Employment Benefits Attorneys for Breach of Contract & ERISA Claims

When employees accept a job, they don’t just agree to work — they rely on promises. Salaries. Health insurance. Retirement contributions. Long-term disability coverage. Stock options. These benefits aren’t perks. They’re part of the deal. So when an employer wrongfully withholds or terminates them, it’s not just unfair — it may be a breach of contract, a violation of federal law, or both.

At Ratliff Jackson LLP, we represent employees and executives in breach of employment benefits disputes across New Jersey and Pennsylvania. Whether your benefits were denied, reduced, or prematurely revoked, we pursue direct legal action against employers, third-party administrators, and insurers under state law and federal statutes like ERISA.

When Employment Benefit Promises Become Legal Claims

Benefit-related disputes arise in a wide range of employment contexts — from termination packages to misclassified workers to changes in corporate policy. Common scenarios include:

• Wrongful denial of severance pay or bonuses
• Improper termination of health or disability coverage
• Failure to match or fund retirement contributions
• Interference with vested stock options or pensions
• Denial of long-term disability benefits
• Misclassification of employees to avoid benefit obligations

If you’ve been denied the benefits you were contractually or legally entitled to, our attorneys will help you enforce those rights.

ERISA Claims: Complex Federal Law, Serious Consequences

Many benefits — especially retirement plans, pensions, and health insurance — fall under the Employee Retirement Income Security Act (ERISA). ERISA governs how plans are managed, how claims are handled, and what recourse employees have when benefits are wrongfully denied.

ERISA claims differ from ordinary breach-of-contract disputes:

• You must exhaust administrative remedies before suing
• Courts often defer to plan administrators unless bias or abuse is shown
• Punitive damages are rare — but recovery of benefits, attorney’s fees, and interest are possible
• Strict deadlines apply

Our attorneys handle every stage of the ERISA process — from internal appeals to federal litigation — ensuring that your claim is positioned for success from the start.

We Represent Employees — Not Employers

Ratliff Jackson LLP does not represent corporations in employment disputes. We are proud to advocate exclusively for employees, executives, and professionals. Our firm handles cases involving:

• Private-sector workers denied benefits under written or implied contracts
• Public employees misled about retirement or disability entitlements
• C-level executives with complex compensation and equity structures
• Whistleblowers who lost benefits as a form of retaliation

Whether your employer is a small business or a Fortune 500 company, we approach your case with the same level of preparation, discretion, and tactical precision.

Frequently Asked Questions: Breach of Employment Benefits

What are my rights if my employer stops paying promised benefits?

If benefits are guaranteed under a contract, company policy, or statute (like ERISA), you may have grounds for a breach of contract or federal claim. We evaluate the terms and documents that govern your benefits — including handbooks, employment agreements, and plan documents.

Do I need to go through internal HR processes before suing?

In many cases — especially those involving ERISA — you must file an internal appeal before pursuing legal action. Failing to do so could forfeit your claim. Our attorneys can guide or manage this step.

What damages can I recover in a breach of employment benefits case?

Available remedies may include the full value of the denied benefits, retroactive reinstatement, interest, attorneys’ fees, and in some cases, consequential damages or reinstatement of employment.

Is there a time limit for bringing a claim?

Yes. ERISA claims are generally subject to strict administrative deadlines and short statutes of limitation. For breach of contract, deadlines vary by state but are often between 2 and 6 years. Contact an attorney promptly to protect your rights.

Can I sue if I was laid off and my benefits ended early?

You may have a claim if you were promised certain benefits (e.g., COBRA coverage, severance, or vesting of equity) and the employer failed to honor that promise after termination. We investigate the terms and the conduct involved.

Your Benefits Weren’t a Gift. We’ll Help You Enforce Them.

If you’ve lost benefits you were entitled to — or suspect your employer is deliberately avoiding its obligations — now is the time to act. At Ratliff Jackson LLP, we provide strategic, assertive representation for employees with benefit-related claims under state and federal law.

Call us at 856-209-3111 or contact us online to schedule a confidential consultation. We’ll review your documents, explain your options, and fight to protect the benefits you worked for.