When We Say ‘No’ to a Case—and Why Candid Advice Still Helps

“Not every employment story ends in a lawsuit—and that’s okay.”

At Batey Law Firm, we know how deeply personal it is to lose your job, feel harassed, or be treated unfairly at work. By the time someone calls us, they’ve often been through weeks—or months—of stress, confusion, and emotional strain. So when we say, “We don’t think this is a case we can pursue,” it’s not something we say lightly.

But here’s what we want you to know: “No” doesn’t mean you were wrong to reach out. It doesn’t mean your experience didn’t matter. And it definitely doesn’t mean you’re alone.

As an employment law firm that has represented thousands of workers across Michigan, we evaluate every case through both a legal and strategic lens. The truth is, the law doesn’t always cover every unfair situation. Sometimes what happened to you was unethical, hurtful, or just plain wrong—but not unlawful. Other times, the law is on your side, but the evidence isn’t strong enough to make a case hold up in court.

That’s why we believe in being honest and transparent from the beginning. We won’t give you false hope. We won’t waste your time or money chasing a case that we don’t believe in. And while hearing “no” can be disappointing, it’s also a form of protection—keeping you from investing more energy into a battle that may not serve you in the long run.

Even when we decline a case, our goal is to leave every client better informed, more confident, and clear on their rights moving forward. We explain the legal reasoning behind our decision, answer your questions, and offer resources or referrals when we can.

Because at Batey Law Firm, helping you doesn’t always mean taking your case—it means giving you the truth.

Why We Decline Cases: The Legal Lens

The Law Isn’t Always on Your Side—Even When You’re Right

This may be the hardest truth to hear: not all bad behavior at work is illegal.
You might have a boss who plays favorites, a toxic coworker who constantly undermines you, or you may have been fired out of the blue after years of dedication. It’s unfair, frustrating, and possibly career-damaging—but it may not violate any specific employment law.

Here’s the legal bottom line:

• Favoritism? Not illegal, unless tied to a protected class (like race, gender, or age).
• Being treated rudely or harshly? Not illegal, unless it involves harassment based on a protected category.
• Fired without cause? Legal in Michigan’s at-will system, unless it's for an illegal reason like discrimination or retaliation.

We won’t sugarcoat that reality—but we will help you understand where the line is drawn, so you can better protect yourself moving forward.

Insufficient Evidence or Documentation

Even when the law is on your side, evidence is everything.
You may know that your termination was retaliatory or that your supervisor discriminated against you—but in court, belief isn’t enough. You need facts: emails, text messages, performance reviews, HR complaints, witnesses, or timelines that back up your claims.

Without that support, a case can fall apart—even if you're telling the truth.

When we decline a case for lack of evidence, it’s not a judgment on you. It’s about what we can prove in a legal setting. We’ll explain what kinds of documentation would be helpful and what to gather if the situation continues.

Expired Deadlines or Missed Filing Windows

Employment law is time-sensitive.
Each type of claim has a statute of limitations—a legal deadline by which you must file:

• EEOC discrimination claims: 180 days (or 300 days, depending on the agency)
• FMLA interference or retaliation: 2 years
• WPA (whistleblower claims): 90 days
• State civil rights claims: Typically 3 years

Even the strongest case can become legally worthless if it’s filed too late.

That’s why it’s crucial to contact an employment lawyer as soon as something feels wrong—waiting too long can make it impossible for us to help, even if we want to.

The Cost/Benefit of Pursuing the Case

Some cases are legally sound—but the practical cost of pursuing them outweighs the likely benefit. Litigation is stressful, expensive, and time-consuming. It can drag on for months or even years. You might end up spending more in legal fees and emotional energy than what you’d recover—even if you win.

When we evaluate a case, we don’t just look at whether it’s winnable—we ask whether it’s worth it for you. That’s part of what honest representation means.

We don’t take every case we could win. We take cases where we believe the client will benefit—and where the process will genuinely serve your best interests. If we don’t see that path, we’ll tell you—because we want you to make informed decisions, not costly mistakes.

Not Our Area of Expertise

We’re proud to be a firm that focuses exclusively on employment law. That means we don’t take every type of legal matter—and we don’t pretend to.

If your issue involves something outside our scope—like personal injury, criminal defense, family law, or landlord-tenant disputes—we’ll tell you up front. Whenever possible, we’ll refer you to a trusted attorney who works in that field.

We believe that saying, “We’re not the right firm for this,” is a sign of professional integrity, not rejection. It means we respect your time—and your legal matter—enough to connect you with someone who’s best suited to help.

The Value of Honest Feedback

Why a “No” Can Still Be Empowering

Many people assume that if their issue doesn’t lead to a lawsuit, it doesn’t matter. But that’s not true. Understanding your legal position—early—is powerful.

We’ll explain:

• Which laws might apply (or don’t),
• Why your situation may not meet legal thresholds, and
• What documentation or changes would strengthen a future claim.

Getting this kind of honest feedback prevents false hope and saves time, money, and emotional energy. Instead of wondering for months whether you “should have sued,” you’ll walk away with a clear answer from attorneys who specialize in Michigan employment law.

Preventing Future Mistakes

Just because your current issue doesn’t lead to a claim doesn’t mean it’s the end of the story. Our advice often helps clients:

• Recognize early warning signs of retaliation, discrimination, or ADA/FMLA violations in future jobs,
• Avoid signing contracts or severance agreements that could hurt them later, and
• Know exactly when to call a lawyer next time—before the situation escalates.

That knowledge stays with you and protects your career long-term.

Referrals and Resources

Even if we can’t take your case, we won’t leave you hanging. If your issue falls outside of our scope—or would be better handled elsewhere—we may refer you to:

• Other trusted attorneys with different specialties,
• Government agencies like the EEOC or Michigan Department of Civil Rights,
• Workers’ rights organizations or hotlines that can offer support.

You’re never left without a next step.

At Batey Law Firm, our job is to be your legal ally—even if that means guiding you in a different direction.

Truth First. Always.

At Batey Law Firm, we pride ourselves on telling you what you need to hear—not just what you want to hear. When we say “no” to a case, it’s not because we don’t care. In fact, it’s the opposite. We care enough to be honest, to explain the law, and to guide you in a direction that protects your time, your finances, and your future.

We know that seeking legal advice often comes at a vulnerable moment. That’s why we treat every conversation with respect, discretion, and compassion—even if we don’t take the case. Your story still matters.

Call for a Confidential Consultation—Even If You’re Not Sure It’s a Case

Whether you’re facing termination, discrimination, retaliation, or you simply feel like something isn’t right at work—reach out. We’ll help you understand where you stand and what your next step should be.

Batey Law Firm, PLLC
📍 30200 Telegraph Rd., Suite 400
Bingham Farms, MI 48025
📞 248-540-6800 📧 sbatey@bateylaw.com 🌐 www.bateylaw.com