The Prinz Law Firm

Focus and practice areas

The Prinz Law Firm handles employment law and business law from an office in Chicago. Kristen Prinz founded it in 2009. The firm works with employers and employees, which is a wider brief than many employment practices take on.

The client list the firm describes covers executives, physicians, other professionals, small business owners, and large corporations. That mix shapes the work. An executive negotiating an exit and a corporation building a compliance program need different things from the same body of law.

The named practice areas are employment discrimination, sexual harassment, wage claims, whistleblower claims, non-compete litigation, employee agreements, contract litigation, and workplace investigations. The firm also handles physician employment matters, appeals, mediation and arbitration, and general business law.

What the firm actually does for clients

Three service lines come through clearly on the firm's own pages. The firm reviews employment agreements. It negotiates severance packages. It litigates employment disputes when talks break down.

For business clients the counseling runs to hiring, retention, termination, compliance, benefits, and workplace culture. That is advisory work, the kind that happens before a dispute exists. The firm also conducts workplace audits and workplace investigations.

Training as part of the practice

The firm runs workplace training programs, remote and in person. In my opinion this is worth flagging for readers comparing employment firms, because training sits outside what a purely litigation-driven practice offers. An employer who wants harassment prevention sessions and an employer who wants a discrimination claim defended are often the same employer at different points in time.

How the team is built

The site names eleven attorneys with titles. Kristen E. Prinz is Founder and Partner. Amit S. Bindra is Managing Partner. Katie Rinkus is a Partner.

Christina H. Mesco and Laura Feldman hold Of Counsel positions. Mary Charlton and Chad Ayers are Senior Associates. Hannah Savaso, Rebecca Baba, Lee Walter, and James Rogers are Associate Attorneys.

That structure has depth below the partner tier. Six attorneys sit at senior associate or associate level against three partners and two Of Counsel lawyers. For a client, the practical effect is that day to day work has somewhere to land while partners handle strategy and court appearances.

Certification

The firm holds certification as a woman-owned business from the Women's Business Enterprise National Council. WBENC certification requires documented ownership, control, and management by women, and it renews on a schedule. Corporate legal departments with supplier diversity targets often filter outside counsel panels on exactly this credential, so the certification has procurement value beyond what it says about the firm's ownership.

Context on the matters the firm names

Some readers arriving at a listing like this one are early in a problem and want to know how it unfolds. What follows is general background on the categories the firm names, not a description of any particular matter it has handled.

Severance and employment agreements

Severance negotiation usually starts with a document the employer drafted and a deadline attached to it. Federal law gives workers over forty a consideration period for agreements that waive age discrimination claims, plus a revocation window after signing. The negotiable terms typically include the payment amount, continued benefits, references, non-disparagement language, and the scope of the release itself. Employment agreements get reviewed at the other end of the relationship, where compensation structure, termination triggers, and restrictive covenants carry the weight.

Non-compete matters

Illinois regulates restrictive covenants by statute. The state's Freedom to Work Act sets compensation thresholds below which non-competes and non-solicits are unenforceable, and it requires that employees get time to review and a recommendation to consult counsel. Litigation in this area often moves fast, because employers seeking to stop a departing employee typically file for injunctive relief rather than waiting for a trial date.

Discrimination and harassment claims

Discrimination and harassment claims in Illinois generally run through an administrative agency first. A charge goes to the Equal Employment Opportunity Commission or the Illinois Department of Human Rights, and the agency investigates before a lawsuit can proceed. Filing deadlines are short and count from the date of the conduct. That timing pressure is why the review of an employment agreement and the response to a workplace incident both tend to be urgent.

Whistleblower and wage claims

Whistleblower protections come from a patchwork of statutes rather than one law, and which statute applies depends on what the employee reported and to whom. Wage claims turn on more mechanical questions: hours worked, classification as exempt or non-exempt, deductions, and final pay. Both categories carry anti-retaliation provisions.

What the record shows

The firm has operated for roughly sixteen years as of 2026. It publishes its attorney roster with titles, which lets a prospective client see the shape of the team before making contact. As a reviewer, I read a published roster with rank as a modest signal of transparency, since plenty of firm sites list only partners.

The physician employment focus deserves a separate mention. Physician contracts carry terms that rarely appear elsewhere: call coverage, productivity formulas, malpractice tail coverage, and hospital credentialing consequences on termination. A firm that names this as its own area is signaling familiarity with that document set.

Appeals and mediation and arbitration round out the litigation side. Arbitration matters in employment law in particular, because many employment agreements route disputes out of court entirely, and the clause that does it is usually signed on the first day of the job.

The firm operates from a single Chicago location and was founded by the attorney whose name it carries, who remains with it as Founder and Partner.

Where the attorneys trained

The lawyers who carry full bios on the site came through Chicago law schools for the most part. Kristen Prinz earned her J.D. cum laude from Chicago-Kent College of Law at the Illinois Institute of Technology in 2007, after a bachelor's degree from the University of Iowa. Amit Bindra graduated from DePaul University College of Law in 2012. Christina Mesco holds a law degree from Loyola University Chicago School of Law and a bachelor's from the University of Nevada, Las Vegas.

Laura Feldman studied at Northwestern University School of Law and graduated in 2008. The firm does not publish a school for every attorney on its roster, so this reads as a partial picture. What it does show is a group with local training, which counts in a practice built around Illinois employment statutes and Chicago courtrooms.

Courts and where matters land

Kristen Prinz has litigated employment matters in Illinois state courts and in federal court, at both the trial and appellate levels. That range counts, because employment claims can begin in either system depending on the statute involved, and a case decided at trial may still turn on appeal.

Amit Bindra also handles appellate work, alongside business and employment litigation for plaintiffs and defendants. A lawyer who has prepared cases from both sides of an employment dispute reads the opposing playbook from experience, which shapes the advice a client gets.

Office and language

The office is at 1 East Upper Wacker Drive, Suite 1800, in downtown Chicago. The firm answers at (312) 345-6603. A single address in the Loop keeps the practice near the downtown courthouses, which shortens the trip for court dates and in person meetings alike.

Laura Feldman speaks English and Spanish. For a client who would rather discuss an employment problem in Spanish, that is a practical detail worth knowing before the first call, since severance terms and agreement language carry consequences that are easier to weigh in a first language.