Employment
Employment Lawyer Seattle, Washington
Seattle workers benefit from three layers of protection: federal law, Washington state law (including the WLAD), and Seattle’s own municipal ordinances.
Wilshire Law Firm represents Seattle workers in wrongful termination, unpaid wages, discrimination, harassment, and retaliation claims. All Seattle employment cases are handled on a contingency fee basis — no fees unless you get paid. Contact us for a free case review; we are available 24/7.
- $3B+RECOVERED
- 7X"BEST LAW FIRM" AWARDS
- 24/7AVAILABILITY & SUPPORT
- 500+LEGAL PROFESSIONALS
Understanding Your Seattle Employment Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
Seattle workers benefit from three layers of protection: federal law, Washington state law (including the WLAD), and Seattle's own municipal ordinances. As of January 1, 2025, Seattle's minimum wage is $20.76/hour for all employers — higher than Washington's state minimum of $17.13/hour. Local protections include paid sick time, the secure scheduling ordinance, the wage theft ordinance, fair chance employment, and app-based worker protections. The Washington Law Against Discrimination (WLAD) applies to employers with 8 or more employees.
Seattle's technology sector has experienced major workforce reductions since 2024, with tens of thousands of workers laid off across Amazon, Microsoft, Meta, and dozens of mid-size tech companies in the Seattle metro. Discriminatory selection — for example, targeting workers age 40 and older, those who took medical or parental leave, or those who reported misconduct — may violate the WLAD. Washington's Mini-WARN Act, effective July 2025, requires 60 days' notice for mass layoffs by employers with 50 or more full-time workers.
Wilshire Law Firm represents Seattle workers across the core areas of employment law. These include wrongful termination, unpaid wages and overtime, workplace discrimination, sexual harassment, and retaliation. All Seattle employment cases are handled on a contingency fee basis — no fees unless you get paid.
What Is Seattle's Minimum Wage in 2025?
As of January 1, 2025, Seattle's minimum wage is $20.76/hour for all employers regardless of size — higher than Washington's state minimum of $17.13. If you are being paid less, you may have a wage claim with the Seattle Office of Labor Standards or Washington L&I. Contact Wilshire Law Firm for a free case review with a legal professional.
Start Your Free Seattle Employment Case Review
- Available 24/7
- Hablamos Español
- Nationally-Recognized Powerhouse Team
As seen in:
We'll contact you within minutes
No fees unless you get paid.
Seattle Employment FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
State-law employment claims in Seattle are generally filed in the King County Superior Court, while federal claims are heard in the U.S. District Court for the Western District of Washington. The correct venue depends on which laws your claim arises under. An attorney can confirm the proper court.
Many Seattle technology and retail-headquarters employers have carried out large workforce reductions, and while most layoffs are lawful, the WLAD (RCW 49.60) prohibits terminations that disproportionately target a protected characteristic such as age, disability, or pregnancy. If a layoff was used to disguise discrimination, you may have a claim. How the selection was made matters.
Under the WLAD, workers generally have three years to file a discrimination lawsuit directly in court. As an alternative, a complaint may be filed with the Washington State Human Rights Commission, generally within six months of the unlawful act. Deadlines have exceptions, so confirm yours promptly.
Yes. The WLAD applies to covered employers across Seattle's economy, including its maritime, port, and aerospace sectors, protecting workers from discrimination, harassment, and retaliation. Federal laws may add protections at larger employers. An attorney can identify all the protections that apply to your job.