Attorney Mickey Neuhauser devotes her practice to helping employers make the right decisions. Whether she’s responding to harassment or wrongful termination claims, training in-house teams, or providing day-to-day employment compliance advice, businesses and not-for-profits benefit from Mickey’s big-picture perspective.

She uses her experience as a mediator and arbitrator, as a former Deputy Attorney General for the State of New Jersey, and from early career work in business to provide her clients with options that will help protect their human capital, honor their core values, meet their business goals, and mitigate their litigation risk. In addition to her robust employment practice, Mickey counsels businesses on commercial litigation matters and represents health care providers in licensing and compliance concerns.

Mickey is ardently committed to helping clients adapt to today’s changing workplace. She develops policies and training programs, including those that address harassment and discrimination prevention, reductions in force, management training, and wage and hour compliance. Mickey regularly counsels HR and in-house legal teams on responding to a broad range of employment-related matters, including employee complaints, requests for flexible work arrangements, leaves of absence, and reasonable accommodation. She also conducts workplace investigations. When confronted with potential litigation, Mickey assists clients in weighing their business priorities and long-term goals to craft positive outcomes. And if the facts prove a company’s best option is to take a firm stance, Mickey draws on her years of trial and appellate experience to defend her clients’ actions and win.

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Mickey is a thought leader on current labor and employment compliance developments. She co-founded Epstein Becker Green’s Women’s Initiative and is active in charitable and community activities, including as a member of the Board of Trustees for Community Access Unlimited (Elizabeth, NJ).

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Focus Areas


Results may vary depending on your particular facts and legal circumstances.

  • Defended a global financial services company against claims it terminated an employee in retaliation for complaining about alleged sexual harassment. Mickey successfully demonstrated that the company’s anti-discrimination and sexual harassment policy did not recreate a contract, and her motion to dismiss the case was granted and then affirmed on appeal.
  • Represented a global financial services company in responding to a current employee’s claims of disability discrimination. Mickey helped her client avoid litigation by negotiating a severance package equivalent to what the employee would have received in a job elimination—20 percent of the employee’s initial demand.
  • Defended a national pharmaceutical company after an employee alleged claims including retaliatory discharge for protected whistleblowing, harassment, and discrimination. Through discovery, Mickey established that the plaintiff had demonstrably manufactured claims and was running a side business. Her client determined to take a firm “no pay” stance and go to trial. The jury ruled in favor of Mickey’s client.
  • Represented an equipment manufacturer in responding to an employee’s claim of retaliatory discharge for filing OSHA complaints. Mickey successfully avoided an administrative action by OSHA and a civil lawsuit by successfully getting the OSHA complaints dismissed and then resolving the plaintiff’s claims in an amount representing six weeks' pay.
  • Defeated a lawsuit brought against a national pharmaceutical company alleging retaliatory discharge for protected whistleblowing. Mickey persuasively demonstrated that the employee was discharged for reasons unrelated to the complaint and the employee voluntarily dismissed the lawsuit with prejudice.
  • Defeated a race discrimination and discriminatory discharge lawsuit brought against an international equipment manufacturer. After Mickey filed a summary judgment motion showing the discharge was for legitimate business reasons, the employee voluntarily dismissed the lawsuit with prejudice.


Listed in:

  • The Legal 500 United States, Workplace and Employment Counseling (2016 to 2018). This award is conferred by The Legal 500. A description of the selection methodology is available here. No aspect of this advertisement has been approved by the Supreme Court of New Jersey.
  • New Jersey Super Lawyers, Employment & Labor, Employment Litigation: Defense, and Health Care (2005 to 2017). This award is conferred by Thomson Reuters. A description of the selection methodology is available here. No aspect of this advertisement has been approved by the Supreme Court of New Jersey.
  • New Jersey Super Lawyers Magazine, “Top 50 Women Lawyers in New Jersey” (2007 to 2008). This award is conferred by Thomson Reuters. A description of the selection methodology is available here. No aspect of this advertisement has been approved by the Supreme Court of New Jersey.



  • Rutgers University School of Law – Newark (J.D., 1983)
    • Notes and Comments editor, Women's Rights Law Reporter
  • Syracuse University (M.S., 1977)
  • Tufts University (B.A., cum laude, 1976)

Bar Admissions

Court Admissions

Professional & Community Involvement

  • American Health Lawyers Association
  • New Jersey Bar Association, Labor and Employment, Health Law and Alternative Dispute Resolution Sections
  • Society for Human Resources Management





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