Breach of Contract Attorney in New York

When Your Employer Breaks a Promise

When you accept a job, sign a severance package, or agree to a bonus plan, you rely on those written promises to guide your career and financial life. If your employer changes the deal, refuses to pay what was agreed, or threatens to enforce a restrictive covenant in a way that blocks your next move, you may be dealing with a breach of contract that New York law takes seriously. In that situation, talking with a breach of contract attorney based in New York can help you understand what leverage you actually have.

We see workers across New York City, Long Island, and Westchester who are suddenly told a promised bonus is off the table, a signed severance agreement will not be honored, or a non-compete will be used to stop them from accepting a new role. Many feel blindsided and unsure whether the contract still protects them. They worry about their income, their benefits, and their reputation in a close-knit industry.

Brown Kwon & Lam is a New York City employment law firm that helps employees and professionals navigate these contract disputes. We review the agreement, the facts, and the law with you, then explain in clear terms whether a breach may have occurred and what options you have. Our goal is to combine careful legal analysis with steady guidance so you do not have to face your employer alone.

Don’t wait to address your legal needs—connect with a skilled breach of contract lawyer in New York. Call (212) 295-5828 or get in touch with us to book your consultation.

How Our Firm Handles Breach of Employment Contracts

When you contact our firm about a contract concern, you meet directly with the partners who will evaluate and handle your matter. We begin by reviewing your employment contract or offer letter, any amendments, emails that describe compensation or duties, and related documents such as bonus plans or severance agreements. We look closely at the precise language and how your employer’s conduct lines up with those obligations.

After we understand the written terms and your goals, we walk you through where the agreement appears to have been honored, where it may have been breached, and what remedies could be available. Some clients want to recover unpaid bonuses or severance. Others want to negotiate a dignified exit or to resolve a dispute about non-compete or non-solicitation clauses so they can move forward with a new opportunity. We tailor our approach to reflect what matters most to you and the realities of your workplace.

Throughout this process, we stay responsive and accessible. We return calls and emails promptly and make communication straightforward, so you are never left wondering what is happening with your case. From our first meeting through resolution, you can expect clear explanations of each step, honest guidance on strategy, and thoughtful attention to both the legal and human sides of your situation.

Why Employees Trust Brown Kwon & Lam With Contract Disputes

Many clients come to us at a turning point in their careers, which is why trust in your legal team matters. Our attorneys have obtained millions in recoveries and favorable judgments in employment disputes. These results reflect sustained advocacy across cases involving unpaid compensation, wrongful termination allegations, and complex contract issues. For someone facing a breach of an employment agreement, that track record can provide confidence that we understand how to build and pursue claims against sophisticated employers.

Our partners bring rigorous legal training, including education at institutions such as Cornell University, along with federal and state court experience. We also handle challenging matters such as ERISA withdrawal liability, NLRB proceedings, and class or collective litigation. These areas often involve intricate contracts, regulatory frameworks, and high stakes. That background helps us assess employment contracts that intersect with benefit plans, union issues, or company-wide policies, and to anticipate how employers may structure their defenses.

Another factor that sets us apart is that we have represented both employees and employers in disputes. Seeing how companies analyze risk, document performance, and respond to claims allows us to anticipate the strategies they are likely to use. We use that insight to craft thoughtful responses that move your matter forward efficiently. Our Fifth Avenue office reflects the professional standard we hold ourselves to, while our focused team structure means you have direct access to the attorneys responsible for your case, not layers of staff.

What Counts As A Breach Of An Employment Contract In New York

Employment relationships in New York often start with an offer letter or employment contract that outlines your title, compensation, bonus eligibility, benefits, and sometimes termination or severance terms. You may have also signed separate documents, such as equity grant agreements, sales commission plans, confidentiality agreements, or restrictive covenant agreements. Together, these materials form the framework for what each side promised to do.

A breach can occur when an employer does not follow the obligations set out in those documents. Common examples include failing to pay agreed base salary, commissions, or bonuses, not providing severance that was promised in writing, or changing fundamental duties or location in a way that conflicts with specific contract terms. Another scenario involves terminating an employee in a manner that violates explicit protections or notice requirements that go beyond ordinary at-will employment.

New York is generally an at-will employment state, which means employers usually can end the relationship without cause, as long as they do not violate specific laws or contractual promises. However, when an employer agrees to particular terms in writing, such as guaranteed employment for a certain period, defined severance, or detailed commission structures, those provisions can limit what the company may do. Whether a particular situation amounts to a breach often depends on the wording of the contract, how it interacts with other documents, and the timeline of events.

If you suspect that your employer is ignoring or stretching the language of your agreement, a careful review is essential. We work with you to piece together the full picture, including the written terms, internal policies, performance history, and communications about changes. Our attorneys explain how New York law views those materials and what potential claims or defenses may come into play, so you are not left trying to decode legal language on your own.

What To Do If You Suspect A Breach Of Your Employment Contract

Discovering that an employer may have broken a promise is frustrating and unsettling, especially when your income or reputation is involved. Taking deliberate steps can help protect your position before emotions or pressure lead to rushed decisions. We encourage clients to pause, gather information, and seek guidance rather than reacting quickly to demands or proposals from the company.

Start by collecting key documents and communications:

• Employment contracts, offer letters, and any amendments or addenda.
• Bonus, commission, equity, or severance plans that apply to your role.
• Emails or messages that describe compensation changes, performance expectations, or agreements about your departure.
• Pay stubs, benefit statements, and any written policies that relate to the dispute.

It is generally wise not to sign new documents, such as releases, separation agreements, or acknowledgments of revised terms, until you understand how they affect your rights. Even routine-looking forms can contain waivers of claims or changes to compensation structures. At the same time, you should avoid taking steps that could be portrayed as violating confidentiality, misusing company information, or breaching your own obligations under non-compete or non-solicitation clauses.

Once you have gathered materials, speaking with an attorney can clarify where you stand. During an initial conversation, we typically ask about the history of your role, what changed, what you were told, and what documentation exists. We then review the materials you share and discuss potential paths forward. Addressing concerns early can shape strategy, whether that involves a carefully worded letter to the employer, internal discussions backed by legal advice, or preparation for formal claims if needed.

Our Step-by-Step Approach To Resolving Contract Disputes

Contract disputes can feel unpredictable, especially when you are still working for the employer or actively searching for your next position. We work to bring order to that situation by following a structured process. Knowing what to expect at each stage helps reduce uncertainty and allows you to make decisions with clearer information.

Our work often begins with a detailed intake and document review. We examine your contract, related plans, and correspondence, and we talk with you about your goals. For some clients, the priority is recovering money that was not paid. For others, it is securing a smooth transition to a new role without a cloud of litigation. We then assess the strengths and weaknesses of potential claims under New York law and consider how your employer is likely to respond.

From there, we typically map out options that may include informal discussions, written demands, or structured negotiation. In many cases, it is possible to pursue resolution through back-and-forth dialogue, mediation, or arbitration if required by the contract. When necessary, we prepare claims in the courts located in Manhattan or other counties, depending on where the dispute belongs. Throughout, we explain the implications of each step, the potential timing, and the possible range of outcomes, so you can weigh which path best aligns with your priorities.

Regardless of the route taken, we keep clients informed. You receive updates on developments, copies of key filings or letters, and straightforward explanations of what those documents mean. Our disciplined preparation and organization are directed at positioning your matter effectively, while our focus on practical, cost-conscious strategies helps avoid unnecessary delay or expense.

Secure legal assistance quickly by connecting with a breach of contract attorney. Fill out our online form to move forward.

Frequently Asked Questions

How Do I Know If My Employer Breached My Contract?

The clearest way to know is to compare what your contract and related documents say with what your employer has actually done. If you are not receiving compensation, benefits, or severance that are clearly promised in writing, or if your duties or termination do not line up with specific terms, a breach may have occurred. Because contracts can be written in technical language and can interact with other policies, many people find it difficult to interpret them on their own.

In our work, we review the full set of documents, including emails and plans that may not look like formal contracts but still matter. We then discuss how New York law treats those materials and where your employer’s conduct appears inconsistent with its obligations. Even if you are unsure whether the situation rises to the level of a breach, bringing your paperwork to a consultation can help clarify what rights you have and what options are realistic.

What Can I Recover In A Breach Of Employment Contract Case?

In many breach of contract cases, the primary focus is on recovering the value of what you were promised but did not receive. This can include unpaid salary, commissions, bonuses, severance, or benefits, depending on the language of your agreement and how the breach occurred. In some situations, there may also be claims that overlap with other employment laws, such as wage and hour rules or discrimination statutes, which can affect what types of remedies are available.

The specific amount and categories of recovery usually depend on the terms of the contract, the duration of the breach, whether you mitigated losses by finding other work, and other factual details. Our role is to identify what the contract supports, calculate potential damages based on your records, and then consider how those numbers may influence negotiation or litigation strategy. We explain these calculations openly, so you understand what you are pursuing and why.

Will Taking Legal Action Against My Employer Hurt My Career?

Many employees worry that asserting their contract rights will affect future opportunities. There is no single answer, because the impact depends on your industry, your role, the visibility of the dispute, and how the matter is approached. Some disagreements resolve quietly through negotiated agreements that include carefully worded references or non-disparagement provisions. Others may involve formal claims that are part of the public record.

When we discuss strategy with you, we factor in not only the legal strength of your claims but also how different approaches may affect your career path. Sometimes, a firm but measured negotiation can protect both your financial interests and your reputation. In other situations, clients decide that asserting claims through arbitration or court is the right choice, even if it is more visible. We talk through these tradeoffs so you can decide what balance of risk and recovery makes sense for you.

How Long Do Breach Of Contract Cases Usually Take In New York?

The timeline for a breach of contract matter can range from a few weeks of negotiation to significantly longer when arbitration or litigation is involved. Informal discussions or a demand letter sometimes lead to resolution within a relatively short period, especially if both sides are motivated to move on. When a contract requires arbitration, the schedule often depends on the rules of the arbitration forum and how quickly hearing dates are available.

If a lawsuit is filed in a New York court, the duration will generally be influenced by the court’s calendar, the complexity of the issues, and how aggressively each side litigates. Factors such as discovery disputes or motions can extend the process. During our early conversations, we provide a realistic sense of how long different paths might take based on the kind of dispute you are facing, and we work to keep your matter progressing while keeping you updated on important milestones.

What Documents Should I Bring To Our First Meeting?

Bringing a complete set of documents helps us give you more precise guidance at the first meeting. At a minimum, we suggest you gather your employment contract or offer letter, any later amendments, and any written policies that apply to your compensation or termination. It is also helpful to have bonus or commission plans, equity grant documents, and any severance agreements or drafts if your employment has already ended.

In addition, emails or messages that explain changes to your role, pay, or departure can be important, as can pay stubs, benefit statements, and internal performance reviews. If you are unsure whether something is relevant, it is usually better to bring it up so we can decide together. We review these materials with you, identify what fills gaps and what may still be missing, and then explain how they may support potential claims under New York law.

Can You Help If My Contract Has An Arbitration Clause?

We can assist clients whose contracts require arbitration rather than traditional court litigation. Many employment agreements and severance packages include arbitration provisions that specify a private forum for resolving disputes. These clauses can affect where and how your claims are heard, but they do not necessarily eliminate your ability to pursue unpaid compensation or other remedies.

When we review your contract, we analyze any arbitration requirements, including which rules apply and what procedures are involved. We then discuss how arbitration compares to court in terms of timing, privacy, and potential costs. Our firm handles matters that can proceed through mediation, arbitration, and, when appropriate, trial, so we can help you understand what to expect in each setting and prepare accordingly.

What Will Working With Your Firm Look Like Day To Day?

From the outset, you can expect to work directly with the partners who are responsible for your case. We schedule time to listen to your concerns, review your documents, and ask questions that help us understand both the legal and personal aspects of the dispute. As we develop a strategy, we explain options in straightforward language and confirm that our approach aligns with your goals.

During the life of your matter, we stay in contact through calls and emails, and we respond promptly when you reach out. You receive updates on negotiations, filings, or hearings, along with explanations of what each development means and what decisions may be needed. Clients often tell us that having a clear point of contact and regular communication makes a stressful situation easier to manage, which is why we place such emphasis on accessibility and transparency.

Talk With Our Team About Your Contract Concerns

If you believe your employer has broken a written promise, you do not have to guess about your rights or accept the company’s interpretation of your contract. A conversation with our team can help you understand whether the agreement has been breached, what remedies may be available, and how New York law applies to your situation. Our attorneys review your documents, listen to your goals, and outline potential paths so you can make informed choices.

At Brown Kwon & Lam, we handle employment contract disputes with careful preparation, direct partner involvement, and a focus on practical outcomes. We have obtained meaningful recoveries in employment cases and have guided many clients through negotiations, mediation, arbitration, and litigation when needed. If you are unsure whether it makes sense to take the next step, an initial discussion can provide clarity and reduce the uncertainty you are carrying.

To discuss your situation with our team, call (212) 295-5828 or contact us online to schedule a consultation with a qualified breach of contract lawyer.