Marketing for employment law firms
Workers with wage, termination or retaliation claims often don’t know they have a case. They are also, often, the same people a workers’ comp firm reaches. We run campaigns that meet them in plain language, in English and Spanish, and route them to intake that can screen the claim quickly.
Good fitFirms that already take workers’ comp and want a second practice for the same audience.
What’s different about this practice
- People describe a problem, not a claim.
- Few people search for 'wage and hour attorney'. They search for unpaid overtime, a final paycheck that never came, or being fired after a complaint. Ads and pages are written in those words.
- Screening decides profitability.
- Employment cases vary widely in value. Intake needs clear criteria on employer size, timing and documentation, or the calendar fills with consultations that won’t sign.
- Spanish matters.
- In California and other states with large Spanish-speaking workforces, a Spanish path from ad to intake often changes the economics. We only run Spanish ads where your team can answer in Spanish.
How we approach it
- Meta ads aimed at workers by industry and language
- Google Search for problem-language queries
- Landing pages for each claim type
- Screening questions built into forms and intake scripts
Advertising rules
Employment ads must not imply guaranteed outcomes or promise specific recoveries. We write to your state’s attorney-advertising rules and your counsel approves each ad.
Start with your numbers
Book a 30-minute call. Bring last month’s ad spend and signed cases if you have them. If you don’t, that’s where we’ll start.