Michael Hoffman is a respected figure in employment law, known for his thoughtful approach and decades of experience in workplace litigation and advisory.
Based in San Francisco, Hoffman built a 30-year legal career helping employees and organisations understand and navigate complex issues like wrongful termination, discrimination, and benefits disputes.
After graduating from UCLA in 1985, Hoffman earned his law degree from Golden Gate University in 1991. Early in his career, he gravitated toward employment law, driven by a strong sense of fairness and a desire to help people protect their livelihoods. His caseload ranged from high-stakes litigation to internal audits, regulatory inquiries, and policy design.
What made Hoffman stand out was not just his courtroom presence, but his ability to advise with clarity, empathy, and foresight. He often helped resolve matters before they escalated—an approach that saved both time and trust. “Sometimes the best outcome is the one that never makes it to court,” he has said.
Now semi-retired, Hoffman focuses on mentoring young legal professionals and advocating for a healthier workplace culture. His commitment to balance and wellbeing carries into his personal life, where swimming, yoga, and mindfulness play a central role.
In an era where many professionals seek purpose over prestige, Hoffman offers a model of integrity, humility, and long-term impact. His legacy is defined not by headlines, but by the quieter victories—clients empowered, policies improved, and a field shaped by someone who cared enough to do it right.
Q&A Interview
Michael Hoffman on Legal Integrity, Quiet Wins, and Holding Both Sides
Q: Michael, let’s start from the beginning. What drew you to employment law?
I’ve always had a strong sense of fairness. I was raised in Los Angeles and even as a kid, I knew when something felt unjust. That mindset never left me. When I was in law school at Golden Gate University, I took a summer associate role and was introduced to labour and employment issues. It just clicked. I saw how much was at stake—people’s jobs, income, and self-worth. That’s where I wanted to make an impact.
Q: You spent over 30 years in the field. What kind of cases did you typically work on?
A wide range. Wrongful termination, discrimination, harassment, wage and hour violations, and benefits disputes were my bread and butter. I worked on everything from jury trials and appeals to class actions and internal investigations. But I also did a lot of preventative work—helping companies design fair policies and avoid mistakes in the first place.
Q: That preventative mindset seems important.
Very. I wasn’t just putting out fires—I was helping people understand the rules of the road before trouble started. Prevention often leads to better outcomes. Fewer lawsuits, better morale, and more trust on both sides.
Q: Do you remember any early cases that stuck with you?
Yes. One involved a worker fired after reporting safety violations. It wasn’t a headline case, but for that client, it was everything. We won, and it reminded me why the work mattered. The law can be abstract, but to that person, it was very real.
Q: You’ve been described as someone who led with empathy. How do you balance the technical with the human?
The law is technical, but people’s problems are emotional. You have to hold both. That’s what I always tried to do. I was clear, direct, and honest with clients—even when the truth was hard. Respect matters, especially when someone’s under stress.
Q: You didn’t just represent employees though—you advised employers too.
Correct. I took on wage audits, internal harassment inquiries, and guided HR teams through tough decisions like layoffs and accommodations. Seeing both sides gave me insight. I knew how to resolve things early because I understood what both parties needed.
Q: You’ve now stepped back from full-time practice. What does life look like today?
It’s more balanced. I swim, practise yoga, and focus on mindfulness. Those things grounded me during high-stress years, and now they’ve become part of daily life. I also mentor younger lawyers and speak occasionally on employment law topics.
Q: Any advice for those entering the field?
Know your values early. The law will test them. Be curious. Listen more than you speak. And remember—your client’s life is bigger than the case you’re working on. Don’t lose sight of that.
Q: Looking back, how do you define your career?
Not by any one win. It was the steady, values-driven approach. I wasn’t after headlines. I wanted to help people move forward—whether they were employees or employers. Quiet impact can be just as powerful.
