Employment Law Lawyers by State
Employment lawyers represent workers in disputes with employers over wrongful termination, workplace discrimination, sexual harassment, wage theft, retaliation, Family and Medical Leave Act (FMLA) violations, and other employment-related legal issues.
Key Takeaways
- When you need one: You need an employment lawyer when you have been wrongfully terminated, experienced workplace discrimination or harassment, had wages stolen, been denied legally required leave, or faced retaliation for reporting illegal activity. An attorney can help you understand your rights and pursue compensation.
- Typical fees: Employment attorneys handling employee-side cases often work on contingency (30-40% of recovery) for discrimination and harassment claims. Wage-and-hour cases may be handled on contingency or hourly ($200-$450/hour). Some cases qualify for attorney fee-shifting where the employer pays if you win.
Find a Employment Law Lawyer
Select your state to see cost expectations, what to look for, and how to connect with a employment law attorney.
| State | Average Fees |
|---|---|
| Alabama | Employment lawyers in Alabama commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Alaska | In Alaska, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Arizona | In Arizona, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Arkansas | Employment lawyers in Arkansas commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| California | Employment lawyers in California handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| Colorado | Employment lawyers in Colorado handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| Connecticut | Employment lawyers in Connecticut handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| Delaware | In Delaware, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| District of Columbia | Employment lawyers in District of Columbia handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| Florida | In Florida, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Georgia | In Georgia, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Hawaii | Employment lawyers in Hawaii handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| Idaho | Employment lawyers in Idaho commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Illinois | Employment lawyers in Illinois handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| Indiana | In Indiana, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Iowa | Employment lawyers in Iowa commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Kansas | Employment lawyers in Kansas commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Kentucky | Employment lawyers in Kentucky commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Louisiana | In Louisiana, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Maine | Employment lawyers in Maine commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Maryland | In Maryland, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Massachusetts | Employment lawyers in Massachusetts handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| Michigan | In Michigan, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Minnesota | In Minnesota, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Mississippi | Employment lawyers in Mississippi commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Missouri | In Missouri, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Montana | Employment lawyers in Montana commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Nebraska | Employment lawyers in Nebraska commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Nevada | In Nevada, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| New Hampshire | In New Hampshire, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| New Jersey | Employment lawyers in New Jersey handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| New Mexico | Employment lawyers in New Mexico commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| New York | Employment lawyers in New York handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| North Carolina | In North Carolina, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| North Dakota | Employment lawyers in North Dakota commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Ohio | In Ohio, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Oklahoma | Employment lawyers in Oklahoma commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Oregon | In Oregon, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Pennsylvania | In Pennsylvania, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Rhode Island | In Rhode Island, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| South Carolina | In South Carolina, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| South Dakota | Employment lawyers in South Dakota commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Tennessee | In Tennessee, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Texas | In Texas, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Utah | In Utah, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Vermont | In Vermont, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Virginia | In Virginia, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Washington | Employment lawyers in Washington handling employee-side cases often work on 33-40% contingency for discrimination and harassment claims. Hourly rates are $300-$500+ for non-contingency matters. Many federal and state statutes provide for fee-shifting. |
| West Virginia | Employment lawyers in West Virginia commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
| Wisconsin | In Wisconsin, employment attorneys typically charge 33-40% on contingency for discrimination cases or $200-$400 per hour. Wage-and-hour cases may qualify for fee-shifting. Free consultations are common for employee-side claims. |
| Wyoming | Employment lawyers in Wyoming commonly take discrimination and harassment cases on 30-40% contingency. Hourly rates are $150-$300 for non-contingency work. Many statutes allow fee-shifting so the employer pays if you win. |
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The information on this site is not a substitute for consultation with a licensed attorney.
Laws vary by jurisdiction and change frequently. Always verify information with official sources and
consult a qualified attorney for advice about your specific situation.