Company program: a monthly search and publishing program
Starting at $2,750/month, plus setup fee
The same employment-law query can hide opposite needs. A worker worries about livelihood, exposure and cost; an employer needs practical judgment under operational pressure. Clear audience routes help each recognize the right counsel before contact, without suggesting a conflicts check has already happened.
An employee searches a workplace concern or seeks a referral; an employer may ask peers or look for sector experience. Each needs to see whom the firm represents.
Workers check assessment, privacy and costs. Employers look for judgment on repeated HR decisions, response arrangements and the scope of outside counsel.
Follow the relevant contact route and the firm's instructions for sharing details. Counsel checks conflicts and timing, then agrees consultation or representation scope.
Research starting points could include "severance review lawyer" for an employee and "outside employment counsel for hospitals" for an HR leader. Each needs its own represented-side page and contact route. Validate the questions against the firm's actual practice; no search volumes are claimed.
Illustrative example, not a client engagement or measured result.
Start with an employee or employer service the firm actually accepts. Match its search questions to a distinct page, relevant experience, fee scope and contact route.
This is proposed work and an illustrative planning brief. No permissioned client result or testimonial is established for this vertical.
The page should state the represented side before listing matter types. Employee assessments, severance review and ongoing employer counsel need their own scope and contact instructions, even if one firm offers more than one.
Illustrative audience-page brief: represented side; accepted matter and jurisdiction; relevant attorney experience; consultation and fee scope; conflict-check route. Separate employer and employee examples. No universal deadline or compensation promise.
The brief in short: Will the page attract employers or employees? How do we keep multistate briefings current? Can our lawyers contribute without writing every article themselves?
Before publication: represented side, sectors, jurisdictions, ongoing-counsel services, individual consultation fees and reviewer capacity.
A decision brief for employment law: Will the page attract employers or employees? How do we keep multistate briefings current? Can our lawyers contribute without writing every article themselves?
A podcast is one way to publish answers like these, and we have sketched two possible shows for your field. See podcast ideas for employment law firms
A company program suits a focused employee-side or employer-side practice. Enterprise is the alternative for coordinated institutional or multi-jurisdiction work. Prioritize a clear audience route; continuing search content and reviewed briefings make the firm's specific judgment easier to evaluate.
Is this the right fit for your team?
Before publication.
Verify the service-specific facts, supporting evidence and the final published meaning. Confirm represented side, sectors, jurisdictions, ongoing-counsel services, individual consultation fees and reviewer capacity.Before publication.
Verify the actual enquiry route, current availability and public service details.A generic employment page leaves visitors guessing whom you represent. Give employer and employee services distinct explanations and intake paths where both are offered.
A list of rule changes rarely explains what a buyer should discuss with counsel. Build dated briefings around policy review, investigations or dispute preparation within the attorney's approved scope.
Search visibility can consume time when the represented side is unclear. State practice fit in titles, summaries and contact instructions before the first enquiry.
Start with an employee or employer service the firm actually accepts. Match its search questions to a distinct page, relevant experience, fee scope and contact route.
WorkHacker plans HR briefings separately from individual consultation-preparation topics.
The employment attorney reviews sources, dates, interpretations and complete audio versions.
Compare aggregate enquiry mix by side and matter, then update the content and routing.
The practice lead confirms accepted employer and employee work, exclusions and conflicts routing.
WorkHacker: Prepare the buyer-question brief and document the agreed scope.
Your team: Confirm the facts, service boundaries and responsible reviewer for this stage.
Approve fit, priorities and scope before production.
WorkHacker plans HR briefings separately from individual consultation-preparation topics.
WorkHacker: Research and draft the agreed explanations from supplied facts and checked sources.
Your team: Supply the subject input and access to employment attorney.
Approve the factual brief before full production.
The employment attorney reviews sources, dates, interpretations and complete audio versions.
WorkHacker: Prepare final pages, audio and excerpts for the named reviewer; publish only cleared versions.
Your team: Employment attorney checks accuracy, permissions and each final format.
Written approval of each final asset before publication.
Compare aggregate enquiry mix by side and matter, then update the content and routing.
WorkHacker: Maintain agreed assets and review aggregate progression with the operator.
Your team: Supply service changes and aggregate outcome feedback through approved channels.
Approve consequential revisions before release.
Specify the represented side, governing jurisdiction and date on each brief, with distinct explanations and intake paths for employer and employee services. Clear audience routes precede the first enquiry without implying a conflicts check already happened.
The employment attorney reviews sources, dates, interpretations and complete audio, and reviews the distinction between a general development and advice to act. The Texas, New York and Florida advertising sources apply to each channel.
Texas's rulesFlorida guidanceChecked 2026-10-12.
Inspect hypotheticals for identifiable workplace facts, recheck time-sensitive updates before repurposing, and require separate authority checks for multistate comparisons rather than state-name substitutions. A briefing frames questions; advice on a company's facts belongs in counsel's engagement.
Specify the represented side, governing jurisdiction and date on each brief; attorney-review the distinction between a general development and advice to act; inspect hypotheticals for identifiable workplace facts; recheck time-sensitive updates before repurposing. Multistate comparisons require separate authority checks, not state-name substitutions. The linked Texas, New York and Florida advertising sources review applies to each channel.
represented side, sectors, jurisdictions, ongoing-counsel services, individual consultation fees and reviewer capacity.
What should HR prepare before speaking with outside counsel?
Proposed search article and optional expert podcast episode
Employment attorney approves the claims, examples and finished format before publication. This is a topic proposal, not an available episode.
What does an independently scoped workplace investigation cover?
Proposed search article and optional expert podcast episode
Employment attorney approves the claims, examples and finished format before publication. This is a topic proposal, not an available episode.
What is included in an employee-side severance review?
Proposed search article and optional expert podcast episode
Employment attorney approves the claims, examples and finished format before publication. This is a topic proposal, not an available episode.
If the firm offers both, keep services and routing explicit and leave conflicts decisions to its attorneys.
General content can frame questions; advice about a company's facts belongs in counsel's engagement.
No; prioritize decisions relevant to accepted work and use shorter written updates where appropriate.
The page should state the represented side before listing matter types. Employee assessments, severance review and ongoing employer counsel need their own scope and contact instructions, even if one firm offers more than one.
Explain what an independent investigation includes, who commissions it and how its findings are reported.
List what the severance review covers, what it costs and how to share the agreement securely. Counsel checks conflicts and timing first.
Checked .
Texas rules effective March 7, 2025; checked October 12, 2026. Applies to the relevant Texas channels and obligations, not every state.
Checked .
May 27, 2026 order, checked in the legal benchmark record on October 12, 2026. New York jurisdictional example, not nationwide rules.
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Florida advertising-filing guidance. Publication date not listed. Confirm the current requirements for your actual formats before publishing.
Rob leads search strategy and editorial direction. He has worked in search since 1995 and wrote Search and Social (Wiley, 2012). Lam builds the systems behind the work, from research to publishing. His background is software for banks and startups.
Your experts approve their subject. We take responsibility for the research, production and agreed upkeep.
Meet the people doing the work