What is an LLM Degree in Employment Law?
An LLM in Employment Law is an advanced academic degree in the field of labor and employment law, much akin to a Master of Science with a focus on employment and labor law. Such an advanced degree allows for an advanced study or specialization in the complex field of employment law and offers a path to Subject Matter Expertise which can only be achieved through an advanced degree. Advanced academic studies allow for extensive discussions of the interstitial nature of employment and labor law and the continued evolution of these practices. Beyond the basic principles of employment law, there are nuanced issues which cannot be explored without a graduate level of study.
Academic studies in the field of employment and labor law provide the advanced classes and scholarly or research work that provide employers , advisors and other interested personnel the tools to develop effective policies and best practices. Employers are not only required to comply with many complex statutes and regulations; they also must find ways to apply these regulations within a comprehensive employment life cycle. Subject Matter Experts in labor and employment can only effectively assist those who are not advanced in the law through expertise developed by an academically rigorous process. An LLM in Employment Law provides a detailed study on a wide spectrum of interests including: domestic employment and labor law, comparative or international law, federal and state law, compliance, and enforcement.
The Advantages of Pursuing an LLM in Employment Law
An LLM in Employment Law offers a host of benefits that can greatly enhance both professional and personal growth. It may help you with career advancement, provide you with a specialization in employment issues, and increase your earning potential.
An LLM in Employment Law is one of the best ways to advance or shift your career into a new and exciting direction. For those already working as an employment attorney, an LLM offers an advanced credential that distinguishes you from the crowd. It signals to clients that you are serious and knowledgeable on this specialty. An LLM also opens doors to advanced roles in larger firms or corporate legal departments. Even if you don’t wish to practice law, an LLM will make you much more attractive to employers who can leverage your expertise and network connections.
An LLM is a specialization in employment law issues. Those studying for this credential often focus on particular specialties within employment law such as:
At the same time, earning an LLM is an opportunity to study a broad range of topics and gain a much deeper understanding of the field. This allows you to take on more responsibility and leadership on employment law issues in any setting.
A legal professional with an LLM demonstrates a commitment to the law that is attractive to employers but also very attractive to clients. An LLM tells clients that they are getting the best of the best when they choose you as their lawyer. Clients are willing to pay a premium for the services of someone with an LLM. These professionals are able to attract the most sophisticated work and clients with the most complex problems. Whether you are an attorney seeking differentiation or a corporate legal expert looking to join a firm or department with the most visibility, prestige, and opportunities, an LLM in Employment Law is a great choice for you!
Employment Law Curriculum and Classes
An LLM in Employment Law generally offers a balanced mix of leading-edge and traditional topics. Core classes cover basic principles of labor and employment law, and can include such courses as employment contracts, employment discrimination, employment torts, employee privacy, disabilities and accommodation, wrongful discharge, OSHA, labor relations, NLRB policy, collective bargaining, strikes, and labor arbitration. Electives can include federal EEO legislation, employment law and policymaking, consumer protection, fringe benefits, international labor standards, immigration law, occupational health and safety, plant closures, unemployment compensation, wage and hour law, workplace violence, worker adjustment and retraining, alternative dispute resolution, dispute resolution and mediation, employment contracts, advanced labor and employment litigation, and international human rights. Practical training is an important component of many programs, offering LLM students opportunities for professional development and higher earning potential. Law firms, courts, legal aid societies, corporations, non-profits, and NGOs may offer internships, fellowships, externships, residencies, clerkships, or apprenticeships. Prospective students should inquire about work experience opportunities before deciding on an LLM program.
Top Universities to Study LLM Employment Law
Although there are many good universities around the world that offer LLM courses in employment law, the following key employment law programs are widely regarded:
Universität Mannheim and Ludwig-Maximilians-Universität München offer highly-respected labor law programs as part of their law master courses. A well-recognised labor law institute was founded in 2016, with a focus on litigation.
The London School of Economics and Political Science (LSE) is one of the most famous universities in the UK and has a large number of outstanding scholars. The London LLM focuses on the socio-legal analysis of equality and discrimination law. An important focus is the intersection between workplace and societal inequality.
The School of Law at St. John’s University (New York) offers an employment law program with an excellent overview of the law of employment in the United States and several workplace-related areas.
The LLM in Employment Law at Temple University is focused on individual rights and collective bargaining. Its two-part Professional Development Workshop emphasizes writing short pieces, research, and writing clarity.
Duke University School of Law (North Carolina) offers an interesting specialized course on "Disease as a Legal and Policy Problem," which provides an interdisciplinary perspective on the legal issues arising from the spread of communicable and non-communicable diseases.
Central European University is a private university in the heart of Budapest (Hungary) and offers a program in "Labor, Human Resources and Equal Employment Opportunity Law."
Kuwait International Law School offers an LLM in Oil, Gas, and Energy Law in the Middle East, with an option for a specialization in "Labour Law and Employment".
Columbia Law School offers an LLM in Employment Law in New York, with a focus on the key concepts and themes that shape labour law.
Kaplan Law School has a well-respected LLM program in the UK which includes modules in Employment Law.
Career Paths with an LLM Degree in Employment Law
An LLM in Employment Law offers a multitude of career opportunities for law graduates. For instance, law firms may offer opportunities such as personal counsel positions or partnership tracks. Many employment law practice groups seek to add to their teams attorneys who have a clear and expressed interest in the field of employment law, and who also have obtained an advanced degree in the subject. These lawyers to be hired by firms are needed by the firm for both client work, as well as business development reasons. Some firms offer specifically designed programs for recent LLM graduates that entail hands-on mentoring and training that is otherwise unavailable in their first employment following law school .
Corporations often seek to fill positions with expertise in strategic employment law issues by offering positions in their labor and employment departments within the corporation. They need employment law professionals with the ability to help them with developing systems and polices that are strategically aligned with the business objectives of the corporation, while also avoiding liability as much as possible.
Governmental organizations at both the Federal and State levels also offer many opportunities for experienced employment lawyers. Often these companies will fund fellowships for recent employment law graduates, as well as for experienced employment law professionals with many years of experience. Large cities also may have publicly funded employment law centers that need staffing of lawyers who have employment law experience.
Admission and Application Requirements for LLM in Employment Law
Just as no two lawyers are alike, no two LLM programs are identical. However, there are a number of commonalities across many employment law programs when it comes to admission requirements and the application process. LLM programs generally require at least one year of prior legal education, whether obtained in the United States or abroad. Some programs require just a bachelor’s degree, while others require a Juris Doctor degree. LLM programs generally require proof of English proficiency, which is generally satisfied by taking the Test of English as a Foreign Language (TOEFL) or the International English Language Testing System (IELTS). In addition to transcripts and English proficiency, many programs require a personal statement, a resume and two letters of recommendation. Many programs also require international applicants to provide evidence of financial support. A few universities may require international applicants to submit a WES credential evaluation. Even if it’s not mandatory, we recommend checking with the program administrator if you think you may need help navigating the application process. Application deadlines vary by school, but are typically between April 1 and August 1 for fall admission. Some schools also offer admission in the spring. Be sure to check specific websites and canvass your references about their availability and ability to make the deadline. If you have questions about an application, be sure to connect with the admissions director at the school that interests you. Considering the range of quality and requirements in these programs, we recommend speaking with the program director or admissions staff to discuss early on whether the program is right for you.
Challenges in Studying Employment Law
As with any advanced academic program, there invariably will be challenges at various points. These may include managing the workload and ensuring that expectations are met, or developing a cogent legal argument that reflects an understanding of the applicable law and the nuance that may be required to differentiate between various positions. It may be difficult to distinguish applicable law from what is not, or to determine when it is appropriate to assert an opinion or take a certain position. Students also will have to anticipate the positions others may take, and appreciate what positions exist that may not seem readily apparent. Here are some considerations for prospective LLM students: Will I get overwhelmed? Can I work while I study? Can I study in my own country? What if my English isn’t good enough?
The Future Landscape of Employment Law
With the rapid pace of technological and societal change, five to 10 years in the future may as well be a lifetime when it comes to employment law.
Below are just a few of the evolving inequalities and trends that students and recent graduates should watch for.
Artificial Intelligence and Technology According to a 2023 World Economic Forum report, AI, automation and other technological advances will lead to the net loss of 26 million jobs by 2030, though those same technologies will create an estimated 69 million new jobs as well. The U.S. Chamber of Commerce projects that up to 75 million U.S. workers will need to switch occupations over the next decade.
A consideration that is playing a large role in employers’ hiring and retention decisions is an employee’s ability to use technology. Employers will continue to use technology to their advantage, often replacing human workers with machines and software. For example, we may see fewer administrative roles and more remote or hybrid work arrangements as employers lean into technologies like artificial intelligence and other online solutions to streamline operations and provide virtual employment services and offers.
One of the most significant issues may be big language models (LLM). These AI-based models can generate content that often mimics human writing. This technology’s capacity to produce language is evolving faster than current laws can address.
Anticipating that this technology will become increasingly utilized by employers, some companies are implementing LLMs to support common human resources functions, such as onboarding . As the technology continues to expand, a new field of employment law may develop to address its legal implications and how it interacts with laws prohibiting discrimination.
Generational Shifts As two "generations" of the modern American workforce coexist in the workplace — millennials and Gen Z — they are already competing for advancement. Although the two groups share certain soft skills and qualities associated with their generation, they differ on some key matters that impact their work lives. For example:
Skepticism about political leaders and government, which could impact regulatory initiatives. Gen Z and millennials are less likely than civic leaders of older generations to trust public institutions and government leaders.
Considering the generational divide, employers will need to continue adapting recruitment and retention strategies and compensation plans to attract willing workers in their target demographic.
The Regulatory Environment Large-scale societal issues require government regulation, and we can expect increased regulation through 2030. While we cannot reliably predict what regulations will be enacted, it is reasonable to expect that any policies affecting employees and independent contractors will be met with legal challenges from regulated businesses and the legal community.
Negotiated changes could include an expansion of protected classes under federal, state, and local laws to reduce certain systemic inequities that continue to plague workplaces across the country.
The market will likely begin to see an uptick in labor organizing efforts and pressure from stakeholders in the private equity and venture capital space to advocate for employees’ interests.