The size of an employer is seldom a concern for a competent employment attorney with a good case. If anything, most attorneys would prefer to sue bigger employers rather than small ones. Big employers tend to have more separation between the supervisor who fires or mistreats an employee and the person responsible for deciding what the company's position will be. This can sometimes lead to a more objective assessment by the employer and perhaps more reasonable settlement negotiations. Small employers often do not have the resources to simply settle a case, and may defend in a desperate attempt to avoid financial devastation. A lawsuit that puts a small employer into bankruptcy doesn't do much for either the employer or the employee. Although big employers sometimes employ what one jurist referred to as a "little army of attorneys," only one of them can speak at a time, and judges often lose patience with oppressive tactics mounted by large law firms representing huge corporations. When David and Goliath square off in front of a jury, large size is not an advantage. The key is the strength of your case, not the size of your opponent.