A NOTE TO READERS. This profile was researched and written independently by Awesome Attorneys’ editorial team. The Flemming Law Firm did not pay for, request, or review this article prior to publication, and placement on Awesome Attorneys’ editorial pages cannot be purchased. Nothing in this article is legal advice, and reading it does not create an attorney–client relationship. Past results do not guarantee, warrant, or predict the outcome of any future case.
At a Glance
| Firm | The Flemming Law Firm |
| Led by | Phil S. Flemming, licensed 32 years, with more than 20 years focused specifically on labor and employment law (per the firm) |
| Office | 3110 North Central Avenue, Suite D160, Phoenix, AZ 85014 |
| Focus | Employee-side employment law — wrongful termination, discrimination, harassment, and wage and hour violations |
| Tagline | “Arizona Employee Rights Attorney” (per the firm’s own marketing) |
Sources: theflemminglawfirm.com (firm website), Avvo, Martindale.com. Compiled July 2026.
Origin
Two Decades in One Practice Area
Phil S. Flemming has practiced law for 32 years, with more than 20 of those years concentrated specifically in labor and employment matters, per his own site and Avvo profile. Over that span he has handled cases in Arizona state and federal courts as well as before administrative tribunals, regularly advising individual employees on wrongful termination, discrimination, harassment, wage and hour violations, and breach-of-contract disputes.
Practice
A Solo Practice Built Around Direct Attorney Access
The firm positions itself explicitly against larger competitors: rather than a team-based model where a client may work with multiple attorneys or paralegals over the course of a matter, Flemming markets direct access to himself throughout a case, per the firm’s site. Its practice areas, per Martindale.com’s firm listing, include labor and employment, workplace discrimination, harassment, wrongful termination, wage and hour law, and breach of contract — plus civil and commercial litigation more broadly, and the listing also notes personal injury among the firm’s stated areas, though the firm’s own site markets employment law as its central focus.
Track Record
No Published Results, and No Peer Reviews on File
Awesome Attorneys did not identify a published results page or itemized case-outcome list for this firm. Notably, the firm’s Martindale.com listing states directly that “this firm’s lawyers do not have peer reviews” and “this firm’s attorneys do not have client reviews” on that platform — a gap in third-party documentation worth flagging plainly rather than working around.
Client Voice
Limited Independent Review Volume
Awesome Attorneys reviewed the firm’s Avvo listing, which shows a 4.8 rating, but was not able to locate a substantial volume of independently published, attributable client testimonials for this specific firm beyond the platform rating itself. This is a meaningfully thinner public review record than several other firms in this category, and Awesome Attorneys is reporting that gap directly rather than filling it with platform star ratings alone.
Community
Not Independently Documented
Awesome Attorneys did not identify specific, publicly documented community involvement, sponsorships, or pro bono programs for this firm as of the research date.
Recognition
No Independently Verified Peer Awards Identified
Awesome Attorneys did not identify a Super Lawyers, Best Lawyers, or Martindale-Hubbell AV Preeminent rating for this attorney as of the research date — consistent with the Martindale listing’s own note that the firm has not accumulated peer reviews on that platform. Readers should weigh this alongside Flemming’s two decades of subject-matter experience, which is independently documented even where formal peer-review recognition is not.
Arizona Legal Backdrop
At-Will Employment, With Statutory Limits
Arizona is an at-will employment state: an employer can generally terminate a worker for any legal reason, or no reason, but not for an illegal one. Arizona’s Employment Protection Act (A.R.S. § 23-1501) defines the specific, narrow exceptions to at-will employment recognized under state law, and federal statutes including Title VII, the ADA, and the ADEA separately prohibit termination or discrimination based on protected characteristics. This is general information, not legal advice.
Awesome Attorneys Assessment
Deep Individual Experience, Thin Public Documentation
Phil Flemming brings more than two decades of employment-law-specific experience and direct personal availability as a solo practitioner — a genuine strength for clients who want to work with one attorney throughout their case rather than a rotating team. The honest limitation, and Awesome Attorneys is reporting it directly rather than glossing over it, is public documentation: no published case results, a thin independent review record, and the firm’s own Martindale listing acknowledging no peer reviews on file. Prospective clients should ask directly for references and comparable case examples before retaining the firm, which this publication would recommend regardless of firm size but considers particularly relevant here given the documentation gap.
Methodology & Sourcing
This profile was researched and written independently by Awesome Attorneys’ editorial team in July 2026. Primary source: the firm’s own website (theflemminglawfirm.com). Secondary sources: Avvo and Martindale.com. The Flemming Law Firm did not commission, pay for, or pre-approve this article.
Publisher Disclosure & Independence Notice
This profile is an independent editorial article published by Awesome Attorneys. Awesome Attorneys does not endorse, recommend, or warrant any lawyer or law firm profiled on this site, and inclusion in this series is not paid placement. “Awesome Attorneys” is a brand name only; it is not a rating, ranking, or claim that any profiled firm is superior in any legal category. Facts in this profile were independently researched from public sources as described above and are current only as of the research date; readers should confirm any detail directly with the firm before relying on it.