How much does an Employment Law Attorney make in the United States?
| Job Title | Salary | Hourly Rate |
| Attorney III | $160,737 | $77.28 |
| Attorney IV | $180,533 | $86.79 |
| Attorney V | $202,544 | $97.38 |
| Attorney VI | $212,753 | $102.29 |
Full Answer
Within United States, employees must be paid no less than the minimum wage as specified by the Federal and the local governments. Starting July 2009, the U.S. federal government allows a nationwide minimum wage per hour of $7.25, while depending by each state’s policy employers may be requested to pay higher rates.
Some employment attorneys handle employment discrimination cases on an hourly basis because they can be difficult to prove. Depending on the attorney’s hourly rate, it may be between $100 -$600 per hour. Court costs and other expenses will be charged on top of this.
The range for hourly rates is huge. A junior lawyer at a small firm in a smaller city may charge $150 an hour, while senior partners in big firms in major cities have been known to charge over $1,000 an hour. While the hourly rate is certainly a crucial part of the costs, you’ll also want to consider the mix of lawyers that will doing your work.
How Much Does a Lawyer Make? Lawyers made a median salary of $126,930 in 2020. The best-paid 25 percent made $189,520 that year, while the lowest-paid 25 percent made $84,450. The BLS projects ...
Multi-state law firms that represent large employers often charge $650 per hour or more for litigation partners and as much as $450 per hour for mid-level attorneys. Successful, smaller firms in the Bay Area might charge as low as $350 per hour or upwards of $500 per hour. Although a large firm lawyer is not necessarily a better lawyer than a solo practitioner, larger firms generally have much higher overhead costs. Based on more than 25 years in practice, all I can definitively say about big firm lawyers is that they can be very expensive.
An employment attorney hired to defend an employment lawsuit should be able to ballpark anticipated costs for the potential client. Fees and costs are material terms of the relationship and you should not be shy about asking tough questions about them.
If you are hiring an employment attorney to prosecute claims for damages against an employer, you might ask them if they would consider accepting a lower contingency fee if the case settles within a certain number of days or months. For example, ask them to accept 25% of the gross recovery if the matter is settled within 120 days of the date you sign the agreement. After that date, the fee would increase to 40%. If agreeable, ask the attorney to set establish deadlines for certain events, like a date for sending the employer notice of your intention to bring a lawsuit against them on your behalf and/or demanding a copy of your employment file. Insist on some level of accountability so you can confirm the attorney is using their best efforts to move the claim toward a quick resolution.
Rule of Professional Conduct 1.5 sets out 13 factors that should be considered in determining whether a fee charged by an employment attorney is conscionable. Anyone seeking to retain an employment attorney can use these factors to evaluate the fee arrangement being offered.
Insurers who refer employment cases to the same attorneys, for example, often pay fees below market value because of the volume of the work they send to panel counsel.
Claims covered by the Fair Employment and Housing Act (discrimination, harassment, retaliation ) and certain wage and hour claims (minimum and overtime wage claims, for example), also give the employee the right to their attorneys’ fees if they win. If an employee wins $20,000 at trial, their attorneys could be awarded many times than much in fees and costs after trial.
For employment attorneys, taking a case on a contingency fee basis carries inherent risk. Employee-side lawyers do not get paid until the case is favorably resolved. In exchange for taking on the risk of non-payment in a contingency fee case, successful employees’ attorneys can earn substantial amounts per hour, oftentimes even higher than the employers’ attorneys earn.
In employment law, paying a set rate for each hour of a lawyer's time works well for defined tasks such as reviewing a contract or a severance package but it can break down for many people when a lawsuit is required. Going to court is increasingly expensive.
If there is a settlement or court award, an agreed upon percentage is then paid to the lawyer; usually anywhere from 20 per cent to 33 per cent.
In hourly rate arrangements, individuals have to beware of excessive or unnecessary tactics and delays – and in some instances, paying for their lawyer's education. At the opposite end of the spectrum are contingency agreements where all the risks in the case are taken by the lawyer.
Hypothetically, if a case settles quickly for $50,000, the lawyer can claim 25 per cent ($12,500). But if the same case does not settle and the plaintiff is awarded the same $50,000 at trial, the lawyer then charges for his or her time, which could be upwards of $25,000. Here, the lawyer receives the advantage of whichever arrangement is more favourable, depending on what transpired.
The biggest complaint people have about lawyers are their fees – and often for good reason. Lawyers' fees are largely unregulated, meaning lawyers can use all sorts of billing practices that favour them, no matter what the result. This is especially problematic in the field of workplace law, where lawyers work directly for the general public.
If lawyers are going to receive the benefits of both an hourly rate and contingency agreement, they should take on some added risk, such as a lower hourly rate or a smaller percentage of the result. Equally problematic are lawyers who explain in general terms the costs of a lawsuit but never commit it to writing.
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The average Employment Law Attorney salary in the United States is $156,685 as of October 29, 2021. The range for our most popular Employment Law Attorney positions (listed below) typically falls between $75,120 and $238,249. Keep in mind that salary ranges can vary widely depending on many important factors, including position, education, certifications, additional skills, and the number of years you have spent in your profession. With more online, real-time compensation data than any other website, Salary.com helps you determine your exact pay target.
Responsible for analyzing proposed and established legislation, preparing legal documents, and reviewing company policies. Advises management on legal matters and ensures compliancy to protect company against legal liability. Requires a Juris Doctor degree from an accredited law school. Requires admittance to a state bar. Typically reports to a manager or head of a unit/department. Occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. Typically requires 2 -4 years of related experience. View Employment Law Attorney II Salary
Provides legal advice and counsel to an organization in support of business activities and transactions. Researches and interprets existing laws and regulations and anticipated changes to laws to guide informed decisions and reduce risk. Prepares and reviews various agreements, contracts, and other legal documents. As needed, represents the organization in litigation, negotiations, and other matters where legal counsel is required. May coordinate with outside counsel to address issues requiring specialized legal input. Requires a JD. Requires admittance to a State Bar. Typically reports to a manager or head of a unit/department. Occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. Typically requires 2 -4 years of related experience. View Attorney II Salary
Responsible for analyzing proposed and established legislation, preparing legal documents, and reviewing company policies. Advises management on legal matters and ensures compliancy to protect company against legal liability. Requires a Juris Doctor degree from an accredited law school. Requires admittance to a state bar. Typically reports to a manager or head of a unit/department. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4 -7 years of related experience. View Employment Law Attorney III Salary
Responsible for analyzing proposed and established legislation, preparing legal documents, and reviewing company policies. Advises management on legal matters and ensures compliancy to protect company against legal liability. Requires a Juris Doctor degree from an accredited law school. Requires admittance to a state bar. Typically reports to a manager or head of a unit/department. Work is highly independent. May assume a team lead role for the work group. A specialist on complex technical and business matters. Typically requires 7+ years of related experience. View Employment Law Attorney IV Salary
Instructor - Law. Teaches courses in the discipline area of law. Develops and designs curriculum plans to foster student learning, stimulate class discussions, and ensures student engagement. Provides tutoring and academic counseling to students, maintains classes related records, and assesses student coursework.
For example, a lawyer may charge an hourly fee to prepare a wage complaint to file with the state or federal agency that administers antidiscrimination laws.
If a lawyer is willing to charge you by the hour, ask for an estimate of the total number of hours that the lawyer anticipates the work will take. You may also want to see if the lawyer will agree to a cap on the total hourly fees that he or she will charge you.
Because there are many complexities to antidiscrimination laws, it is important to talk to an employment lawyer about any potential discrimination claims you may have. If you believe that your employer has treated you differently based on one or more of these protected statuses, you should talk to an employment lawyer right away.
If you win your employment discrimination lawsuit, you may be awarded attorneys' fees and costs. Your fee agreement may specify that these amounts will be added to your total award to determine the lawyer's contingent fee. In other words, your lawyer's final fee may amount to more than the attorneys' fees awarded by the court.
If you believe your employer has discriminated against you, you should talk to an employment lawyer to learn about your rights. But, before you do that, you may want some idea of how much a lawyer will charge you. While attorneys' fees vary from lawyer to lawyer, this article will give you a sense of what to expect.
With a contingent fee arrangement, you typically won't owe the lawyer any fees if you lose your case. You may be responsible for paying filing fees and other costs, though. And, some lawyers will ask for a one-time payment (a "retainer") in addition to the contingent fee so that they receive some compensation for their work even if you lose. Ask the lawyer if the retainer is "refundable" if you win — meaning that if you win your case, the lawyer will take the contingent fee only and return the retainer to you.
Under federal law and the laws of most states, it is illegal for an employer to treat an employee differently based on that employee's protected status. A protected status is a characteristic, category, or trait that is protected by federal or state antidiscrimination laws.
Hourly rates: Most employment lawyers in California charge by the hour for employment lawsuits. The average hourly rate for an attorney ranges from $350 (for smaller or lesser experienced firms) to $475 and up (for larger or more experienced firms).
An employment lawyer specializes in handling disputes that relate to employment and labor laws. They can be hired to represent an individual worker, an employer, an entire company, and even labor unions. A majority of their work involves advising clients about different federal and state employment laws, explaining what rights clients have ...
Flat fees: Employment lawyers handling straight-forward issues, predictable matters, or tasks that involve less complicated legal work (e.g., filing a complaint on behalf of a client with a state employment agency), will usually charge a flat fee for their services.
One final option you can use to find a lawyer is by using LegalMatch. LegalMatch is a great resource to use when searching for a lawyer. LegalMatch allows a user to narrow down their search criteria by location and legal specialization, and also provides ample background information about the attorneys who are registered to their database. This can make searching for the right lawyer a faster and more efficient process.
The average length of time it takes to litigate a California employment law case is typically anywhere from one to two years. If the outcome of the case is appealed, clients should expect to tack on at least another year before it is officially resolved. Although this is the standard length of time, every case is different and may take shorter or longer depending on a number of factors.
A flat fee basically means that the lawyer will provide a fixed, total amount upfront. However, if a matter becomes more complex or additional work is required, then this number may be adjusted. Be sure to ask about specifics and have a lawyer explain what tasks the fees cover before they start the work.
Another way to go about finding a lawyer is by visiting the website for your local or state California bar association. The website should provide you with contact information for attorneys in the area and possibly separate attorney referral services.
Based on ContractsCounsel's marketplace data, the average cost of a lawyer in any legal field is $250 - $350 per hour .
The type of legal work, or the type of case , is probably the most crucial factor in determining how much your legal fees will be. The more specialized an area of law, the more costly the lawyer for that case will be.
The attorney benefits from collecting a lump sum fee upfront and not keeping track of hours or regularly bill the client.
Lawyers work with different types of billing structures which can also affect the overall price of their services. Some lawyers bill by the hour for their work, while others quote a flat fee rate, contingency rate, or use retainer fees.
Once an attorney is hired, the cost to speak to them depends on the fee arrangement. If an attorney uses an hourly rate schedule, the client will be charged for meetings, phone conservations, and returned emails. If the lawyer is working off a flat fee arrangement, the client will not have to pay extra to talk to the lawyer.
The downside of an hourly rate cost structure is that the client doesn't know the final cost of legal services. This can leave some clients anxious about how much their lawyer is going to cost.
A flat fee is a pre-arranged total fee for legal services usually paid upfront before the lawyer begins work on your case. It is most common to see this type of payment structure for form-based matters like bankruptcies or contract drafting .
Attorney fees typically range from $100 to $300 per hour based on experience and specialization. Costs start at $100 per hour for new attorneys, but standard attorney fees for an expert lawyer to handle a complex case can average $225 an hour or more.
Hiring a lawyer on a flat-rate basis to create a simple will costs $300, while a will for more complex estates may be $1,200 to write.
An attorney retainer fee can be the initial down payment toward your total bill, or it can also be a type of reservation fee to reserve an attorney exclusively for your services within a certain period of time. A retainer fee is supposed to provide a guarantee of service from the lawyer you've hired.
Avoid disagreements with your attorney about how much you owe by taking the time to review your attorney fee agreement carefully. You may also hear this document called a retainer agreement, lawyer fee agreement or representation agreement. Either way, most states require evidence of a written fee agreement when handling any disputes between clients and lawyers. You must have written evidence of what you agreed to pay for anyone to hold you accountable for what you have or have not spent.
At first glance, flat-rate legal services seem to be a complete package deal so that you don't pay more for your case than is necessary. However, if you don't comply with every single term listed on the flat fee contract, then your attorney still has the right to bill you for additional costs that may come up in your case. For instance, a flat fee lawyer working on an uncontested divorce case may still charge you for all court appearances. Plus, they may also only offer the flat fee if you have no property issues and no child support issues either.
If you lose in court, you may still have to pay for the lawyer's expenses. Many cases such as those involving child custody or criminal charges are not eligible for a contingency fee structure.
Legal aid billing rates are more affordable if the law firm has a sliding-scale payment system so that people only pay for what they can reasonably afford. Seeking out fixed fees in legal aid agencies is the best option for those in desperate need who cannot otherwise pay for a lawyer.