Employment Discrimination Attorney in Boston, MA
Serving Boston’s Financial District, Back Bay, Seaport, Cambridge & Greater Boston
Workplace discrimination takes many forms, and in Boston’s competitive professional environment, it often goes unaddressed because employees are afraid of retaliation, unsure whether what happened to them is legally actionable, or don’t know where to start. If you were passed over for a promotion because of your age, pushed out after a disability accommodation request, subjected to a hostile work environment based on your race or gender, or fired shortly after disclosing a pregnancy, you may have a claim under Massachusetts Chapter 151B, Title VII, the ADA, the ADEA, or other federal and state statutes. Whitney Law Group evaluates discrimination claims candidly: what happened, whether it meets the legal standard, what it’s worth, and what the fastest path to resolution looks like. The 300-day MCAD filing deadline starts the day the discriminatory act occurs. Call before time runs out.
Why Boston Employees Choose Whitney Law Group for Discrimination Claims
Mark Whitney’s defense-side background gives discrimination claimants an unusual advantage: he spent years advising Boston employers on how to handle discrimination complaints, conduct investigations, and build documentation supporting their decisions. He knows exactly what employers and their counsel look for when evaluating a claim, what evidence matters most, and where the weaknesses in a well-documented termination actually lie.
Whitney Law Group handles discrimination claims at the MCAD, the EEOC, in Massachusetts Superior Court, and in federal district court. The firm is familiar with the Boston-area court landscape, including the Suffolk Superior Court Business Litigation Session and the District of Massachusetts, and advises clients on which forum gives them the best position. AV Preeminent rated. 2025 Massachusetts Super Lawyer.
What Employment Discrimination Representation Includes in Boston
Whitney Law Group handles the full range of workplace discrimination claims for Boston-area employees:
- Age discrimination (ADEA and Chapter 151B) – for employees 40 and older; includes demotion, termination, and failure to hire or promote
- Disability discrimination (ADA and Chapter 151B) – including failure to accommodate, regarded-as claims, and FMLA interference
- Gender and pregnancy discrimination – including pay inequality, pregnancy-related adverse actions, and the Massachusetts Pregnant Workers Fairness Act
- Race and national origin discrimination – hostile work environment, disparate treatment, and disparate impact claims
- Sexual orientation and gender identity discrimination – fully protected under Chapter 151B and federal law following Bostock v. Clayton County
- Religious discrimination – failure to accommodate religious practices and belief-based harassment
- MCAD and EEOC charge preparation and filing – within the applicable deadline (300 days for Massachusetts Chapter 151B claims)
- Litigation – representation in Suffolk Superior Court and the U.S. District Court for the District of Massachusetts
Client Reviews: Employment Discrimination, Boston
"Attorney Mark Whitney saved the day!!! I had a situation at work where I could have lost my job unless I had sought the skills and expertise of an attorney like Mark. My situation had not been portrayed accurately to HR and as a result I did not have many people at the organization to stand by my side. Mark helped me structure the facts and delivery of information to HR which helped clarify the situation and ultimately made the charges against me completely disappear. If Mark had not helped manage and draft compelling letters to human resources the outcome of my situation would have been dramatically different. Thank you Mark....I truly believe that your actions saved my job and more importantly my career."
PWS
SVP, Financial Services Industry
"I hired Mark to handle my discrimination and non compete case. Before hiring Mark I consulted with three big law firms in the New England area but was not convinced with them and decided to go with Mark. Best decision i ever made. Mark did a spectacular job handling my case and got it sorted out in less than 4 months. He is a great guy to deal with as well. You will never get the feeling you are dealing with a lawyer, you will really feel like you are dealing with a friend. He is always very patient and friendly and will give you the exact facts. He is not out to get your money and is always looking out for your best interests. He is tough and super smart and really knows what he is doing. The best damn lawyer around. Don't waste your time and money with the big firms. I would highly recommend Mark he is a rock star."
CLIENT NAME WITHHELD
Shipping Executive
FAQ: Employment Discrimination in Boston, MA
Q: What is the MCAD and do I have to file there before going to court?
The Massachusetts Commission Against Discrimination (MCAD) is the state agency that investigates workplace discrimination complaints under Chapter 151B. In Massachusetts, you must file a complaint with the MCAD (or the EEOC) before you can bring a discrimination lawsuit in court; this is called exhausting administrative remedies. The filing deadline is 300 days from the discriminatory act (some federal claims allow 300 days as well). After filing, you can request a right-to-sue letter and proceed to court, or allow the MCAD to investigate and potentially mediate the claim. Whitney Law Group advises clients on which path – MCAD investigation, MCAD hearing, or court – best serves their goals.
Q: My employer claims I was fired for performance, not discrimination. Does that end my case?
Not necessarily. Employers almost always provide a non-discriminatory explanation for an adverse action. The legal question is whether the stated reason is a pretext for discrimination. Evidence of pretext includes: inconsistent application of performance standards, lack of prior documentation of the alleged performance issues, timing of the termination relative to a protected event (disability disclosure, pregnancy, age milestone), differential treatment of employees outside your protected class, and discriminatory statements by decision-makers. Whitney Law Group analyzes the full factual record to identify and document pretext arguments.
Q: Can I be fired for complaining about discrimination?
No, retaliation for opposing discriminatory practices or participating in a discrimination investigation is independently unlawful under Chapter 151B and federal law. If you complained about discrimination internally or to the MCAD/EEOC and subsequently experienced an adverse action, termination, demotion, reduced hours, hostile treatment, you may have a retaliation claim in addition to the underlying discrimination claim. Retaliation claims are often stronger than the underlying discrimination claim and can significantly increase the value of your case. Critical: the same 300-day filing deadline applies to retaliation claims.
Schedule Your Free Consultation Today.
Don’t navigate workplace disputes alone. Contact Whitney Law Group’s Boston employment lawyers for a free, confidential consultation about your employment discrimination rights, options, and next steps.