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Logan Howard Law PLLC: A Father-Son Practice, Continued Solo Since 2021

Logan Howard joined his father Derek Howard’s employment law firm, Howard & Kobelan, in 2009, straight out of the University of Oregon School of Law. The two practiced together for more than a decade until Derek Howard’s death in 2021, after which Logan continued the firm’s employee-side work as a partner before striking out on his own in 2023 to form Logan Howard Law PLLC. It’s a straightforward continuity story — same practice area, same client focus, new firm name.

At a Glance: Austin Employment Lawyer Firm Overview

I. From a Father’s Firm to His Own

Logan Howard graduated from the University of Oregon School of Law and joined Howard & Kobelan in 2009, working alongside his father Derek Howard for more than a decade on employee discrimination and retaliation claims across Central Texas. Following his father’s passing in 2021, Logan continued practicing as a partner at Howard & Kobelan before forming Logan Howard Law PLLC in 2023 as its managing member — a firm the site describes as building on “over 25 years” of combined focus on employment law between the two generations of the practice.

II. No Board Certification Identified; Single-Focus Practice Instead

Awesome Attorneys did not find a current Texas Board of Legal Specialization certification for Howard, and does not use “specialist” language for this firm as a result. His credential is single-minded practice focus: the firm handles employment law exclusively, with no secondary practice areas diluting its attention, and Howard has represented what the firm describes as hundreds of employees since 2009.

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

The firm represents employees in discrimination, sexual harassment, retaliation, wrongful termination, workers’ compensation retaliation, FMLA retaliation, whistleblower retaliation, unemployment benefits claims, and wage and hour disputes. It also advises on non-compete agreements from the employee side — helping workers understand what they may be signing away before accepting employer-imposed restrictions, rather than drafting such agreements for employers.

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 (settlement figures, verdicts, or case citations) for this firm. The firm’s public materials emphasize its client volume (“hundreds of clients” since 2009) and testimonial content rather than published individual case outcomes, which is a genuine gap in the public record for a practice with this much stated experience.

V. Client Voice

Client testimonials on the firm’s own site are consistently positive. One client, an attorney themselves, wrote: “As an attorney myself, I was very satisfied with the advice provided. Logan Howard is a highly-skilled, compassionate attorney. He is patient, thorough, knowledgeable, helpful, and his follow-up is on point.” Another wrote that Howard “emphasizes realistic client expectations — meaning he is a straight shooter who won’t drag out a case for the hourly fee.” Awesome Attorneys did not identify independently posted reviews on Yelp or Google for this firm at the time of writing; the testimonials above are firm-published rather than independently verified, and are presented as such.

VI. Beyond the Courtroom

Awesome Attorneys did not identify specific pro bono programs, board memberships, or civic roles for Logan Howard beyond his professional practice history at the time of writing.

VII. Recognition

Awesome Attorneys did not identify Super Lawyers, Best Lawyers, or other peer-review recognition for Logan Howard at the time of writing. His public standing rests primarily on client testimonials and his firm’s stated multi-decade practice history rather than third-party awards.

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. As of June 27, 2023, the federal Pregnant Workers Fairness Act requires covered employers to provide reasonable accommodations for pregnancy, childbirth, and related medical conditions — a relatively recent addition the firm’s own materials specifically note. Non-compete agreements in Texas are generally enforceable if they meet reasonableness requirements under the Texas Covenants Not to Compete Act, Texas Business and Commerce Code Chapter 15. Wage claims run through the federal Fair Labor Standards Act and the Texas Payday Act, Texas Labor Code Chapter 61.

IX. Awesome Attorneys Assessment: Weighing This Austin Employment Lawyer

This firm’s clearest strength is continuity and focus: Logan Howard has practiced employee-side employment law exclusively since 2009, first alongside his father and now independently, without diversifying into other practice areas. Client testimonials consistently describe him as responsive, realistic about case expectations, and straightforward about fees.

The fair caveat: Awesome Attorneys could not identify independently verifiable case results, peer-review recognition (Super Lawyers, Best Lawyers), or third-party posted reviews beyond the firm’s own testimonial page, which means this profile relies more heavily on the firm’s self-description than on outside verification — notable for a solo practice with 15+ years of stated experience.

X. Methodology & Sourcing

This profile was compiled from the firm’s own website (loganhowardlaw.com), including its About Us, Areas of Practice, and Testimonials pages; the firm’s Facebook page; and State Bar of Texas attorney records. A search for independently posted reviews on Yelp and Google did not surface a substantial record. Case narratives, client counts, and practice history are the firm’s own published claims unless independently sourced and attributed as such. Statutory citations were checked against the Texas Labor Code and federal employment statutes. 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 Logan Howard Law PLLC 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 Logan Howard Law PLLC or Awesome Attorneys.