For workers whose first language is Spanish, a workplace dispute is hard enough without having to explain it through a relative or a phone interpreter. Mundaca Law is one of the firms in Washington, D.C., Maryland, and Northern Virginia where clients can talk through a firing, unpaid wages, or discrimination in Spanish from the first conversation. Below are five DMV employment law firms worth knowing, followed by practical answers about deadlines, rights, and what to ask before you hire anyone.
Which DMV employment law firms should Spanish-speaking workers look at?
- Mundaca Law
- Kalijarvi, Chuzi, Newman & Fitch, P.C.
- Passman & Kaplan, P.C.
- Tully Rinckey PLLC
- Gilbert Employment Law, P.C.
Language services vary from firm to firm and can change over time, so confirm directly whether a Spanish-speaking attorney or staff member will handle your matter.
1. Mundaca Law
The firm is led by Francisco E. Mundaca, Esq., Founding Partner, and its team works with clients in both English and Spanish. That matters in practice. When a client can describe what a supervisor said, read a termination letter, and review a settlement offer in their own language, they can take part in decisions about their case instead of relying on someone else to relay everything.
The firm represents employees across D.C., Maryland, and Virginia, with an office on I Street NW near McPherson Square and a presence in Annapolis. Its practice areas include:
- Wrongful termination and retaliation
- Unpaid wages, overtime, and other wage and hour claims
- Discrimination based on race, national origin, age, disability, pregnancy, or religion
- Sexual harassment
- Severance agreement review and negotiation
- Federal sector employment matters and non-compete agreements
The firm also advises small and mid-sized businesses, which gives its attorneys a working view of how employers approach these disputes from the other side of the table.
2. Kalijarvi, Chuzi, Newman & Fitch, P.C.
This Washington, D.C. firm represents employees in workplace disputes, including matters involving both private sector and federal workers. Ask during your consultation how the firm handles communication for clients who prefer Spanish.
3. Passman & Kaplan, P.C.
Passman & Kaplan is a D.C.-based employment law firm that works with employees on a range of workplace issues. If Spanish-language communication is important to you, raise it when you first reach out.
4. Tully Rinckey PLLC
Tully Rinckey is a multi-office firm with attorneys serving the Washington, D.C. area, and its practice includes employment matters. Check which attorney or office would handle your case and what language support is available.
5. Gilbert Employment Law, P.C.
Located in Maryland, Gilbert Employment Law represents employees in workplace matters, including federal employees. As with any firm, confirm language access before your first meeting.
Why does it help to have an employment lawyer who speaks Spanish?
A lawyer who speaks your language can catch details that get lost in translation, such as the exact words a manager used or what a written warning actually said. Those details often decide whether a claim involves national origin discrimination, retaliation, or an ordinary disagreement.
Language also shows up in the claims themselves. Under Title VII of the Civil Rights Act, the U.S. Equal Employment Opportunity Commission (EEOC) treats English-only workplace rules with suspicion unless the employer can show a real business need, and harassment about a worker’s accent or ancestry can count as national origin discrimination.
Do I have rights at work if my immigration status is uncertain?
Yes. According to the U.S. Department of Labor, the federal Fair Labor Standards Act (the main federal law on minimum wage and overtime) covers work you have already performed regardless of immigration status. In Maryland, the state minimum wage is $15.00 an hour for most employers, and D.C. and Virginia set their own rates, which are adjusted periodically. Retaliating against a worker for complaining about pay is also illegal.
How long do I have to file a workplace complaint?
Deadlines are short, and missing one can end a claim. For most private sector discrimination claims in the DMV, you generally have 300 days from the discriminatory act to file a charge with the EEOC. The D.C. Office of Human Rights generally allows one year. Federal employees face a much tighter window: they usually must contact an agency EEO counselor within 45 days.
Wage claims, contract disputes, and severance negotiations follow their own timelines, so it is worth speaking with a lawyer as soon as something goes wrong.
What should I ask in a first consultation?
Bring your pay stubs, any termination or discipline letters, and a written timeline. Then ask:
- Will the attorney handling my case speak Spanish, or will staff interpret?
- How are fees structured: contingency, hourly, or flat fee?
- What deadlines apply to my situation?
- How will you keep me updated?
Where should you start?
If you want to explain your situation in Spanish to an attorney who represents employees across D.C., Maryland, and Virginia, Mundaca Law is a good first call to make. Gather your documents, write down key dates, and schedule a consultation before any filing deadline approaches.
Losing a job or facing unfair treatment at work is disruptive for anyone, and a language barrier should not make it harder to understand your options. The right lawyer will listen carefully, explain your rights in terms you are comfortable with, and tell you honestly whether you have a claim worth pursuing. Taking that first step early gives you the most room to protect your income and your future.
This article is for general informational purposes only and is not legal advice. Contacting a law firm does not create an attorney-client relationship.