is to meet each company’s goals and to help the company avoid future disputes. No matter the circumstance, our team is prepared to guide you every step of the way. As part of our advising, we also provide training on discrete issues for HR, managers, and business owners.
In addition to advising companies, we assist executive and upper-level employees with review of employment agreements, review and advising regarding separation packages and release agreements, enforceability of noncompetition and nonsolicitation agreements, negotiating C-suite or executive level equity packages, exit strategies, and more.
Legal disputes rarely follow a straightforward path. We understand the complexities and nuances of employment-related conflicts and are committed to helping clients achieve resolution in the most efficient and effective way possible. Many disputes can be resolved through negotiation, mediation, or other informal processes, while others may necessitate litigation or even trial.
When a dispute arises, our attorneys develop tailored strategies that align with each client’s objectives, offering clear, practical recommendations for resolution. We prioritize a common-sense approach to dispute resolution, always exploring alternative solutions before pursuing formal proceedings.
Should litigation become necessary, our experienced attorneys provide vigorous defense of companies in administrative hearings, state and federal courts, and appeals brought by individuals plaintiffs or as class actions. We handle a wide array of disputes on behalf of employers, including:
Our experienced team can conduct outside investigations for your company when faced with a duty to investigate allegations of discrimination, retaliation, hostile work environment or similar claims. Our extensive experience in these types of claims makes us a valuable resource in conducting outside investigations and advising on next steps.
In today’s competitive landscape, companies are increasingly seeking talent beyond U.S. borders to drive growth. However, navigating tight deadlines, complex legal procedures, and government scrutiny at every level can be daunting. We recognize these challenges and have structured our immigration practice to provide fast and responsive support. Our clients range from local and national businesses based outside the U.S. to Fortune 500 companies and government entities. We frequently represent them before the U.S. Department of Homeland Security, other federal agencies, U.S. consular offices worldwide, and federal courts.
Health and safety practices are critical for workplace compliance. Ryan Swanson attorneys ensure your business aligns with OSHA and other workplace safety laws. From managing safety violations to addressing injury claims, we offer practical, real-world guidance to keep your workplace compliant. With a constantly evolving regulatory landscape, our team provides up-to-date advice to handle safety-related challenges effectively.
A safety investigation by the Department of Labor and Industries may result in issuance of a citation. Each violation alleged can expose your company to significant fines, abatement costs, and future scrutiny. Early intervention is critical. Our WISHA defense team has the experience to provide immediate support in the field during investigations to litigation before the Board of Industrial Insurance Appeals and Superior Courts. In instances of catastrophic loss, we work quickly to ascertain potential liability and engage technical experts. Our attorneys help companies appeal and resolve citations pertaining to cranes, confined spaces, trenching, fall protection, lead, asbestos, accident prevention programs, and exposure to COVID-19.
Our employment law attorneys offer the personal attention and aggressive approach necessary to effectively represent employers and third-party administrators in state-funded and self-insured claims. We have developed effective strategies to assist in all stages of a workers’ compensation claim allowing employers to take proactive steps to mitigate the costs of complex claims. This includes providing guidance to protest adverse decisions before the Department of Labor and Industries to litigation before the Board of Industrial Insurance Appeals and Superior Courts. The statutes and regulations applicable to the workers’ compensation industry continue to evolve. Our attorneys monitor legislative actions to keep our clients in compliance and ahead of the curve to support development of practical solutions and implementation.
Employers are often caught off guard when a Washington State agency, including the Department of Labor and Industries or Employment Security Department, sends your business an audit letter, including audits for misclassified workers. Our attorneys represent companies through every stage of an audit. Engaging our team for consultation early provides your company support to develop a timely and adequate response to documents requested. With a detailed approach and understanding of your business structure, our team will develop compelling audit responses and defenses to any assessments imposed and/or wage claims filed by employees.
Registered Investment Advisors (RIAs) face unique legal and regulatory challenges. Ryan Swanson attorneys provide end-to-end support for RIA-specific matters, including employment and severance agreements, non-compete litigation, and compliance with broker recruiting protocols. Our goal is to minimize risk and ensure RIAs can focus on serving their clients effectively.
Employment attorney Julia Fleming breaks down essential information about various leave laws, including the Family Medical Leave Act (FMLA), the Pregnant Fair Workers Act, and state-specific leave laws for employers to effectively manage employee leave and ensure compliance with these complex regulations.
Employers can contact an applicant’s references to verify experience, skills, and work habits, but should apply the same process consistently for all candidates to avoid unfair treatment. References can provide helpful insights, but may be biased or outdated, so they should be considered alongside other information.
Reviewing public social media profiles can give employers a sense of how an applicant presents themselves professionally, but employers cannot require applicants to share login information, change privacy settings, or add the employer as a contact. Any information gathered must be relevant to the applicant’s ability to perform the job and decisions cannot be based on protected characteristics.
The key takeaway: adopt a uniform screening process, focus on professional qualifications, and ensure compliance with state regulations to make informed, fair hiring decisions.
Learn more in our article, “Screening Job Applicants: Checking References and Social Media“.
The Equal Pay and Opportunities Act now protects a wider range of classes beyond gender, including age, race, disability, sexual orientation, marital status, military status, and immigration status. Employers must ensure compensation and workplace policies are free from discrimination across all these categories.
Learn more in our article, “Washington’s EPOA Expands Protections: July 2025 Amendments Overview“.
Employers must train employees on wildfire smoke risks, monitor and provide care for exposed workers, reduce smoke exposure when particulate levels are high, and follow updated Air Quality Index thresholds. Protections now extend to some previously exempt workers, including public transit operators and employees exposed briefly to high smoke levels.
Learn more in our article, “Employment Law Alert – Wildfire Smoke Regulations (June 2025)“.
Following Ames v. Ohio Department of Youth Services, employees—including those in majority groups—can challenge employment actions by showing evidence suggesting discrimination. Employers must be prepared to provide legitimate, non-discriminatory reasons for decisions and carefully document actions and policies to defend against potential Title VII claims. Consistency, transparency, and thorough records are key to reducing legal risk.
Learn more in our article, “Supreme Court Clarifies Title VII Standard for Majority-Group Employees“.
The EEOC’s final PWFA regulation clarifies that employers must provide reasonable accommodations for pregnancy, childbirth, or related conditions, like extra breaks, ergonomic seating, telework, or time off. Employers should engage in early, ongoing communication with employees, evaluate accommodation requests promptly, and document actions carefully. While additional medical documentation is generally not required unless justified, employers may rely on undue hardship or certain exemptions to limit accommodations.
Learn more in our article, “EEOC Issues Pregnant Workers Fairness Act Final Regulation“.
The DOL’s final rule uses a six-factor “economic realities” test, including control, investment, work permanence, business integration, skill, and opportunity for profit or loss. Employers should review and document worker roles carefully, because misclassification can lead to claims for unpaid wages, overtime, and legal fees.
Learn more in our article, “DOL’s Final Rule Redefines Employee vs. Independent Contractor Status“.
Under Washington’s Equal Pay and Opportunities Act, employers with 15+ employees must list salary ranges, benefits, and other compensation in job postings. Failure to comply can trigger class action lawsuits, with penalties of $5,000 per violation. These cases are increasingly common, and defending them is costly and time-consuming, so employers should review postings carefully to ensure compliance.
Learn more in our article, “Employers Beware: Washington Businesses are Increasingly Finding Themselves the Targets of Class Action Lawsuits Arising from Violations of New Pay Transparency Requirements“.
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Please note: Ryan Swanson represents employers in employment matters and does not handle employee or plaintiff-side claims.
