Serve every valid claim
We represent any employee with a valid claim before the EEOC, OSHA, and state agencies — including those a courtroom practice can’t take on.
Partner Network
Join Our
Partner Network
Find placements for more prospects and grow your firm’s bottom line.
Schedule a Call
Out-of-court advocacy
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.
Scale beyond the courtroom
Our infrastructure manages a high volume of administrative claims efficiently, complementing the cases your firm is best suited to litigate.
Compensated in 14 days
Referring firms receive an ABA-compliant service fee within 14 days of receiving the client’s contingency fee.
Common questions
How the partnership works
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.
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 the 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. See the full list of state rules regarding non-attorney representation.
Upon securing a negotiated agreement, the referring law firm is offered a chance to review the documents. That extra set of eyes provides 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.
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.
Service fees are paid to partner firms within 14 days of receiving the client’s contingency fee. Schedule a call to learn more.
Schedule a Call