Employment Law

Skilled employment law representation for employees and employers navigating workplace disputes, discrimination, and compliance.

The workplace gives rise to some of the most consequential legal disputes individuals and businesses encounter. Ott Law Firm represents both employees and employers in a wide range of employment law matters throughout Missouri and Illinois. For employees, we are fierce advocates against unlawful workplace treatment — including discrimination, harassment, retaliation, and wrongful termination. For employers, we provide proactive compliance counsel and skilled defense when employment claims arise. Our St. Louis employment attorneys bring deep knowledge of federal and state employment law and a track record of successful outcomes.

On the employee side, our practice encompasses claims of discrimination based on race, sex, age, disability, religion, national origin, and other protected characteristics under Title VII, the ADEA, the ADA, and Missouri and Illinois human rights laws; sexual harassment and hostile work environment claims; whistleblower retaliation matters; wage and hour disputes, including overtime and minimum wage violations; Family and Medical Leave Act (FMLA) claims; and wrongful termination and breach of employment contract cases. We pursue administrative charges before the EEOC and Missouri Commission on Human Rights and take cases to federal and state court when necessary to vindicate our clients' rights.

For employer clients, Ott Law Firm provides employment policy development and handbook review, employment agreement and non-compete drafting and enforcement, internal investigation counsel, management training on harassment and discrimination prevention, and defense of employment claims in court and arbitration. We believe that the best employment disputes are those that never happen, and we work with employers to build strong compliance programs and workplace cultures that reduce legal risk. When disputes do arise, Ott Law Firm defends employer interests vigorously while working toward practical resolutions that allow businesses to move forward.

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Don't let workplace legal issues go unaddressed. Attorney Joseph Ott has decades of experience representing both employees and employers in discrimination, harassment, wrongful termination, and employment compliance matters.

Call today: (314) 710-2740 or contact us online for a free case evaluation.

Recent Missouri Opinions

Missouri appellate decisions currently tagged to this practice area.

Kathryn Torre-Stewart, Appellant/Plaintiff, v. The Washington University-St. Louis, Respondent/Defendant.

Missouri Court of Appeals, Eastern DistrictFeb 24, 2026affirmed

The court affirmed the dismissal of plaintiff's disability discrimination and hostile work environment claims under the Missouri Human Rights Act because she failed to plead facts demonstrating legal disability or a hostile work environment based on disability. However, the court reversed and remanded the retaliation claim, finding that plaintiff alleged sufficient facts establishing the elements of retaliation under the Act based on her complaints of disability discrimination.

Celestina Gamez, Respondent, v. EasyEx MO OFallon, LLC, Appellant.

Missouri Court of Appeals, Eastern DistrictJan 13, 2026affirmed

This Missouri appellate case addressed whether a company could set aside a default judgment that was entered against it more than one year earlier in an employment discrimination lawsuit. Celestina Gamez sued her former employer, EasyEx MO OFallon, LLC, claiming violations of the Missouri Human Rights Act and Workers' Compensation Law. After EasyEx was properly served but failed to respond, the trial court entered a default judgment in March 2024 awarding Gamez damages and attorney's fees. EasyEx did not attempt to challenge this judgment until April 2025—over one year later—when Gamez began collection efforts. The Court of Appeals affirmed the trial court's denial of EasyEx's motion to set aside the default judgment. Under Missouri Rule 74.05(d), parties seeking to overturn a default judgment must act "within a reasonable time not to exceed one year after the entry of the default judgment." The court rejected EasyEx's argument that the one-year deadline should run from when they received notice of the judgment rather than when it was entered, emphasizing that defaulting parties forfeit their right to notice under Missouri law. The court also awarded Gamez attorney's fees for defending the appeal, since she was the prevailing party under the Missouri Human Rights Act. This decision reinforces that Missouri's one-year deadline for challenging default judgments is strictly enforced and cannot be extended based on claims of lack of notice. For businesses and other litigants, this case underscores the critical importance of maintaining current contact information with registered agents and monitoring for potential lawsuits. Once a default judgment is entered, parties have limited time to act, and waiting until collection efforts begin is likely too late to seek relief from the court.

Karla K. Allsberry, Appellant, vs. Patrick S. Flynn, et al., Respondents.

Missouri Court of Appeals, Eastern DistrictDec 23, 2025affirmed

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