Your First Meeting with an Employment Lawyer
How to prepare, what to ask, and what to expect from your first consultation.
Content last verified against official statutes: March 30, 2026
Context and Setup
You have decided to consult an employment lawyer. You have an initial consultation booked (30 to 60 minutes; some lawyers offer free initial consultations, others charge $200 to $500). You want to make the most of this limited time by being prepared and knowing what questions to ask.
The Conversation
Lawyer
Tell me about your situation.
You
I have been employed at [Company] for [X years] in a [role]. I have experienced [brief summary: harassment, reprisal, privacy violations, termination, or combination]. I have filed [internal complaints, external complaints if any] and the current status is [summary]. I brought a chronological timeline, copies of key documents, and my questions.
Lead with the concise summary, then hand over documentation. Lawyers bill by time. Do not spend 30 minutes telling the story when a prepared timeline and document package can convey it in 5 minutes.
Lawyer
Let me review this. (Reviews documents.) Based on what I see, you may have claims under [statutes].
You
What are the strengths and weaknesses of each claim?
A good lawyer will be honest about both strengths and weaknesses. Be wary of a lawyer who says everything is a guaranteed win.
Lawyer
[Assessment of each claim.]
You
What is your recommended strategy and timeline? Should I file with the CIRB, CHRC, OPC, or all of them?
The lawyer should explain which bodies are most appropriate for your specific facts and the pros and cons of filing with each.
You
What are your fees and how do you bill? Is this a flat fee, hourly, or contingency arrangement?
Ask this directly. Employment lawyers typically charge $300 to $700 per hour, but some offer flat fees for specific filings or contingency (they take a percentage of your award). Know the cost before committing.
You
If I retain you, what would you handle and what would I handle? How frequently would we communicate? What is the expected timeline for resolution?
Set expectations about scope, communication, and timing up front. This prevents misunderstandings later.
Lawyer
[Response about services, timeline, communication.]
You
What should I do or avoid doing between now and our next meeting?
This is crucial. The lawyer may advise you to stop communicating with the employer directly, to preserve specific evidence, or to file a complaint before a deadline expires.
What to Document After
- Lawyer's name, firm, credentials, and specialization.
- Assessment of your case (strengths, weaknesses, recommended claims).
- Fee structure and estimated costs.
- Recommended strategy and timeline.
- Immediate action items.
- Whether you want to retain this lawyer (you are not obligated after one consultation).
- Compare with at least one other lawyer before retaining if possible.
What to Prepare Before the Consultation
- 1Chronological timeline of all incidents.
- 2Copies (not originals) of key documents: employment contract, harassment complaint, employer responses, performance reviews, relevant emails, medical records if applicable.
- 3List of complaints filed (internal and external) with dates and current status.
- 4List of your specific questions prioritized by importance.
- 5Know your deadlines: CIRB (90 days), CHRC (1 year), CLC s.240 (90 days from termination).
- 6Budget and payment expectations.
Key References
When Should You Contact a Lawyer?
This platform is designed to help you build your case independently — collecting evidence, documenting incidents, writing complaints in compliance language, and navigating the internal HR process. Many employees can handle these steps without a lawyer.
The most effective time to engage a lawyer is after you have completed the internal process and your employer has failed to resolve your complaint. At that point, a lawyer can review your complete file — your timeline, evidence, complaint, and the employer's response — and provide strategic advice before you file with an external body such as the CIRB, CHRC, or OPC.
By doing the groundwork yourself, your consultation becomes a focused strategic review rather than a costly fact-gathering session. This approach has been validated by employment lawyers who reviewed files prepared using this methodology and found the documentation thorough with nothing to add.
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Cite This Page
MyWorkRights.ca, "Your First Meeting with an Employment Lawyer," accessed 2026-04-01, https://myworkrights.ca/scenarios/first-lawyer-consultation
Written by the MyWorkRights.ca team, based on direct experience navigating the CIRB, OPC, and CHRC complaint processes and 500+ hours of employment law research.