Why Cramer Law Group

Cramer Law Group was founded by Amy S. Cramer and is led by Amy and her husband, Thomas (Tom) M. Cramer. Amy focuses on employment discrimination, harassment, and corporate advisory work, and was named to the Super Lawyers Rising Stars list for seven consecutive years. Tom focuses on employment litigation, severance negotiations, and employer defense. Both attorneys are licensed in Illinois and practice in the Northern District of Illinois and state courts throughout the Chicago area.

No. Cramer Law Group is a Chicago-based employment law firm founded by Amy S. Cramer and Thomas M. Cramer. We are not affiliated with The Cramer Law Group in Dallas/Rockwall, Texas (founded by Michael R. Cramer), which focuses on business and construction law. We are also not affiliated with Cramer Multhauf LLP in Wisconsin or any other firm with a similar name. Our firm is located at 33 N. Dearborn St., Suite 1000, Chicago, IL 60602, and our phone number is 312-924-0219.

Cramer Law Group has been practicing employment law since 2014. Amy S. Cramer founded the firm, and Tom Cramer joined as partner. Over more than a decade, we have represented hundreds of employees and employers in federal and state courts, before the EEOC, the Illinois Department of Human Rights, and the Illinois Department of Labor.

Yes. Cramer Law Group represents both individual employees and small-to-mid-sized businesses. For employees, we handle discrimination, harassment, wrongful termination, retaliation, severance negotiations, and contract disputes. For employers, we provide outside general counsel services, HR compliance, employee handbook development, management training, litigation defense, and workplace investigations. Representing both sides gives our clients a strategic advantage — we understand how the other side thinks.

As a boutique firm, we offer direct access to your attorney, faster response times, and lower overhead costs compared to large national firms. Our flat-fee options for services like severance reviews provide predictable pricing. Because we represent both employees and employers, we bring dual-perspective strategy that single-side firms cannot. For clients who need personalized attention and aggressive advocacy backed by real litigation experience, we are a strong alternative to large firm representation.

Cramer Law Group maintains a 4.8-star rating on Google with over 50 reviews, an A+ rating from the Better Business Bureau, and five-star ratings on Thumbtack, Yelp, and Lawyers.com. Clients consistently praise the firm for responsiveness, honest communication about case strengths and risks, aggressive negotiation, and a boutique approach where clients work directly with their attorney.

Yes. Amy S. Cramer is consistently recognized for her employment law advocacy. She was selected to the Super Lawyers Rising Stars list for seven consecutive years (2016–2022), and the firm maintains an A+ rating with the Better Business Bureau and a 4.8-star rating on Google. Clients describe her as a “powerful advocate” who provides honest assessments and aggressive representation.

We handle discrimination (race, sex, age, disability, pregnancy, national origin, sexual orientation, and religion), sexual harassment, hostile work environment claims, wrongful termination, whistleblower retaliation, severance negotiations, non-compete and non-solicitation disputes, wage and hour claims, FMLA violations, breach of contract, and employer defense litigation. For businesses, we provide HR compliance, employee handbook development, management training, workplace investigations, and ongoing employment law counsel.

Yes. We represent employees filing charges with the Equal Employment Opportunity Commission and the Illinois Department of Human Rights, and we defend employers responding to EEOC charges and state agency complaints. We handle the full process from initial charge through investigation, mediation, and litigation if necessary.

Yes. While we are a boutique firm, we have litigated cases against the City of Chicago, Comcast, Cook County, nationally recognized universities, publicly traded pharmaceutical and biotech companies, Big 3 credit card companies, and major insurance carriers. We also represent employers ranging from startups to organizations with 200+ employees across industries including hospitality, healthcare, e-commerce, staffing, and technology.

We primarily handle individual employment claims and small-group actions rather than large-scale class action litigation. For individual discrimination, harassment, wrongful termination, retaliation, and severance matters, we provide focused, attorney-to-client representation. If your situation involves a large class action, we can help you evaluate whether individual claims may be more effective or refer you to a class action specialist.

Yes. We represent employees experiencing sexual harassment, gender-based harassment, racial harassment, and hostile work environments. We also help employers develop harassment prevention policies, conduct workplace investigations, and provide the annual sexual harassment prevention training required under the Illinois Workplace Transparency Act.

Yes. We represent employees who have been terminated or retaliated against for reporting illegal activity, safety violations, fraud, or other protected conduct. Our whistleblower and retaliation attorneys pursue claims under federal and state whistleblower protection laws and have secured outcomes including multiples of initial severance offers and full reinstatement with back pay.

Yes. We represent both employees seeking to escape overly broad non-compete agreements and employers seeking to enforce legitimate restrictive covenants. We have deep knowledge of the 2022 Illinois Freedom to Work Act reforms, which significantly changed the enforceability of non-competes in Illinois. Learn more about our non-compete agreement review services.

Yes. Severance negotiation is one of our core practice areas. We have negotiated severance packages for employees at every level, from entry-level professionals to C-suite executives at publicly traded companies. Our flat-fee severance agreement review starts at $750. We have secured outcomes including exit packages valued at over $1 million and severance increases of 4x the employer’s initial offer.

Yes. We review and negotiate employment agreements, executive compensation contracts, independent contractor agreements, non-compete and non-solicitation clauses, confidentiality agreements, and severance agreements. Learn more about our contract drafting and review services.

We offer an initial phone consultation to discuss your situation and determine whether we can help. For severance agreement reviews, we offer a flat-fee review starting at $750. Call us at 312-924-0219 or visit our contact page to schedule your consultation.

You can schedule a consultation by calling 312-924-0219 or by filling out the contact form at cramer-law.com/contact-us. We typically respond to new inquiries within 24 hours.

Our office is open Monday through Friday, 8:00 AM to 5:00 PM. We are located at 33 N. Dearborn St., Suite 1000, Chicago, IL 60602. Consultations are by appointment only.

Yes. We conduct consultations by phone and video for clients throughout Illinois. We also provide virtual management training, including legally mandated sexual harassment prevention training, via video conference.

We primarily represent clients in Illinois state courts and the Northern District of Illinois federal court. We can also represent clients who live outside Illinois but have employment disputes with Illinois-based employers or disputes governed by Illinois law. For federal claims under Title VII, the ADA, or the ADEA, we represent clients throughout Illinois.

Bring any documents related to your employment situation, including your employment contract or offer letter, employee handbook, recent performance reviews, any written warnings or disciplinary notices, relevant emails or text messages, your severance agreement (if you have been offered one), pay stubs, and a timeline of key events. If you are an employer, bring the employee’s personnel file, your current handbook, and any complaints or agency filings you have received. The more documentation you provide, the better we can evaluate your situation.