Lead High-Stakes Workplace Decisions With Legal Fluency
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Elevate Your HR Career with an Online Master’s in Labor & Employment Law

When workplace decisions carry legal, financial and reputational consequences, leaders need more than human resources experience. They need legal fluency.

The online Master of Jurisprudence in Labor & Employment Law from Tulane University Law School helps experienced HR, employee relations, compliance and people leaders navigate complex workplace issues with greater confidence, judgment and authority.

Through a curriculum grounded in discrimination law and workplace risk management, students learn to address investigations, accommodations, retaliation claims, labor relations challenges, workplace policies and other high-stakes issues before they escalate to agency review, litigation or outside counsel.

Program at a Glance

  • 12 courses
  • 30 credits
  • 1 capstone project
  • 1 in-person immersive
  • Complete in as few as 2 years
  • 3 starts per year

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From HR Practitioner to Workplace Legal Strategist

Tulane University’s online MJ-LEL is an employment law degree designed for aspiring HR law executives who are non-lawyers, but who will work to navigate, dissect and apply aspects of law. This program teaches the fundamental and complex intricacies of employment law like EEOC compliance, contracts and contract law, FMLA and ADA laws and more. Watch the video to hear program leaders and students share their insights.

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Video Transcript

Saru Matambanadzo:
The Tulane Master of Jurisprudence program in Labor & Employment Law is a targeted online law degree for non-lawyers who work with lawyers, who work with law but who don’t necessarily need to take the bar or practice.

One of the big things that we teach our students is not only what the law is but what the law will become, because we teach them how to keep up with the law; how to keep current with the law, and how to anticipate in a more visionary manner what the law will be.

Tulane is a “Southern Ivy.” It’s been around for a long time; its name has a national reach.

Jennifer Cooper:
The name alone really implicates a sense of history. Tulane Law School has amazing faculty in the program. Our cohorts really do develop close-knit friendships and professional networks.

They will learn skills in every single class that they take, that they will literally be able to implement the next day at work.

Ron Townsend Gard:
We’re really conscious of individuals in the field and in their professions. The program has really been built to accommodate those who spend their days in their fields doing the work.

Valerie Nance:
I know how to read the dissenting opinions; I know how to read legislation that comes through.

Take the plunge, it’s going to change your life. You are going to meet the most amazing, diverse HR professionals, attorneys, professors.

Sally Richardson:
Our faculty are truly the leaders in the field. We have scholars from the Law School who are teaching courses on employment law, on social media issues in the workplace.

Throughout our online program, you will also have the opportunity to come and spend a weekend here in New Orleans on Tulane’s campus, to truly become part of an immersive experience for our online program.

Jennel Fernandez-Ballestero:
I will say the one thing that I didn't even factor into when I was looking at Tulane was the sense of community that I would get even in a remote setting. Part of that is the professors just promote you, they encourage you, they champion you. It's built the confidence in continuing to learn.

Saru Matambanadzo:
We are here to make you successful. Your academic success is our success, so don’t be afraid. You can do this. You belong here, you belong here with us. Don’t be afraid, this is doable. An elite, accessible legal education for you and I would love for you to join us.

Build the Legal Foundation for a Leading HR Career

Are you ready to level up your career? Earn your master’s degree online with Tulane University. Our online Master of Jurisprudence programs give you the legal foundation to navigate today’s professional challenges.

Complete the form to get a program detail sheet for the online MJ program of your choosing. Get more details about your program, including information on Tulane Law School, the curriculum, application requirements and more.

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How This Master’s in Employment Law Supports HR Leaders

Powerful experiences and insights

Improve your understanding of the laws that govern the practice of human resources, your ability to communicate and collaborate with lawyers and other legal professionals, and your own workplace results and job satisfaction.

Career impact that counts

With the expertise you’ll gain through the MJ-LEL program, your job effectiveness will increase, and you’ll quickly become a highly valued contributor on the job. You’ll become more adequately self-sufficient and will prove to be a huge asset to your organization as you save money, reduce risks and improve workplace culture.

A flexible employment law degree online

Enjoy the flexibility of online learning so you can participate from anywhere. The only on-campus requirement for the degree is one multi-day Immersion Weekend on Tulane’s campus in New Orleans, where you’ll gain face-to-face connection and intellectual synthesis.

Practical labor and employment law skills you can use immediately

Through daily conversations with classmates and faculty, and your master’s capstone experience, you’ll learn practical lessons and hone skills that you can put to immediate use. Walk away with the ability to train employees about sexual harassment, deal effectively with unions, engage in collective bargaining, mediate disputes or participate in the arbitrations of labor disputes, create personnel manuals, lead executive searches and much more.

Expert faculty who inspire

You’ll be taught by faculty members who are national and international authorities on labor and employment issues, including program director Saru Matambanadzo, a nationally known authority on gender equality and workplace equity.

Unrivaled value

Tulane is reputable, rigorous, accessible and affordable. The investment in your graduate education can reap returns that far exceed your expectations.

Connections for life

Study alongside other human resource professionals, business owners, executives and office managers with personnel responsibilities. The dynamic nature of the program ensures you form professional and personal connections that create a lifelong network of classmates and faculty who can help support and accelerate your career.

Distinct pride

Accomplish something that very few people do—earning a graduate degree from a prestigious, nationally ranked university and a top law school.

Learn the Legal Framework Behind Critical Workplace Decisions

Our alumni report that the Tulane Master of Jurisprudence program is a unique, life-changing experience. Not only do we offer a world-class legal education, our unique curriculum also offers courses that you will not get in any other program.

Tulane Law is leading the field with novel offerings like an advanced discrimination class in sex and gender, advanced employment law classes focused on intellectual property and social media and our one-of-a-kind capstone seminar experience as a culmination of the expertise developed over the course of the program.

We also provide an unparalleled community of alumni in leading firms, organizations and unions.

Semester 1

Students must take both of these required courses:

Legal Analysis I (2 credits)

This foundational course introduces students to sources and functions of law in our society relating to labor and employment law. The course begins with an overview of the American legal system and sources of law and introduces students to statutory interpretation and plain language analysis. In Legal Analysis I, students will learn to read and interpret statutory law and regulations, read and brief cases, and develop basic legal writing and analysis skills. Students will also learn to find and research legal information through multiple short research assignments focusing on labor and employment law issues. Through multiple short writing assignments such as a case brief, an IRAC essay analyzing a statutory issue, and an e-memo interpreting statutory and regulatory law relating to a labor and employment law topic, students learn to apply statutes and regulations to analyze legal issues relating to labor and employment law.

Introduction to Employment Discrimination Law Principles and Strategies (3 credits)

This course is designed to provide the students with a thorough understanding of all of the legal rules and concepts created by federal and state laws prohibiting discrimination on the bases of race, sex, age, disability, religion, sexual orientation and national origin in a very practical way. The materials will be presented in a manner dedicated to enhancing the ability of present or future human resources professionals to deal with specific problems that continually arise in the workplace. Instruction will be directed toward providing advice on how to deal with and avoid problems in areas, including racial and sexual harassment, religious accommodation, pregnancy and family leave, LGBT concerns, handling EEOC investigations, drafting personnel manuals, avoiding retaliation claims, mandatory and voluntary retirement, disability-based accommodation, and drug testing.

Semester 2

Students must take both of these required courses:

Legal Analysis II (2 credits)

This course builds on Legal Analysis I to introduce students to the relationship between enacted and administrative law and caselaw. The course continues instruction on legal research methods in finding and analyzing caselaw. Students learn to read and synthesize multiple cases and learn analogical reasoning. Through multiple short writing assignments, such as an analogical writing assignment, students learn to apply statutes, regulations, administrative materials and caselaw to analyze complex legal issues relating to labor and employment law. Students will also be introduced to contract reading and interpretation to read and understand common commercial contracts in the employment law setting.

Introduction to Labor Law Principles and Strategies (3 credits)

This course is designed to provide students with a thorough understanding of the federal and state laws and regulations governing the relationship between the employer, employee and labor union. The material will be presented in a very practical way designed to focus on specific problems and issues that human resource professionals experience in dealing with organized and unorganized workforces and offer very specific and detailed instruction on the proper way to deal with these issues. The topics that will be examined include approaches toward a union organizing campaign; a union’s request for voluntary recognition; creation of joint employer/employee advisory committees; the role of the NLRB and how to avoid and deal with unfair labor practice charges; proper and improper bases for discipline and discharge; lawful and unlawful responses to strikes, picketing, and sickouts; scope and approaches toward the duty to engage in collective bargaining with a union; methods of enforcing or modifying the terms of a collective bargaining agreement; impact of state right-to-work laws; union security agreements; and the use of arbitration and/or mediation as alternative methods of resolving contractual and statutory disputes.

This course concentrates on analyzing the issues surrounding the rights of workers to engage in collective activity and the relationship between employers and unions in such matters as collective bargaining, contract enforcement and contract implementation.

Semester 3

Students must take both of these required courses:

Employment Law (2 credits)

This course will provide students with an understanding of the legal underpinnings of the employer-employee relationship, including the employment-at-will doctrine, which is the default setting for the relationship. The course will discuss the limits of the employment-at-will doctrine as well as common legal claims brought in the employment context. It will also explore issues such as privacy expectations of employees and the enforceability of covenants not to compete as well as laws impacting employee compensation and leave.

IP Issues in the Employment Context (3 credits)

Intellectual property issues arise in the employment context from the moment an employee is hired, whether a full-time employee or an independent contractor. If employees create works—websites, inventions, newsletters, etc.—within their job, additional issues will arise, both in terms of who owns the creations, but also what materials the employee is using to create those works. Copyrights, trademarks, trade secrets, patents and right of publicity are implicated in the hiring and employing of both individuals and other companies. IP policies related to social media also are important to establish, both for the company in general and individuals within the company, and should be communicated to employees in an effective way. Human resources, in administering hiring documents both for employees and independent contractors, should be aware of the legal issues that arise, as well as the policy behind the choices.

Semester 4

Students must take this required course, plus one 2-credit elective:

Contemporary Sex and Gender Issues in the Workplace (3 credits)

This course focuses on the issues that will arise for human resources professionals in the areas of sex and gender discrimination. It will build on the employment discrimination course by delving into the particularities of human resources law as it relates to sex discrimination. The course will combine in-depth lectures and examinations of contemporary current events in this area with practical exercises and projects designed to prepare human resources professionals for the complexities that may emerge for their employers under sex discrimination law. The course will cover pregnancy discrimination and accommodations in the workplace, personal appearance policies, sexual harassment and transgender persons in the workplace. Each substantive module will be accompanied by a graded project designed to prepare students for aiding in employer compliance and ensuring positive employee relations. Prerequisite: employment discrimination law

Semester 5

Students must take this required course, plus one 2-credit elective:

Social Media Issues in the Workplace (3 credits)

This advanced course picks up where IP Issues in the Employment Context left off regarding the use of creative works within the workplace, particularly in three areas: social media and the Internet, branding (trademark, trade dress, etc.) and advertising. The goal is for students to become more familiar with concepts related to the protection and balancing of interests in these areas, and to be better familiar with specific laws, cases and customs that have developed within the workplace.

Semester 6

Students must take this required course, plus one 2-credit elective:

Capstone (3 credits)

Welcome to Capstone Seminar, the culmination of your work in the Master of Jurisprudence program at Tulane University Law School. This is your final semester, and with that, we will focus on the transition from student to expert in the field. The course is built around a research paper for the first portion of the course. Upon approval from the instructor, you will be given tasks to prepare and write a 12-20 page research paper on a legal subject of your choice. The draft will be completed by Week 10. Note the quick time schedule is necessary for the next steps in the course.

The philosophy behind the course is that to be an expert in the field you need three components: expertise (the paper) + demonstrating generalist knowledge in areas within the field (smaller papers and assignments) + networking/branding as an expert. We will be taking your expert paper and finding ways to apply generalist knowledge and networking/branding opportunities.

Elective Courses

Administrative Law (2 credits)

The course explores the history, present status and nature of administrative agencies. The main emphasis is placed on administrative procedure, contrasting it with the judicial process, as well as constitutional limits on administrative action and the due process rights of persons who are adversely affected by agency action. Topics covered will include delegation of powers, the law of judicial review of agency actions, and procedural requirements of administrative rulemaking and adjudication.

Contract Law (2 credits)

This course equips the non-legal business professional to understand and work with written, negotiated business contracts. It covers the foundational principles and doctrine of contract law and how that law informs the drafting of contracts.

Advanced Employment Discrimination Law (2 credits)

The Americans with Disabilities Act (ADA) is the central piece of legislation advancing civil rights for persons with disabilities in the United States on a national scale. In this course, we will learn about the major sections of the ADA (also known as “Titles”), and about the key concepts embodied in the legislation and created through subsequent federal court cases.

Introduction to Employee Benefits and Pensions (2 credits)


In this course we will examine the legal regulation of employee benefits with a focus on health care benefits, retirement benefits, employee stock options, and other employee welfare benefits. In addition to providing information about the legal operation of various types of employee benefits, we will also examine what such plans require in terms of fiduciaries and how these plans are to be regulated in the event of bankruptcy. The bulk of our engagement will be with the federal law. Throughout the course we will engage with the current legal and political frameworks, as well as legislative developments in this field and discuss where things are headed.

Negotiating Skills (2 credits)

Negotiation is a skill. This course sharpens those skills. It focuses on such matters as negotiation styles, emphasis on interests rather than positions, and psychological biases that hinder effective negotiations. Students will be instructed on the use of the negotiation tools and asked to complete negotiation exercises and then called upon to reflect on their experience. These exercises require the students to negotiate with each other. All of the students in the classroom sessions will discuss their experiences and receive input from the instructor.

Employee Medical Leaves of Absence (2 credits)

This advanced course picks up where the disability discrimination and FMLA classes leave off, tackling the tricky area of medical leaves of absence for employees. When an employee takes medical leave, a web of laws may come into play: both FMLA and ADA, as well as state laws on workers’ compensation and paid sick leave. This course will provide a full understanding of the employer’s obligation to grant time off for medical reasons, the rights and responsibilities of the employee taking the leave, compensation and benefits during medical leave and reinstatement issues following the leave. We will also cover special circumstances like pregnancy leave, intermittent leave, mental disability leave and leave for the rehabilitation of substance abuse.

Developing and Managing the Workforce: Recruitment, Retention, Termination, Retirement and Turnover (2 credits)

Human resources (HR) management can be defined as the effective use of human capital in an organization through the management of people-related activities. It involves leadership, values, workforce planning, recruitment and selection, training and compensation, and performance evaluation and management. HR also significantly influences the corporate culture and values/mission of the company.

To thrive in a competitive business environment, organizations need more than just strategic plans in place. They need the right talent to implement those plans. Those who manage human resources—not just HR departments, but all managers—have a critical task in front of them. They have to identify, recruit and retain employees who have both the skill sets and determination to effectively implement strategic objectives in their individual departments, so the business plan succeeds as a whole.

In this course, you’ll learn to align workforce management with the overall strategic goals of the business and how to navigate the opportunities and pitfalls that can arise from that challenge. You’ll also learn results-based strategies for finding, motivating and rewarding individual employees as well as successful work teams. With the skills developed through this course and through this master’s program at Tulane, you can better position yourself to manage human resources responsibilities and find employees who will positively impact your company.

Privacy in the Workplace (2 credits)

Privacy is a dynamic issue of concern in essentially every modern workplace. However, there is no comprehensive statute governing workplace privacy. Existing laws usually address (or marginally relate to) one discreet area of privacy law. Because privacy law is decentralized by nature, you must understand its general framework to properly address privacy questions that arise in the workplace. You must also be familiar with, or at least capable of referencing, a wide array of federal, state and local privacy laws.

This course will cover both the general framework of privacy law and the most notable statutes addressing workplace privacy. The course begins with an overview of the origins and legal sources of privacy law. The course then covers specific areas of workplace privacy, including medical inquiries; background and misconduct investigations; monitoring and surveillance; honesty, psychological, drug and alcohol testing; medical and personnel records; off-duty conduct; employer information; and privacy tort claims. As to each topic, you will gain an understanding of governing legal standards and best practices through reading materials, examples, and when appropriate, checklists and sample policies.

Investigating, Mediating and Arbitrating Employee Complaints (2 credits)

This course is designed to provide students with a thorough understanding of what the law requires when responding to employee complaints, including what actions to take (or not to take) in connection with a workplace investigation and how to mediate and arbitrate employee workplace claims and disputes.

Students will apply knowledge gained from the lecture presentations and readings to analyze hypothetical situations involving employee complaints. These hypothetical scenarios will be built upon each week, giving students the opportunity to guide fictional companies all the way through the investigative process, including EEOC investigations, mediation and arbitration. Heavy emphasis will be placed on studying and understanding the arbitration process in particular.
Saru Matambadnazo
“Students want to come to Tulane because we help them become experts, visionary professionals, legal translators, and frontline policymakers. We are the place to be and we have the people that matter.”
Saru Matambanadzo, Senior Director of Online Education
Curriculum Feature

Introduction to Employment Discrimination Law Principles and Strategies

Employment Law class

This course is designed to provide the students with a thorough understanding of all of the legal rules and concepts created by federal and state laws prohibiting discrimination on the bases of race, sex, age, disability, religion, sexual orientation and national origin in a very practical way. The materials will be presented in a manner dedicated to enhancing the ability of present or future human resources professionals to deal with specific problems that continually arise in the workplace.

Instruction will be directed toward providing advice on how to deal with and avoid problems in areas, including racial and sexual harassment, religious accommodation, pregnancy and family leave, LGBT concerns, handling EEOC investigations, drafting personnel manuals, avoiding retaliation claims, mandatory and voluntary retirement, disability-based accommodation and drug testing.

Why Choose Tulane for Your Employment Law Degree?

This program is for you if you are:

  • An HR professional seeking a human resources law degree to strengthen compliance and leadership
  • A people manager at any level, from the director or vice president of human resources at a global Fortune 500 company to a business or office manager at a small to mid-sized company
  • Union and labor organizers or intermediaries, such as a faculty coordinator at a public K-12 school with unionized teachers or the owner of a company who relies heavily on the subcontracted work of unions
  • Mediators, investigators and arbitrators who are not lawyers
  • Those looking to transition into a worklaw career and want to differentiate themselves from the competition by being a clear expert on the labor and employment laws that govern the way businesses interact with their people
  • Nonlawyers who work with the law, such as court professionals

An MJ in Labor & Employment Law Pays Off

The job outlook for HR managers is strong, with a 5% growth expected through 2034.1 Earning a master's degree in employment law gives you the opportunity to serve in many HR roles and functions in any company, including education, healthcare, consulting, government, tech, finance and more. Plus, increase your salary as you add to your credentials and experience.

Average Salaries for HR Positions

$166,583
Chief People Officer average base salary per year2 
$118,276
Compliance Director average base salary per year3
$102,187
Human Resources Director average base salary per year4
$84,009
HR Business Partner average base salary per year5
Explore Alumni Career Success
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An Executive-Style Learning Experience in New Orleans

As part of the online Master of Jurisprudence in Labor & Employment Law, you will attend one required Immersion Weekend on the Tulane University campus in New Orleans. Designed as an executive-style learning experience, the Immersion Weekend brings together students, faculty, alumni and industry leaders for two days of networking, discussion and applied learning.

Throughout the weekend, you’ll engage with experienced legal and workplace professionals, participate in faculty-led sessions focused on emerging workplace challenges, and exchange ideas with peers who navigate many of the same high-stakes employee relations, compliance and workforce issues in their organizations.

The experience is designed to deepen your understanding of complex workplace law while strengthening the professional relationships that can support your growth long after graduation a many students, the immersion is where legal concepts become practical strategies, online classmates become trusted colleagues, and professional goals become clearer.

During the Immersion Weekend, you will:

  • Connect face-to-face with faculty, classmates and alumni
  • Explore emerging issues in labor and employment law through expert-led discussions
  • Build relationships with professionals across HR, employee relations, compliance and labor relationsParticipate in networking opportunities designed to expand your professional community
  • Experience the academic culture and community of Tulane University Law School

By the end of the weekend, you'll leave with new perspectives, meaningful connections and greater confidence in your ability to lead complex workplace decisions with legal fluency.

Learn More

Amber R., MJ-LEL '23
“The MJ curriculum and expert professors have proven wildly valuable and immediately applicable to my career and business in so many ways over the last two years. I was so excited to join the Tulane MJ-LEL program because I have always felt a pull to go to law school, but I didn't want to practice law. This program seemed perfect for me and now that I'm in my final semester, I can confidently say it was a perfect choice.”
Amber R., MJ-LEL ’23

Hear From a Tulane Law Faculty Member

Deputy Faculty Director Elizabeth Townsend-Gard explains the unique opportunities the program offers. She addresses the importance of those working with the law every day to have a strong grasp of its ins and outs, rhetoric and applications.

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Matthew C., MJ-LEL ’23
“The desire for more knowledge on how the law interacts with my work led me to the wonderful program at Tulane Law School. They have taken my business mindset for HR work and added knowledge of legal theory behind what laws I administer, policies I develop, and processes I follow. In the ever-changing American law system, understanding Labor and Employment law is vital to compliance work.”
Matthew C., MJ-LEL ’23

Online MJ in Labor & Employment Law FAQs

What Career Paths Can I Pursue With a Master’s in Employment Law?

With an MJ in Employment Law, graduates can pursue roles such as HR manager, compliance director, and labor relations specialist, among others.

Is This an Employment Law Degree for Nonlawyers?

The MJ is a master’s degree for non-lawyers who work with employment law issues and want advanced legal knowledge and practical skills. It is not designed for bar eligibility.

Can I Earn This Master’s in Employment Law While Working Full Time?

The MJ-LEL is built for working professionals with an online format and part-time pacing. The only in-person requirement is an Immersion Weekend on Tulane’s New Orleans campus.
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Admissions Deadlines

Aug
7
Priority Deadline
August 7
Fall 2026 Term
Aug
14
Application Deadline
August 14
Fall 2026 Term
Aug
31
Next Start
August 31
Fall 2026 Term
Sources
  1. Retrieved June 23, 2026, from www.bls.gov/ooh/management/human-resources-managers.htm   
  2. Retrieved June 23, 2026, from  payscale.com/research/US/Job=Chief_People_Officer/Salary 
  3. Retrieved June 23, 2026, from payscale.com/research/US/Job=Compliance_Director/Salary 
  4. Retrieved June 23, 2026, from payscale.com/research/US/Job=Human_Resources_(HR)_Director/Salary
  5. Retrieved June 23, 2026, from payscale.com/research/US/Job=Human_Resources_(HR)_Business_Partner/Salary