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Leichter Law Firm PC: An Employment Practice Built Specifically for Licensed Professionals

Leichter Law Firm’s primary identity, across every directory Awesome Attorneys checked, is professional license defense — representing physicians, nurses, pharmacists, dentists, and other licensed professionals before the Texas Medical Board and similar regulatory bodies. Within that firm, though, is a distinct, board-certified Labor and Employment Law practice group led by David Langenfeld, focused specifically on representing those same kinds of licensed professionals as employees in disputes with their employers. This profile is upfront about that structure: this is not a pure employment boutique, but a niche employment practice embedded inside a broader licensing-defense firm.

At a Glance: Austin Employment Lawyer Firm Overview

I. A Licensing-Defense Firm With a Dedicated Employment Practice Group

Founded in 1999, Leichter Law Firm built its reputation representing physicians, nurses, dentists, pharmacists, psychologists, optometrists, veterinarians, and other licensed professionals in disciplinary and licensure matters before Texas regulatory boards — work that remains the firm’s most prominent specialty. Within that structure, the firm maintains a Labor and Employment Law practice group specifically serving the same licensed-professional client base when their disputes are with employers rather than licensing boards. David Langenfeld, who has practiced since 1992, leads that group.

II. Board Certified, Independently Confirmed

Texas Bar rules prohibit any attorney from advertising as a “specialist” unless board certified in that specialty by the Texas Board of Legal Specialization (TBLS) or an accredited certifying organization. Langenfeld’s certification in Labor and Employment Law is confirmed both by the firm’s own site and by his LinkedIn profile, where he actively writes about current Texas employment law developments — including recent legislative changes affecting confidentiality provisions in severance agreements involving sexual abuse claims, effective September 1, 2025.

III. Practice Concentration: What This Austin Employment Attorney Firm Handles

The employment practice group represents physicians, nurses, and other licensed professionals — explicitly not hospitals, corporations, or other large employers — in fair pay and unpaid overtime claims, employment contract breaches, employee misclassification, wrongful termination, and workplace sexual abuse and discrimination matters. This client base overlaps directly with the firm’s licensing-defense practice: the same physicians and nurses the firm defends before regulatory boards are often the clients bringing employment claims against the hospitals or practices that employ them.

IV. Track Record

Prior results do not guarantee or predict a similar outcome. Employment settlements are frequently confidential, which limits what any firm can publish about individual case values.

Awesome Attorneys did not identify itemized public case results (specific settlement figures, verdicts, or case citations) for the firm’s employment practice specifically. The firm’s public materials and reviews focus more heavily on its licensing-defense work than on documented employment case outcomes, which is a genuine gap in the public record for this specific practice area, disclosed here directly.

V. Client Voice

Reviews on the firm’s site and third-party platforms are positive but concentrate on the licensing-defense practice rather than employment matters specifically. One reviewer wrote: “With Dan’s assistance I was able to become licensed. I wholeheartedly recommend Dan Lype and the Leichter Law Firm to anyone scheduled for a hearing with the BLE [Board of Law Examiners].” Awesome Attorneys did not identify reviews specifically describing the employment practice group’s work, which is worth noting given the firm’s broader positive reputation doesn’t necessarily transfer evidence to this specific practice area.

VI. Beyond the Courtroom

Awesome Attorneys did not identify specific pro bono programs or civic board roles for Langenfeld beyond his professional practice and active LinkedIn commentary on Texas employment law developments at the time of writing.

VII. Recognition

Peer-reviewed and independently conferred credentials: Texas Board of Legal Specialization certification in Labor and Employment Law for David Langenfeld.

Marketing-program or aggregator recognition, distinguished here rather than blended in: Avvo Client’s Choice and Clients’ Choice awards referenced on the firm’s Lawyers.com listing, based on review volume and average score rather than peer review.

VIII. The Texas Legal Backdrop

Texas is an at-will employment state, with discrimination and retaliation claims running through Title VII, the ADA, and the ADEA federally and the Texas Commission on Human Rights Act (Texas Labor Code Chapter 21) at the state level, requiring a Texas Workforce Commission charge within 180 days. Wage claims run through the federal Fair Labor Standards Act and the Texas Payday Act, Texas Labor Code Chapter 61. As of September 1, 2025, new Texas legislation restricts the enforceability of confidentiality provisions in settlement and severance agreements that would otherwise silence employees’ sexual abuse claims — a development the firm’s own attorney has written about directly and which is particularly relevant to this firm’s client base of licensed healthcare professionals.

IX. Awesome Attorneys Assessment: Weighing This Austin Employment Lawyer

This firm’s clearest strength is a genuinely specific niche: representing licensed professionals specifically, with an attorney who understands both the employment-law and professional-licensing sides of a healthcare worker’s career, since disputes in one area frequently intersect with the other. Langenfeld’s board certification and active engagement with current Texas employment law developments add real credibility to that niche focus.

The fair caveat, stated directly: employment law is not this firm’s primary identity. The firm is overwhelmingly known for and reviewed on its professional-licensing defense work, and Awesome Attorneys could not find employment-specific case results or client reviews to independently verify the employment practice group’s track record separately from the firm’s broader reputation. Prospective clients whose primary need is employment litigation, rather than a licensed-professional-specific angle, may find pure employment boutiques elsewhere in this category have a more extensively documented employment-specific record.

X. Methodology & Sourcing

This profile was compiled from the firm’s own website (leichterlaw.com), including its practice-area and attorney pages; David Langenfeld’s LinkedIn profile; Martindale’s and Lawyers.com’s firm listings; and Yelp’s business listing. Case narratives and practice descriptions are the firm’s own published claims unless independently sourced and attributed as such. Statutory citations were checked against the Texas Labor Code. No case results, credentials, or quotes were invented.

Publisher Disclosure & Independence Notice

Awesome Attorneys is an independent legal directory and editorial publication. This profile was not paid for, commissioned, or reviewed by Leichter Law Firm PC prior to publication. Awesome Attorneys may in the future offer sponsored placements clearly labeled as such, but no payment of any kind determines inclusion in, or the content of, this editorial profile. This article is for informational purposes only, does not constitute legal advice, and does not create an attorney-client relationship between the reader and Leichter Law Firm PC or Awesome Attorneys.