Sedgwick’s retail team defends its clients in all aspects of litigation and offers practical advice for how retailers can comply with the law while also meeting their business objectives. As many of our attorneys work with retail clients full-time, we have a deep understanding of the legal and business concerns affecting retailers. Additionally, we work with our clients’ management, marketing teams, finance teams and IT departments to develop tailored, creative and cost-effective solutions that do not interfere with business goals.

Our Retail Practice Group constantly monitors issues that affect retailers. As a result, we are often the first to learn of significant developments in retail law and regularly notify our clients of such developments. We reach out to our clients and help them respond proactively, so that they can protect themselves from emerging risks. Our attorneys are regularly asked to comment and present on retail-related issues. We have published dozens of articles on trends in retail, and have been recognized by the Los Angeles Daily Journal and Aspatore Books as retail industry thought leaders.

Sedgwick’s Retail Practice Group is best known for its work defending consumer class actions involving issues such as deceptive pricing, false advertising, data collection laws, TCPA, FACTA, California’s Song Beverly Credit Card Act (and related statutes in other states) and “Made in the USA” laws. We are comprised of a diverse group of national attorneys with experience in a wide range of legal matters. Our attorneys regularly defend and advise retailers in relation to:

  • Business and commercial litigation
  • Advertising compliance
  • Cybersecurity and privacy
  • Intellectual property
  • Labor and employment
  • Bankruptcy and creditors’ rights
  • Website accessibility and ADA compliance

Additionally, our retail clients often ask us to: 

  • Review their practices for collecting customers’ information at the POS (point-of-sale) to make sure they are not vulnerable to privacy suits;
  • Evaluate their pricing practices to assess the risk of deceptive pricing litigation; and
  • Assess whether they are categorizing their employees appropriately to avoid costly wage and hour class actions.