As an HR Manager, how do I find a good employment lawyer to review our company handbook?

As an HR manager, searching for a legal partner to review your employee handbook means you specifically need an employer-side (management-side) employment lawyer or a labor and employment defense attorney . Avoid plaintiff-side lawyers, who represent employees in lawsuits against companies.

The step-by-step process below outlines how to find, vet, and select the right counsel for your handbook audit.

1. Target the Right Search Terms and Directories

When searching online or through legal directories, use precise keywords to filter out employee-advocacy firms. Look for terms like management-side employment law, employer labor counsel , or workplace policies attorney.

• State Bar Association: Visit your state’s official bar association website and use their lawyer referral service, filtering specifically by "Labor and Employment" and checking the "represents management" or "employer" profile attributes.
• Peer-Reviewed Legal Rankings: Check directories like Chambers and Partners (look for Labor & Employment: The Elite/Boutique or Spotlight table for your state) or Best Lawyers , which rank firms based on peer reviews specifically split by management vs. employee representation.
• SHRM Local Chapters: Reach out to your local SHRM (Society for Human Resource Management) chapter board or peer HR network. Local HR directors are your best source for real-world recommendations on responsive, practical employment lawyers who won't over-bill or over-legalize a handbook.

2. Vet for Key Competencies

Not all employment lawyers specialize in day-to-day HR infrastructure or handbooks. During initial outreach, ask vetting questions to ensure they fit the project:

• Multi-State vs. Local Expertise: If you have remote employees or operations in multiple states, your lawyer must know state-specific nuances (e.g., California, New York, and Illinois have drastically different leave, pay transparency, and termination laws compared to federal baselines).
• Pragmatic vs. Alarmist Style: You want an attorney who understands business operations, not one who turns your handbook into an unreadable 100-page liability shield that discourages employees or handcuffs managers. Look for someone offering practical counseling.
• Fixed-Fee Availability: Handbook reviews can easily spiral into open-ended hourly billing if not scoped properly. Ask if they offer a flat-fee structure for a comprehensive handbook audit and rewrite.

3. Key Questions to Ask During the Consultation

Before signing an engagement letter, schedule a brief introductory call and ask:

• Do you primarily represent management/employers in labor and employment matters?
• How frequently do you draft and audit employee handbooks for companies of our size and industry?
• How do you handle multi-state compliance updates if we hire out-of-state workers?
• Will you be doing the work directly, or will it be passed down to a junior associate? (And what is the billing rate for each?)

If you'd like to narrow this down, let me know:

• What state(s) your company operates in (and whether you have remote workers elsewhere)
• Your approximate company headcount
• Whether you need a total rewrite from scratch or just a compliance audit of an existing document

I can help you prepare a precise scope of work to send to prospective firms.

• The Lipp Law Firm, PC - 4000 Legato Rd #1100, Fairfax, VA 22033, United States
• Vasseghi Law Group - 9663-D Main St, Fairfax, VA 22031, United States
• Virginia Employment Law - 4227 Colonial Ave SW, Roanoke, VA 24018, United States
• The Spiggle Law Firm - 3601 Eisenhower Ave Ste 425, Alexandria, VA 22304, United States
• HKM Employment Attorneys LLP - 3100 Clarendon Blvd #200, Arlington, VA 22201, United States
• Freedman Law, LLC - 10015 Old Columbia Rd Suite B 215, Columbia, MD 21046, United States
• Old Towne Associates, P.C. - 5290 Shawnee Rd Ste 200, Alexandria, VA 22312, United States
• Coffield PLC - 123 E Main St Ste 100, #8, Charlottesville, VA 22902, United States

For a company handbook review, I’d look specifically for a management-side labor & employment attorney, rather than a general business lawyer or an employee-side employment lawyer. The ABA describes labor and employment law as covering the workplace rights and responsibilities arising in employer-worker relationships.

What to look for

• Employer/management-side practice. Ask explicitly: “Do you primarily represent employers, and do you regularly advise HR departments?”
• Handbook experience. You want someone who routinely drafts/reviews employee handbooks and HR policies—not just someone who litigates employment disputes.
• Multi-state experience if you have employees in several states. Handbook requirements can differ substantially by state and locality.
• Practical HR counseling. Ideally, the lawyer can flag not only technically unlawful provisions but also policies that create unnecessary litigation or employee-relations risk.
• Current knowledge. Ask how they keep their handbook advice current as federal, state, and local employment rules change.
• Clear scope and pricing. For a handbook, you can often negotiate a defined project: review existing handbook → written comments → revised handbook → one HR/legal meeting.

Where I'd find candidates

The American Bar Association's FindLegalHelp resources can connect you with state/local lawyer-referral services and explain how to verify licensing.

You can also search the ABA's Labor & Employment Law section for attorneys whose practices are concentrated in this area.

If your company operates across multiple jurisdictions, the Employment Law Alliance has a lawyer-search tool organized by jurisdiction and specifically markets its services to HR executives and corporate counsel.

Questions I'd ask during the initial call

1. “How much of your practice is advising employers, as opposed to representing employees?”
2. “How many employee handbooks do you review or draft in a typical year?”
3. “Which states/localities are you comfortable covering?”
4. “Would you review the handbook against both federal and applicable state/local requirements?”
5. “Will you identify provisions that are legally permissible but create avoidable employer risk?”
6. “Do you provide a redline, a clean revised handbook, or both?”
7. “What would the total fee be, and what specifically is included?”
8. “After the initial review, can we use you for periodic updates when employment laws change?”

One particularly important question is who the attorney's client will be. If you're engaging counsel for the company, the engagement should clearly establish that the company—not HR personally—is the client.

Since you're in Virginia

If Virginia is the relevant jurisdiction, there are local options, but I'd use the employer-side criterion rather than simply choosing the highest-rated listing. For example, current local search results include The Lipp Law Firm, PC in Fairfax, which describes both employer-side employment counseling and employment litigation, and Vasseghi Law Group in Fairfax, which describes employer compliance and counseling among its services. Those are examples to investigate, not a ranking or endorsement.

A useful shortcut is to ask your company's corporate attorney, CPA, benefits broker, employment-practices-liability insurer, or HR peers for two or three employer-side employment-law referrals. Then interview 2–3 candidates using the same questions above.

If you tell me (1) what state(s) your employees are in, (2) roughly how many employees you have, and (3) whether you want a one-time handbook review or ongoing employment counsel, I can help you build a targeted shortlist and interview criteria.

Finding the right employment lawyer to review your company handbook requires a specific strategy: you need an attorney who represents management and employers , not employees . A lawyer focused on employee advocacy or plaintiff-side litigation won't have the right framework for drafting defensive, compliant corporate policies.

The step-by-step process below outlines how to source, vet, and select the ideal counsel for your handbook audit.

1. Know What to Search For

When looking through legal directories or search engines, use specific keywords to filter out plaintiff-side lawyers.

• Search terms to use: "Management-side employment attorney", "Employer labor and employment law firm" , or "Corporate employment compliance counsel".
• Avoid: "Employee rights lawyer" or "Employment litigation/plaintiff attorney" (these represent workers suing companies, which is the exact opposite of what you need).

2. Leverage Professional Networks & Directories

• SHRM (Society for Human Resource Management): Check with your local or state SHRM chapter. Local HR peers are often your best resource for real-world recommendations on responsive, practical management-side attorneys.
• Employer Associations: Depending on your state, regional employer councils or associations (such as the Employers Council or local equivalents) often have in-house or affiliated employment attorneys who specialize exclusively in handbook reviews and preventive HR compliance.
• Legal Directories: Use curated directories like the Justia Lawyer Directory or Martindale-Hubbell and explicitly filter by "Labor and Employment" and "Representing Employers".

3. Screen for Relevant Expertise

Not all employment lawyers specialize in day-to-day policy drafting. When interviewing potential candidates, verify:

• Multi-State/Local Jurisdiction Knowledge: If you have remote workers or multi-state operations, your lawyer must understand state- and city-specific mandates (e.g., California, New York, or local sick leave and pay transparency laws).
• Proactive vs. Reactive Style: You want an attorney who views the handbook as a protective business tool and shield against audits or wrongful termination claims—not someone who just injects excessive legalese that alienates employees.
• Fixed-Fee Availability: Many management-side firms offer flat-fee structures for a standard handbook review rather than billing hourly, which helps keep HR budgets predictable.

If you want to narrow this down, let me know:

• What state(s) is your company operating or hiring in?
• Is this a brand-new handbook creation or a periodic compliance update for an existing one?

I can help you outline a targeted RFP or list of vetting questions to ask candidates.

• Rothschild & Alwill, APC - 817 Garden St #101, Santa Barbara, CA 93101, United States
• Anticouni & Ricotta - 201 N Calle Cesar Chavez Ste 105, Santa Barbara, CA 93103, United States
• Nye, Stirling, Hale Miller & Sweet, LLP - 33 W Mission St #201, Santa Barbara, CA 93101, United States
• The Myers Law Group, APC - California Employment and Workers' Compensation Lawyers - 1032 Santa Barbara St, Santa Barbara, CA 93101, United States
• Adams Employment Law - Office, 351 Paseo Nuevo, Santa Barbara, CA 93101, United States
• Davega, Fisher, Mechtenberg LLP - Attorneys At Law - 232 E Anapamu St, Santa Barbara, CA 93101
• Adams Employment Law - 351 Paseo Nuevo, FL 2, Santa Barbara, CA 93101
• Law Offices of David S. Secrest - 629 State St Ste 215, Santa Barbara, CA 93101, United States
• Kristensen Law Group - 120 Santa Barbara St, Santa Barbara, CA 93101, United States
• Cossart-Daly Law, A.P.C. - 1117 State St, Santa Barbara, CA 93101, United States
• The Law Offices of Tristan Verburgt, PC - 629 State St #248, Santa Barbara, CA 93101, United States
• Cantor Law | Labor and Personal Injury Attorneys - 211 E Carrillo St, Santa Barbara, CA 93101

If you’re hiring counsel to review a company handbook, I’d look specifically for an employer-side labor & employment attorney who regularly advises companies on California workplace policies, rather than a general business lawyer or primarily litigation-focused employment attorney.

What to look for

Ask candidates whether they regularly review:

• Employee handbooks and workplace policies
• California wage-and-hour requirements
• Exempt/nonexempt classification and overtime
• Meal/rest breaks and timekeeping
• Paid sick leave and other leave laws
• Harassment, discrimination, retaliation, and accommodations
• Remote/hybrid-work policies
• Confidentiality, social media, technology/AI and monitoring policies
• At-will employment language
• Arbitration agreements and related policies
• Federal requirements that apply to your workforce
• Multi-state compliance, if you have employees outside California

I'd also ask how they conduct the review. A good handbook review should ideally produce more than tracked changes—it should identify legal risks, outdated provisions, missing policies, and recommended changes, with an explanation of what is required versus simply best practice.

How I'd find candidates

If you're in California, the calbar.ca.gov is a good starting point. Its certified referral services can match you based on practice area and location, and referred attorneys must be in good standing and carry professional liability insurance.

You can also use the State Bar's attorney search to independently check a candidate's license status and disciplinary/administrative history.

If you're in the Santa Barbara area, the State Bar specifically lists the Santa Barbara County Bar Association Lawyer Referral Service at 805-569-9400.

A few local candidates worth screening

Based on the local search, I'd distinguish between employer-side counsel and firms that primarily represent employees. For a handbook project, that distinction matters.

• Rothschild & Alwill, APC — the firm's available information indicates it provides employer-side employment-law counseling and workplace-policy/compliance advice, making it one of the more directly relevant candidates for this particular assignment.
• Anticouni & Ricotta — a Santa Barbara employment-law firm whose available profile indicates experience with employer matters and handbook/policy assistance.
• Nye, Stirling, Hale Miller & Sweet, LLP — a broader civil/employment litigation practice; potentially worth considering if you also want counsel who can handle disputes arising from employment policies.
• The Myers Law Group, APC - California Employment and Workers' Compensation Lawyers — has employment and labor experience, although I'd specifically confirm that the attorney assigned to your matter regularly advises employers on handbooks.

I'd be more cautious about firms whose practice is predominantly employee-side. For example, the search results describe Adams Employment Law as employee-rights focused, so it wouldn't be my first call for an employer handbook review.

Questions I'd ask in the first 15 minutes

1. “How many employer handbooks do you review or update each year?”
2. “How much of your practice is employer-side counseling versus employee-side litigation?”
3. “Are you primarily reviewing for California compliance, or would you also benchmark the handbook against federal requirements and HR best practices?”
4. “Will you review our actual practices, or just the document?”
5. “What will we receive at the end—redline, clean handbook, risk memo, or all three?”
6. “Who will actually perform the review?”
7. “What is your estimated fee—flat fee or hourly?”
8. “Can you identify any policies that we should have but currently don't?”
9. “Do you have experience with companies of our size and industry?”
10. “Can you continue serving as outside employment counsel after the handbook review?”

That last question is important. A handbook review can uncover issues that need immediate attention—such as wage-and-hour practices or leave administration—so you want someone who can help you address them rather than merely rewrite the document.

My recommendation

I'd interview 2–3 attorneys, give each the same basic description of your company and workforce, and ask for a scope and fee estimate before sending the entire handbook. For a California employer, I'd prioritize demonstrated employer-side California employment counseling over firm size or general reputation.

If you tell me your company size, industry, whether everyone is in California, and roughly how long the current handbook is, I can also help you build a shortlist of 3–5 appropriate employment-law firms and a comparison scorecard.

As an HR Manager, the best approach is to look for an employment law attorney who regularly represents employers (not primarily employees) and who has experience with handbook drafting, policy audits, and multi-state compliance. A good handbook review is more than proofreading—it should identify legal risks, outdated policies, and areas where your written policies do not match actual practices.

1. Define what you need before contacting lawyers

Prepare a short scope of work:

• Current employee handbook (and any separate policies)
• Number of employees
• States where employees work
• Whether you have remote employees
• Industry and any regulated requirements
• Date of last legal review
• Specific concerns (pay practices, leave, discipline, remote work, AI use, social media, restrictive covenants, etc.)

A lawyer who understands your workforce structure will give you a more useful review than someone who only updates generic handbook language. Multi-state employers often need state-specific supplements or tailored policies.

2. Find candidates through employer-focused sources

Good places to look:

• Your current business attorney or corporate counsel — ask for an employment-law referral.
• Local and state bar association referral services — request attorneys who represent employers in labor and employment matters.
• Professional networks: - HR peers (SHRM chapters, HR roundtables)
• CFO/COO peer groups
• Other companies in your industry
• Employment law firms with employer-side practices — many specifically offer handbook reviews and policy updates.
• Employment attorney networks that help companies locate counsel in different jurisdictions.

3. Screen lawyers with the right questions

During an introductory call, ask:

1. “Do you primarily represent employers or employees?”

• You generally want someone experienced advising companies.

2. “How many employee handbooks do you review or draft each year?”
3. “What states are you licensed in, and can you review our locations?”
4. “Will you provide a redlined handbook and written explanations of changes?”
5. “Do you review policies for practical HR administration, not just legal compliance?”
6. “What are common handbook risks you see?”

Strong answers usually involve topics like wage-and-hour rules, leave requirements, discrimination/harassment policies, accommodation processes, complaint procedures, discipline language, and preserving employer flexibility.

4. Compare proposals, not just hourly rates

Ask each candidate for:

• Scope of review
• Deliverables
• Estimated timeline
• Flat fee vs. hourly billing
• Whether follow-up questions are included
• Whether manager training or rollout support is available

A cheaper review that only flags obvious legal issues may not be as valuable as a more comprehensive review that helps HR implement the handbook.

5. Check references and fit

Ask:

• “Would you hire this attorney again?”
• “Did they understand your business?”
• “Were their recommendations practical for managers?”
• “Did they explain risks clearly?”

Your handbook attorney should feel like a partner to HR—not someone who simply rewrites policies in legal language.

6. Consider whether you need ongoing employment counsel

If your company regularly handles hiring, discipline, investigations, accommodations, leave issues, reductions in force, or operates across multiple states, it may be worth establishing an ongoing relationship with employment counsel rather than doing one-off reviews.

If you tell me your state(s) of operation, company size, and industry, I can suggest what type of employment lawyer or firm profile would be the best match and what questions to prioritize in interviews.

Finding the right employment lawyer to review your company handbook requires looking for management-side or employer-defense counsel. Unlike attorneys who represent employees in wrongful termination or discrimination lawsuits, employer-side attorneys specialize in preventative compliance, risk mitigation, and operational HR policies.

Steps to Find and Select an Employment Lawyer

1. Prioritize Management-Side Specialization
   Ensure the attorney or firm explicitly represents employers , businesses, or management. They will understand how to draft at-will disclaimers, protect your company from unintentional implied contracts, and balance legal compliance with practical workplace culture.
2. Leverage Professional HR Networks
   Tap into trusted peer recommendations. Reach out to local chapter members of the Society for Human Resource Management (SHRM) or local employer councils to ask who other local businesses use for routine policy and handbook reviews.
3. Check State and Local Bar Associations
   Use your state’s official bar association directory (accessible via the ABA Bar Directories page) to search for attorneys specializing in Labor and Employment Law practicing within your specific jurisdiction.
4. Account for Multi-State Operations
   If you have remote employees or physical offices in multiple states, a local attorney in your headquarters state might not suffice. Look for a regional or national firm—or an attorney with multi-state compliance experience—so your handbook correctly addresses state-specific paid leave, sick time, and wage laws.
5. Conduct Vetting Interviews
   Schedule brief introductory calls with 2 to 3 candidates. Ask targeted questions to gauge their fit:
   • What percentage of your practice is dedicated to representing employers versus employees?
   • How frequently do you handle handbook reviews for companies of our size and industry?
   • Do you offer flat-fee pricing for a standard handbook review, or is it billed hourly? (Many boutique employment firms offer predictable flat fees for a comprehensive handbook audit).

To help narrow this down, feel free to share:

• How many states your company operates or has remote employees in
• Your company's approximate headcount or industry

As an HR manager, finding the right employment lawyer to review your handbook means looking for someone who represents management/employers , not employees (as many plaintiff-side lawyers specialize in the opposite).

Here is a step-by-step roadmap to source, vet, and select the right legal counsel for your handbook review:

1. Where to Look for Employer-Side Counsel

• State Bar Association Referral Services: Most state bars have a certified lawyer referral service where you can filter specifically for labor and employment law representing management. Look up your local directory via the American Bar Association Directory to find your official state or local bar.
• SHRM (Society for Human Resource Management) Local Chapters: Reach out to your local or state SHRM chapter network. Fellow HR peers are your best source of truth and can readily name local employment attorneys who are practical, responsive, and reasonable on fees.
• Employer Associations and Councils: Organizations like regional Employers Councils or chambers of commerce often have in-house legal teams or vetted networks specializing specifically in preventative HR compliance and handbook audits.
• Peer Recommendations & Legal Directories: Check peer networks on LinkedIn or directories like Chambers USA or Martindale-Hubbell for top-rated labor and employment boutique firms in your jurisdiction.

2. Key Questions to Ask During the Vetting Process

When you hop on an introductory consultation call, make sure to ask:

• Do you primarily represent management or employees? (You want 100% employer-side experience for handbook construction).
• How do you handle multi-state compliance? (Crucial if you have remote employees or operations in multiple states, as handbooks need state-specific addendums).
• What is your approach to risk tolerance? (Some lawyers are overly conservative and draft policies that read like a police state; you want someone who balances legal protection with a realistic, positive company culture).
• How is pricing structured for handbook reviews? (Flat fee vs. hourly rate. A standard handbook review is well-suited for a predictable flat fee).

If you'd like, let me know:

• What state(s) your company operates in
• Whether you have remote employees in other states
• If you prefer a flat-fee project rate or an ongoing retainer

I can give you a better idea of what to expect for costs and scope!

If you’re hiring counsel for the company, I’d look specifically for an employer-side labor & employment attorney, not just a general business lawyer or an employment lawyer who primarily represents employees. The ABA’s Labor & Employment Law section covers the areas that typically intersect with handbooks—wage/hour, discrimination and harassment, leave, employee privacy, workplace investigations, remote work, restrictive covenants, and the NLRA.

A practical way to find the right lawyer

• Start with your company’s existing outside counsel or business attorney. Ask specifically for a referral to someone who represents employers in employment-law compliance and handbook reviews.
• Use a state bar referral service. The ABA maintains a directory of state and local lawyer-referral programs.
• Look for employer-side experience. When reviewing a firm's website or attorney bio, look for phrases such as management-side, employer-side, labor & employment, employment counseling, handbook/policy review, and wage & hour compliance.
• Get 2–3 proposals. Handbook reviews can vary substantially in scope and price, so comparing firms is worthwhile.

If your company operates in Missouri and/or Kansas, I can also identify employer-side employment-law firms in the Kansas City area. One important caution: several firms that appear prominently in a local search are specifically employee-side practices, so I would not select a firm merely because it has a high rating or calls itself an employment-law firm.

What I would ask the lawyer

Before hiring, I'd send something like:

“We're looking for counsel to conduct an employer-side review of our employee handbook for compliance with applicable federal and state employment laws. We would like both a marked-up handbook and a summary of material legal/compliance issues. Can you tell us about your experience conducting handbook reviews for employers, which jurisdictions you routinely cover, your estimated fee, and whether you would also review our related standalone policies?” Then ask:

1. How many employer handbook reviews do you handle each year?
2. Do you regularly advise employers on wage/hour, FMLA/leave, ADA accommodations, discrimination/harassment, NLRA issues, and state-specific employment laws?
3. Will you review the handbook against both federal and applicable state/local requirements?
4. Will you identify policies that are legally permissible but unnecessarily risky or outdated?
5. Will you distinguish “legally required” changes from “recommended best practices”?
6. Do you provide a redline plus a management summary?
7. Is the work billed hourly or at a flat fee, and what is the expected total range?

One thing I'd avoid

Don't simply ask a lawyer to “proofread the handbook.” You want a legal/compliance audit. A good review should look at whether the handbook's provisions could create problems involving wage and hour rules, protected leave, accommodations, discrimination/harassment, employee rights under the NLRA, privacy, discipline/termination, and applicable state/local requirements.

The ABA's own employment-law materials illustrate how broad the field is, including employment discrimination, retaliation, employee privacy, employment-at-will, remote work, statutory rights, workplace investigations, and wage/hour law.

If you tell me (1) your company's state(s), (2) approximate employee count, and (3) whether you want a local Kansas City lawyer or are open to a national firm, I can shortlist 3–5 employer-side employment attorneys and compare their relevant experience.

One thing I'd avoid

Don't simply ask a lawyer to “proofread the handbook.” You want a legal/compliance audit. A good review should look at whether the handbook's provisions could create problems involving wage and hour rules, protected leave, accommodations, discrimination/harassment, employee rights under the NLRA, privacy, discipline/termination, and applicable state/local requirements.

The ABA's own employment-law materials illustrate how broad the field is, including employment discrimination, retaliation, employee privacy, employment-at-will, remote work, statutory rights, workplace investigations, and wage/hour law.

Finding the right management-side employment lawyer to review a company handbook requires looking past general corporate law and focusing strictly on labor and employment compliance—specifically for employers (avoid plaintiff-side attorneys).

Here is a step-by-step roadmap to source, vet, and select the right counsel for your handbook project.

1. Source Management-Side Specialists

• Peer Referrals: Ask HR peers in your local network or regional industry groups who they use. Local recommendations are gold because employment law varies drastically by state, county, and city.
• SHRM Vendor Directory: Search the SHRM Human Resource Vendor Directory to find vetted legal and compliance partners experienced in supporting HR departments.
• Employer Associations: Check regional non-profit or employer-focused councils (such as regional Employers Councils or chambers of commerce) which often provide or recommend specialized legal review services.
• State Bar Association: Visit your state’s official bar association website and use their lawyer referral service, filtering specifically for Labor & Employment Law (Management Representation).

2. Key Vetting Criteria for Handbooks

When interviewing candidates, ensure they meet these operational requirements:

• Management-Side Focus: Confirm they primarily represent employers, not employees. An attorney steeped in defending companies will know how to craft enforceable at-will statements, limitation disclaimers, and arbitration agreements.
• Multi-State/Local Expertise: If you have remote workers or multi-state operations, ensure they understand local nuances (e.g., California, New York, or local sick leave and paid family leave mandates).
• Practical vs. Alarmist Style: You want an attorney who understands HR realities. The best counsel doesn't just cross out policies to eliminate 100% of risk; they balance legal defense with corporate culture and practical enforcement.

3. Questions to Ask During the Consultation

• “Do you primarily represent management or employees?”
• “What percentage of your practice is dedicated to employee handbook reviews and policy drafting?”
• “How do you handle multi-state compliance if we hire outside our primary state?”
• “What is your pricing structure for a handbook review—flat fee or hourly?” (A flat fee is usually preferred for a standard handbook review to avoid runaway billable hours).

If you'd like, let me know:

• How many states your company operates in
• Approximate headcount
• Whether you need a total rewrite or just a compliance update

I can give you a more tailored list of what specific clauses (like PTO, leave, or remote work) your lawyer should prioritize.

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• Barr John M - 1021 E Cary St #1200, Richmond, VA 23219

If you're hiring counsel to review a company employee handbook, I’d look specifically for an employer-side labor & employment attorney, not a general business lawyer or an attorney who primarily represents employees.

What I’d look for

• Employer-side experience. Ask how much of their practice involves advising employers on HR policies, employee relations, wage/hour issues, discrimination/harassment, leave, discipline, and termination.
• Handbook experience. A good lawyer should regularly draft or audit handbooks—not just litigate employment cases.
• Knowledge of your jurisdictions. If employees work in multiple states, make sure the attorney can review the handbook for each applicable state/local law or has a multistate team.
• Practical HR advice. You want someone who can tell you, “This policy creates unnecessary risk; here's a workable alternative,” rather than simply producing a 100-page list of legal issues.
• Clear scope and fixed pricing. For a handbook review, I'd ask for a defined project fee or at least a not-to-exceed estimate.

In the Richmond/Virginia area

Since you're looking locally, a few places I'd put on an initial shortlist are:

• Ogletree Deakins — particularly worth considering if you're looking for a substantial employer-side labor & employment practice. Its Richmond office specifically focuses on management-side employment counseling and litigation.
• Sands Anderson PC — a Virginia firm with an employer-side employment/labor practice that includes HR and compliance counseling.
• Burtch Law PLLC — a smaller Richmond practice that describes its work as including proactive employment-law counseling for employers.
• Shelley & Schulte, PC — a Richmond employment-law practice representing both employers and employees.

I'd also use the Virginia State Bar's Lawyer Referral Service as a screening resource. It can refer you to Virginia attorneys who have indicated competence in the relevant practice area; the current referral fee is $35 and includes up to a 30-minute initial consultation.

The Virginia Bar Association also has a Labor & Employment Law Section, whose listed members include attorneys from several Richmond firms. That's another useful way to identify lawyers who are actually active in employment law rather than merely listing it on a website.

The questions I'd ask during the first call

I'd give each candidate essentially the same five questions:

1. “How much of your practice is employer-side employment law?”
2. “How many employee handbooks do you review or update in a typical year?”
3. “What Virginia-specific issues do you routinely look for in handbooks?”
4. “Will you review the handbook as an integrated document, or just flag individual provisions?”
5. “What would you charge to review our current handbook, provide recommended revisions, and meet with HR to discuss them?”

I'd also ask whether they will review the handbook against current federal, Virginia, and applicable local requirements, rather than simply proofreading it.

That's important because seemingly innocuous handbook language can have legal consequences. For example, Virginia employment materials specifically address how handbook language and disclaimers can affect whether handbook provisions are treated as contractual.

One HR-specific tip

Before sending the handbook to counsel, prepare a one-page background sheet with:

• Number of employees
• States where employees work
• Remote/hybrid workforce
• Exempt vs. nonexempt population
• Any unionized employees
• Major employee benefits/leave programs
• Whether you use independent contractors
• Recent or anticipated policy changes
• Any current employee disputes or agency complaints
• When the handbook was last legally reviewed

That will make the lawyer's first review substantially more useful.

If you tell me roughly how many employees you have and which states you operate in, I can also narrow this down to 3–5 Richmond-area employment attorneys/firms that look particularly well-suited for an HR handbook review and compare their employer-side focus, size, and likely fit.