Employment Attorneys in Scranton, PA

Scranton’s warehouse, hospital, and call center workers face wage theft, retaliation, and discrimination too often. A Pennsylvania-licensed employment attorney who takes Scranton cases will review your claim free of charge.

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How we match your Scranton employment case

When you submit a Scranton 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 Pennsylvania law, so it goes to an attorney licensed in Pennsylvania 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 Scranton

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Scranton's largest employers cluster in healthcare, higher education around the University of Scranton and Marywood, government offices downtown, and the warehouse and distribution operations that line the Interstate 81 corridor, and each brings its own pattern of discrimination, wrongful termination, and unpaid overtime disputes. Many Pennsylvania employment claims start with an administrative charge before the state human relations agency or the EEOC rather than in court, and lawsuits that follow are filed in the Court of Common Pleas of Lackawanna County or in federal court in Scranton. DearLegal matches you with a Pennsylvania-licensed attorney who handles employment cases in Scranton, with a free review.

Discrimination claims usually require a charge with the state human relations agency or the EEOC before a lawsuit can be filed.
Suits that proceed to court are filed in the Court of Common Pleas of Lackawanna County or in the federal Middle District of Pennsylvania, which holds court in Scranton.
Warehouse, home health, and hospitality jobs around Scranton generate frequent off-the-clock and overtime disputes.

Pennsylvania employment rules at a glance

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

Read the full Pennsylvania employment guide →

State Anti-Discrimination Statute: PHRA
Pennsylvania Human Relations Act (PHRA), 43 P.S. § 951 et seq. Protected: race, color, religious creed, ancestry, age 40+, sex (PHRC interprets to include sexual orientation and gender identity), national origin, non-job-related handicap/disability, GED status.
Deadline to File Charge: 180 days
180 days to file with the Pennsylvania Human Relations Commission (PHRC) under 43 P.S. § 959. Work-share with EEOC. After PHRC right-to-sue or 1-year stagnation, file in court within 2 years.
At-Will Doctrine: At-will state
At-will state with narrow public-policy exception (Geary v. United States Steel Corp.; Shick v. Shirey). Statutory protections for workers' comp retaliation (Shick), whistleblowing (Whistleblower Law, 43 P.S. § 1421 — public sector), jury duty, military service.
Non-Compete Enforceability: Reasonableness test
Reasonableness test on time, geography, scope, and protectable interest. PA courts permit blue-pencil reformation. Strict consideration requirements — continued at-will employment alone is generally insufficient unless additional consideration is provided.
Minimum Wage & Overtime: $7.25
Pennsylvania minimum wage tracks federal $7.25/hour (has not increased since 2009). Overtime under PA Minimum Wage Act (43 P.S. § 333.104) and federal FLSA. Philadelphia and Pittsburgh have local paid-sick ordinances.
Typical attorney fee: 33%
33%–40% contingency — no fee unless you win

Exhibit D

How much do Scranton employment attorneys cost?

Sample settlement statement

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

Pennsylvania employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. PHRA, PA Wage Payment and Collection Law, and federal employment statutes shift attorney fees to the employer when the worker prevails.

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

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Exhibit F

Scranton employment questions, answered

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For most discrimination and harassment claims, yes. You generally must file a charge with the state human relations agency or the EEOC first and let that process run before going to court. Wage claims can sometimes be filed directly, so have an attorney sort out which track fits.

Pennsylvania is an at-will state, so an employer can usually end employment without giving a reason. What it cannot do is fire you because of a protected characteristic, for reporting illegal conduct, or for taking leave the law protects. The real question is the actual motive behind the termination.

Agency charge windows and court deadlines in Pennsylvania vary by the type of claim, and employment deadlines are often much shorter than people expect. Talk to a Pennsylvania attorney quickly so the exact deadline for your situation can be confirmed.

File with the Pennsylvania Human Relations Commission (PHRC) within 180 days of the discriminatory act. PHRC has a work-share with the EEOC. After 1 year at PHRC without resolution, or upon right-to-sue, you can file in state court.

PHRA covers race, color, religious creed, ancestry, age (40+), sex (PHRC has interpreted to include sexual orientation and gender identity in guidance), national origin, non-job-related handicap or disability, and GED status. Philadelphia and Pittsburgh have local ordinances explicitly covering sexual orientation and gender identity.