Freedman Law, LLC

Focus and practice areas

Employment law is the whole of what this firm does, and it takes clients across Maryland and Virginia. The case list centers on the workplace. That includes sexual harassment, retaliation, wrongful termination, and employment discrimination. It also reaches wage theft and unpaid wages, family and medical leave, severance agreements, and non-compete agreements and NDAs.

Those categories cover most of the moments where a job goes wrong. A worker fired after reporting misconduct, one who is not paid for hours worked, or one pressed to sign a severance deal quickly would each find a match here. As a reviewer, I read the list as a single subject worked in depth.

Two of these areas live in the paperwork. Severance agreements and non-compete clauses hinge on their exact wording, and both are simpler to address before a signature. Their place on the firm's list signals attention to the contract side of employment as well as the litigation side.

Work for federal employees

Beyond private-sector claims, Freedman Law handles matters that run through the federal system. It represents federal government employees in EEO complaints and EEOC hearings. It also takes on federal labor law and union questions, whistleblower retaliation, and disability accommodation issues.

Federal employment cases follow their own timelines and their own forums. The firm names this work directly on its pages, which suggests it is a regular part of the caseload. For a worker inside a federal agency, that can shorten the search for counsel who already knows the steps.

Carrying both private and federal work is a wide span for an employment firm. A private-sector discrimination claim and a federal EEO complaint run on different clocks and answer to different bodies. Keeping both within one firm means a client whose situation crosses that line can stay with the same office.

Two kinds of clients

Most of the firm's employment work sits on the employee side. Freedman Law represents individuals who bring harassment, discrimination, retaliation, and wage claims. The same team also advises business owners.

On the employer side, the work turns toward prevention and defense. The firm reviews contracts, drafts policies and employee handbooks, and counsels owners on employment law compliance. When a dispute reaches court, it defends businesses in employment litigation. A firm that argues both sides of these statutes can carry a sharper sense of how a given claim is likely to land.

The two-sided setup shapes what a client can expect. An employee arrives at a firm that also sees how employers build their policies and defend their choices. That vantage can help when the task is to read an opponent's likely next move.

How a case moves

Freedman Law describes representation that starts well before a courtroom. It works with clients at the prelitigation stage, when a claim is still taking shape and most options remain open. It can then carry a matter through the EEOC administrative process.

If nothing resolves earlier, the firm continues into litigation. That reach matters in employment law, where the administrative steps often set the limits of any later lawsuit. In my opinion, staying with a client across those stages spares people the cost and disruption of changing counsel partway through a claim.

The prelitigation stage is where a lot of employment matters are actually decided. Deadlines for filing with the EEOC are short, and a missed step early can close a door later. A firm that engages before a client files a complaint has room to protect those options.

How the team is built

Lindsay A. Freedman founded the firm. Before starting it, he represented individuals in harassment, wrongful termination, discrimination, retaliation, and wage and hour matters. That history lines up closely with what the firm handles today.

His bar involvement is a matter of record. He belongs to the Anne Arundel County Bar Association, the Maryland State Bar Association, and the Metropolitan Washington Employment Lawyers Association. He also sits on the Board of Governors of the Federal Bar Association, Maryland Chapter, which points to activity in the same federal work the firm handles. Nathaniel Baker is the firm's other named attorney.

Reach across two states

The firm keeps three offices, two in Maryland and one in Virginia. That footprint tracks the states where it takes cases. It also places the firm within reach of both the Baltimore and Washington employment markets.

Employment rules shift at the state line, since Maryland and Virginia each set their own terms on wages, non-competes, and discrimination. A firm licensed on both sides can keep one case with one team even when a person lives in one state and works in the other. That continuity spares a client the trouble of finding new counsel across the border.

Three locations across two states also signals a firm that expects clients to come from a spread-out region. The Baltimore corridor, the Maryland suburbs of Washington, and Northern Virginia each feed different employers and different courts. The firm's own materials point to nearly a decade of work in this field.