Employment Attorneys in Great Falls, MT

Base contractors, hospitals, and retailers in Great Falls sometimes skip overtime, discriminate, or retaliate. A Montana-licensed employment attorney serving Great Falls will look at your workplace situation at no cost.

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How we match your Great Falls employment case

When you submit a Great Falls employment matter, we route it through a national network of independent partner firms and put it in front of the one that fits best — based on the kind of case it is, what it is likely to involve, where it has to be handled, and who has capacity to take it on now.

Case type

A employment matter needs someone who handles employment work day to day, not a generalist. Practice area is the first filter.

Size and complexity

Some firms are built for catastrophic injury and multi-party litigation; others resolve straightforward claims quickly. We weigh what your matter is likely to involve against how each firm actually works.

Jurisdiction and licensing

Your matter is decided under Montana law, so it goes to an attorney licensed in Montana who regularly appears where your case would be heard.

Capacity and fit

Availability, conflicts of interest and language all matter. If the best-fit firm cannot take your case, we route it to the next one that can — or tell you plainly when no one in the network is the right answer.

Every partner reviews your case for free. Injury and workers’ compensation matters are handled on contingency — no fee unless you win. Other matters are quoted upfront, before you commit to anything.

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DearLegal provides marketing and matching services and is not a law firm. Submitting a case does not create an attorney-client relationship. Matches depend on case type, jurisdiction and firm availability.

Employment cases in Great Falls

More about legal help in Great Falls →

Great Falls runs on healthcare, education, agriculture and food processing, retail along 10th Avenue South, and the large civilian and contractor workforce tied to Malmstrom Air Force Base. Those workplaces generate discrimination, wrongful termination, and unpaid wage and overtime disputes. Many Montana employment claims begin with an administrative filing at the state level or with the EEOC before any lawsuit, and suits that follow are usually brought in Cascade County District Court or in federal court. Montana's unusual wrongful discharge statute also limits at-will firing after a probationary period. DearLegal matches you with a Montana-licensed attorney who handles employment cases in Great Falls, with a free review.

Discrimination complaints are typically filed with Montana's state human rights agency or the EEOC before a lawsuit begins.
Lawsuits that proceed are generally heard in Cascade County District Court or in federal court in Montana.
Healthcare, schools, agriculture and food processing, and federal-adjacent employment near Malmstrom Air Force Base are common sources of Great Falls claims.

Montana employment rules at a glance

Great Falls cases run under Montana law. The full walkthrough — timeline, when to call, case types, and what a recovery can include — is on the Montana page.

Read the full Montana employment guide →

State Anti-Discrimination Statute: Human Rights
Montana Human Rights Act, Mont. Code Ann. § 49-2-101 et seq. Protected: race, creed, religion, color, national origin, age, physical/mental disability, marital status, sex (incl. pregnancy), sexual orientation, gender identity (case-law/EO). Wrongful Discharge from Employment Act (§ 39-2-901) — non-at-will good-cause requirement.
Deadline to File Charge: 180 days
180 days to file with the Montana Human Rights Bureau (MHRB) under Mont. Code Ann. § 49-2-501. Work-share with EEOC. WDEA claims: 1 year from termination under § 39-2-911.
At-Will Doctrine: 12 months
NOT an at-will state. Montana is the only state where termination after the probationary period requires GOOD CAUSE (WDEA, Mont. Code Ann. § 39-2-904). Probationary period defaults to 12 months. WDEA also prohibits termination in retaliation for refusing to violate public policy.
Non-Compete Enforceability: Reasonableness test
Reasonableness test on time, geography, scope, and protectable interest. Montana courts have grown increasingly skeptical of non-competes. Many overbroad agreements rejected.
Minimum Wage & Overtime: $10.30
Montana minimum wage $10.30/hour (2024), adjusted annually under Mont. Code Ann. § 39-3-409. Overtime under § 39-3-405 and federal FLSA — 1.5x after 40 hours weekly. Montana has unusually strong final-pay statute (§ 39-3-205).
Typical attorney fee: 33%
33%–40% contingency — no fee unless you win

Exhibit D

How much do Great Falls employment attorneys cost?

Sample settlement statement

Montana · Employment

Recovery$100,000

Attorney fee · 33%− $33,000

Case costs (advanced by firm)repaid at the end

To you$67,000

Due today$0

Try a different recovery$100,000

$5,000$3,000,000

Illustrative only. Your fee terms are set in a written agreement with your attorney and may include costs and expenses regardless of outcome.

Most Montana employment attorneys work on contingency: the fee is a share of what they recover, and nothing if they don’t.

Montana employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. WDEA does not provide attorney fees, but MHRA and federal employment statutes shift attorney fees to the employer when the worker prevails. Montana's unique non-at-will framework under WDEA makes Montana employment claims fundamentally different — and often more valuable — than claims in any other state.

A good attorney walks through every number at your free consultation — before you sign anything.

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Exhibit F

Great Falls employment questions, answered

Still unsure? Tell us what happened and a Montana attorney will review it for free.

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For discrimination and harassment claims, usually yes. Montana's human rights process or the EEOC generally has to review the complaint first, and skipping that step can bar the lawsuit. Wage claims and some discharge claims follow different tracks, so an attorney should map yours.

Montana is different from most states. It has a wrongful discharge statute that restricts terminations without good cause once an employee has completed a probationary period, and it also bars firings that violate public policy. Whether it applies to you depends on your job, tenure, and any contract.

Montana and the federal agencies set deadlines that vary by claim type, and some administrative windows are much shorter than court deadlines. Because a missed window can end the matter, contact a Montana attorney promptly so your exact deadline is confirmed.

Yes — Montana is the ONLY non-at-will state in the country. Under the Wrongful Discharge from Employment Act (WDEA, Mont. Code Ann. § 39-2-901), after the probationary period (default 12 months), employers must have good cause to terminate. Good cause means "reasonable job-related grounds for dismissal based on a failure to satisfactorily perform job duties, disruption of the employer's operation, or other legitimate business reason."

Under WDEA (Mont. Code Ann. § 39-2-904), a discharge is wrongful if: (1) it was in retaliation for the employee's refusal to violate public policy, (2) the discharge was not for good cause and the employee had completed probation, or (3) the employer violated its own express written personnel policy. Damages include lost wages and fringe benefits, plus punitive damages in some cases.