Wyoming Employment Attorneys

At DearLegal, we connect you with experienced Wyoming employment attorneys who handle WFEPA discrimination, wage, retaliation, and wrongful-termination claims for workers across Cheyenne, Casper, Laramie, Gillette, and Rock Springs.

Free to use — no fee unless you win
Matched with a Wyoming attorney in 24 hours
30,000+ plaintiffs served nationwide

Free Wyoming employment case review

A Wyoming attorney will take a look. Or call 1-833-WELEGAL.

How we match your Wyoming employment case

When you submit a Wyoming 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 Wyoming law, so it goes to an attorney licensed in Wyoming 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.

Get started How DearLegal works

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.

Exhibit A

What happens with an employment claim in Wyoming

Day 0
Something happens at work.
A firing, demotion, missed pay, harassment, retaliation. Write down dates, names and what was said, and save emails and pay stubs before access disappears.
Within 24 hours
Tell us what happened.
Two minutes on this page. A Wyoming employment attorney reviews it for free and, if it’s a fit, you’re matched within 24 hours.
Weeks 1–4
Your attorney builds the record.
Personnel file, pay records, texts, witness accounts, the handbook. Employers keep meticulous files; you need one too.
Months 1–3
Demand, or an agency charge.
Many Wyoming employment claims start with a demand letter or a charge with the state agency or the EEOC. Your attorney picks the route that protects your deadlines.
Within 300 days
Suit is filed if it has to be.
Wyoming gives 300 days for this step. Missing it can end the claim before it starts.
Resolution
Settlement or judgment.
You pay nothing along the way. The fee — typically 33% — comes only out of what’s recovered. If nothing is recovered, you owe nothing.

State Anti-Discrimination Statute: WFEPA
Wyoming Fair Employment Practices Act (WFEPA), Wyo. Stat. § 27-9-101 et seq. Protected: age 40+, sex, race, creed, color, national origin, ancestry, pregnancy, disability. Sexual orientation and gender identity covered federally (Bostock).
Deadline to File Charge: 300 days
300 days to file with the Wyoming Department of Workforce Services Labor Standards (DOL). Work-share with EEOC.
At-Will Doctrine: At-will state
At-will state with narrow public-policy exception (Allen v. Safeway Stores, 1985). Statutory protections for workers' comp retaliation, jury duty, military service.
Non-Compete Enforceability: Reasonableness test
Reasonableness test on time, geography, scope, protectable interest. Wyoming courts permit blue-pencil reformation.
Minimum Wage & Overtime: $5.15
Wyoming state minimum wage $5.15/hour (Wyo. Stat. § 27-4-202) but federal FLSA $7.25 controls for covered employees. Overtime under federal FLSA only.
Typical attorney fee: 33%
33%–40% contingency — no fee unless you win

The Wyoming Fair Employment Practices Act (WFEPA, Wyo. Stat. § 27-9-101 et seq.) prohibits employment discrimination based on age (40+), sex, race, creed, color, national origin, ancestry, pregnancy, or disability at employers with 2+ employees. Sexual orientation and gender identity are not statutorily protected at state level but covered federally under Title VII per Bostock. Charges are filed with the Wyoming Department of Workforce Services, Labor Standards office (DOL) within 300 days. Wyoming is at-will with a narrow public-policy exception (Allen v. Safeway Stores). Non-competes evaluated under reasonableness; Wyoming courts permit blue-pencil reformation. Wyoming minimum wage is $5.15/hour by statute, but federal FLSA $7.25 controls. Wyoming has no state paid sick or family leave.

Exhibit B

When to call an employment attorney in Wyoming

Does any of this sound like you? Tap what applies.

Exhibit C

Employment cases we take in Wyoming

Which one is closest to yours?

Race and national-origin discrimination

WFEPA and Title VII.

Sound like yours? A Wyoming attorney reviews it free — no fee unless they win.

Start my free review

Exhibit D

How much do Wyoming employment attorneys cost?

Sample settlement statement

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

Wyoming employment attorneys typically work on contingency or hybrid arrangements — 33%–40% of recovery. WFEPA, Wyoming Wage Payment Act, 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.

Get startedTakes about two minutes. No obligation.

Exhibit E

What your Wyoming employment compensation can include

A Wyoming employment recovery is built from several parts. Tap one to see what it covers.

Back Pay

Lost wages and benefits from termination to judgment under WFEPA and federal law. Uncapped.

DearLegal is a legal referral service, not a law firm. We connect individuals with licensed attorneys who can evaluate their case. Nothing on this page constitutes legal advice. Results vary based on individual circumstances.

Exhibit F

Wyoming employment questions, answered

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

Start free review

File with the Wyoming Department of Workforce Services Labor Standards (DOL) within 300 days. DOL has a work-share with the EEOC.

WFEPA covers age (40+), sex, race, creed, color, national origin, ancestry, pregnancy, and disability. Sexual orientation and gender identity are not statutorily protected at state level but Title VII covers both per Bostock.

Sometimes. Wyoming applies a reasonableness test. Wyoming courts permit blue-pencil reformation.

Wyoming's state minimum wage is $5.15/hour by statute, but the federal FLSA $7.25/hour controls for any employee covered by FLSA (which is virtually all employees).

No.

No. Wyoming recognizes retaliatory discharge claims for workers' comp under common law.

Not without legal review.