Breach of Contract

Breach of Contract Attorney in Fort Lauderdale

Nearly 40 Years Protecting Fort Lauderdale Employees from Contract Violations

When an employer violates the terms of an employment agreement, the consequences reach beyond a missed paycheck. Careers get derailed, promised benefits disappear, and severance deals that seemed protective turn out to leave employees exposed. At The Amlong Firm, we’ve spent nearly 40 years in Fort Lauderdale focused on exactly these situations: employment contracts that were drafted, then ignored.

Our practice covers the drafting, review, and litigation of employee contracts, including executive employment agreements, confidentiality agreements, severance and separation agreements, and independent contractor agreements. When an employer terminates an employee while a valid contract is still in force, that termination can simultaneously constitute a material breach of contract and wrongful termination. These are two distinct claims that often move together.

If you believe your employer breached your employment contract, call our Fort Lauderdale office at (954) 953-5490 to discuss your situation.

Trial-Ready Preparation as Settlement Leverage

Our legal team brings 132 years of combined experience to every breach of contract matter we handle. That depth matters in contract litigation because disputes over executive agreements or commission structures often turn on specific clause language and how Florida courts have interpreted comparable terms. We don’t approach cases looking for a quick resolution. We prepare each case as though it will proceed to trial, and that posture can increase the leverage our clients carry into settlement negotiations.

Common Employment Contract Disputes We Handle

Employers breach employment agreements in recognizable patterns: failure to pay agreed salary, bonus, or commission terms; termination before the end of a fixed-term contract without the contractually required cause; and failure to deliver promised benefits or resources that were written into the offer.

Severance and separation agreements introduce a separate layer of risk. These documents typically include monetary compensation, COBRA continuation, nondisclosure terms, and non-compete or non-solicitation clauses. They almost always contain a release-of-claims provision as well. Signing without review can waive your right to bring a breach claim based on your original employment contract. Before you sign anything your employer puts in front of you, it’s worth having a Fort Lauderdale breach of contract attorney read it first.

Elements of a Breach of Contract Claim in Florida

A breach of contract claim generally requires establishing three things: a valid contract existed, one party failed to perform its obligations under that contract, and that failure caused damages. In employment disputes, the “valid contract” question sometimes generates early litigation, since employers occasionally argue that an offer letter, employee handbook, or verbal promise doesn’t constitute an enforceable agreement.

Florida law also distinguishes between material and non-material breach. A material breach defeats the contract’s central purpose and typically excuses the other party from further performance. A minor breach involves a lesser failure while the contract otherwise continues. That distinction shapes the remedies available and how the claim is framed from the start.

Filing Deadlines & Broward County Court Venues

Florida’s statute of limitations sets the window for filing a breach of contract claim. Under Florida Statutes, that window is generally five years from the date of breach for a written contract and four years for an oral contract. The clock typically begins when the breach occurred, not when the resulting harm became apparent. These are general parameters; the facts of any individual situation can affect how a deadline is calculated, and nothing here constitutes legal advice about a specific claim.

Where a case is filed in Broward County depends on the amount in controversy. The Circuit Civil Division hears civil disputes exceeding $50,000. Claims at or below that threshold go to County Civil, with small claims covering disputes of $8,000 or less. Employment contract disputes involving executive compensation, unpaid commissions, or severance packages frequently exceed the Circuit threshold and are litigated accordingly.

Hear From Our Happy Clients

A contract dispute tied to your job isn’t an abstract legal matter. It affects your income, your next opportunity, and in some cases your ability to work in your field at all. We approach every client’s situation with that weight in mind, working so each person we represent feels equipped to stand up against unfair treatment.

“Karen is one of the finest employment lawyers in the state and likely beyond.”
“Not only knowledgeable on the substantive areas of the law, but also well-versed and skilled as a trial lawyer. I fully endorse this lawyer.”

Attorney Arthur S. (Endorsing Karen Amlong)
“Bill has helped many people in this community in tough times of desperate need and gotten them through crisis and can do the same for you.”
“I endorse this lawyer. I would certainly call him for my own family's issues should they ever arise.”

Attorney David H. (Endorsing Bill Amlong)
“I am forever indebted to Karen and feel blessed that my career and reputation will not be tarnished. I can't believe how much she truly cared.”
“The institution that I work at had falsely accused me of violating a communication policy and tried to make an example of me to other employees. I would have lost my job had it not been for Karen. Karen was patient and professional in her communication.”

Danny (Job Rescue)
“The Amlong Firm not only fought on behalf of myself, but also for my family in regards to the harm they suffered while I was forced to endure the harassment, hostile environment, and retaliation.”
“I decided to take action against the sexual harassment, hostile working environment, and retaliation that I faced while working as a firefighter. They were very transparent on how tough and long this process could take when attempting to go against a City.”

Melissa (Sexual Harassment, Gender Discrimination, Retaliation)
“I was extremely pleased with Karen's strategy and results”
Ms. Amlong represented me as a 16b officer in a public company in a labor and harassment suit against my former employer. We were up against a giant with a powerful NY law firm across the table. Her experience and expertise allowed her overlook their intimidation and shame tactics and as a result, she was able to keep me calm and focussed on what was important versus reacting emotionally to their nonsense. While the matter was resolved under confidential terms, I was extremely pleased with Karen's strategy and results from same. I would highly recommend her.

Vickie A.
“She was a beacon of trust and strength.”
Karen is experienced, sharp, and driven by a pure and unrelenting sense of justice. During one of the hardest times in my life, she was a beacon of trust and strength. I recommend her in the strongest terms.

Tannen C.
“Karen provided me with all of the information needed to enable me to make sound decisions supported by her recommendations each step of the way.”
“Her strategy and control of the process resulted in a fair settlement without having to go through a trial by jury.”

Jane (Age Discrimination)
“Bill and Karen Amlong are the best employment lawyers that I know.”
“I have referred them several employment-related cases and they always get the job done. If you have an employment law question you should call The Amlong Firm.”

Attorney Sam C. (Endorsing Bill and Karen Amlong)

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How We Review an Employment Contract at Issue

Our review starts by identifying every clause that allocates risk or limits rights. Non-compete provisions, release-of-claims language, arbitration requirements, choice-of-law statements, and indemnity or fee-shifting terms each get examined individually before we assess how they interact. That clause-level analysis is then measured against current Florida statutes and case law.

Non-compete agreements receive particular scrutiny. Florida courts evaluate whether a non-compete’s time period and geographic scope are reasonable and whether they protect a legitimate business interest. Courts can narrow or refuse to enforce provisions written too broadly. Understanding where a specific non-compete stands under current Florida law is central to advising any client on whether to sign, negotiate, or challenge a contract.

Talk to a Fort Lauderdale Breach of Contract Attorney

Employment contract disputes move on tight timelines. The sooner you get counsel involved, the more options can remain open. We represent employees in Fort Lauderdale and throughout Broward County whose employers have failed to honor their contractual commitments.

Call us at (954) 953-5490 to schedule a consultation about your contract dispute.

What to Gather Before You Contact Us

Strong breach of contract claims are built on documentation. Before your consultation, collect the signed contract or offer letter and any amendments made after the original signing. Pay records, commission statements, and written correspondence about compensation, benefits, or the circumstances of your termination all give us a clearer picture of what was promised and what wasn’t delivered.

One other practical point: Florida law generally requires a party pursuing breach of contract damages to take reasonable steps to limit its losses. If you were terminated, that typically means making reasonable efforts to find replacement employment. Courts can reduce damages awarded if a plaintiff didn’t take those steps. Knowing this going in helps us build a damages picture that holds up under scrutiny.

Always Ready for Trial

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