Royal Law Firm Secured Two Case Dismissals in 2026
The 10-person firm successfully defended corporate clients by citing administrative and policy procedural failures.
Updated on Sept. 29, 2026 in Professional Services
The Royal Law Firm secured two legal dismissals for its corporate clients in 2026, marking a significant outcome for the small Massachusetts-based practice. The firm, which employs 10 people, successfully navigated both federal and state-level employment disputes.
Why it matters
These outcomes highlight how strict adherence to administrative exhaustion and employee handbook enforcement can insulate companies from litigation. For operators, these results underscore the value of documenting procedural compliance before disputes escalate to formal legal challenges.
The firm, which has operated for 16 years, secured these wins for clients by focusing on administrative procedures and internal policy compliance. The practice currently maintains a headcount of 10 employees to handle its caseload.
The players
The Royal Law Firm
A Massachusetts-based legal practice with 10 employees that specializes in defending corporate clients against employment and civil rights claims.
Amy B. Royal
The founder of the Royal Law Firm who established the practice in 2010 and previously served as the president of the Center for Human Development for three years.
The details
In the federal Title IX action, the firm obtained a dismissal by demonstrating that the plaintiff failed to exhaust necessary administrative channels. Regarding the claim filed with the Massachusetts Commission Against Discrimination, the firm successfully argued that the employer was justified because the employee failed to provide notice for a three-day absence as required by the company handbook.
Timeline
2010: The Royal Law Firm was founded.
2026: The firm obtained two favorable legal outcomes.
Market Landscape
These dismissals align with long-standing judicial requirements under Title IX that mandate the exhaustion of internal administrative remedies before federal intervention. The outcome mirrors a broader trend where procedural compliance in employee handbooks serves as a primary shield against state-level discrimination claims.
Operators should ensure that all internal HR policies regarding attendance and notification are clearly documented and consistently enforced to avoid liability. Consult with legal counsel to confirm your internal processes meet current jurisdictional requirements for administrative exhaustion.
The takeaway
Small firms can effectively win complex litigation by focusing on technical procedural defenses such as exhaustion of channels and handbook compliance. Audit your company's employee handbook today to ensure that notification requirements for absences are explicit and clearly signed by staff.
Further reading
For more on navigating workplace disputes, see the Professional Services section.
Source note: This article includes information reported by Massachusetts Lawyers Weekly.
