Maine Employment Attorneys

At DearLegal, we connect you with experienced Maine employment attorneys who handle MHRA discrimination, wage, retaliation, and wrongful-termination claims for workers across Portland, Lewiston, Bangor, and Augusta. Whether you're facing a healthcare termination, a non-compete dispute, or unpaid earned paid leave, we'll match you with the right attorney — at no cost.

File with the Maine Human Rights Commission (MHRC) within 300 days under 5 M.R.S. § 4611. MHRC has a work-share agreement with the EEOC. After investigation or right-to-sue, you can file in Superior Court within 2 years.

Race, color, sex (including pregnancy and breastfeeding), sexual orientation (including transgender status), gender identity, religion, age (no minimum threshold), ancestry, national origin, physical or mental disability, genetic information, and protected hairstyles (CROWN Act). Maine has unusually broad coverage.

Limited. 26 M.R.S. § 599-A (2019 reform) bans non-competes for workers earning at or below 400% of the federal poverty level (~$60,000 individual in 2024). Above the threshold, employers must disclose the non-compete before extending the offer and give the worker at least 3 business days to review.

Effective January 2021, Maine's Earned Paid Leave law (26 M.R.S. § 637) requires employers with 10+ employees to provide 1 hour of paid leave per 40 worked, up to 40 hours per year, usable for any reason after a 120-day waiting period.

Maine's Paid Family and Medical Leave program (26 M.R.S. § 850-A) provides up to 12 weeks of paid leave for medical, family, safe, or qualifying military exigency reasons. Contributions began January 2025; benefits begin May 2026.

Maine's minimum wage is $14.15/hour as of January 1, 2024, with annual cost-of-living adjustments. Portland and Rockland have higher local minimum wages.

Not without legal review. MHRA covers more classes than federal law and provides compensatory and punitive damages plus attorney fees. ADEA releases (40+) require 21 days to consider and 7-day revocation.

Why Do You Need a Employment Attorney in Maine?

The Maine Human Rights Act (MHRA, 5 M.R.S. § 4551 et seq.) prohibits employment discrimination based on race, color, sex (including pregnancy and breastfeeding), sexual orientation, gender identity, religion, age (no minimum), ancestry, national origin, physical or mental disability, genetic information, and protected hairstyles. Charges are filed with the Maine Human Rights Commission (MHRC) within 300 days. Maine is at-will with a public-policy exception. Non-competes are restricted under 26 M.R.S. § 599-A (2019 reform) — banned for workers earning at or below 400% of the federal poverty level, must be disclosed before any offer, and signed within a notice period. Maine minimum wage is $14.15/hour (2024), adjusted annually. Maine has an Earned Paid Leave law (26 M.R.S. § 637, effective 2021) and a new Paid Family and Medical Leave program (26 M.R.S. § 850-A et seq., benefits begin 2026).

When Do You Need a Employment Attorney in Maine?

Our network includes Maine employment attorneys who handle every kind of case, including:

Types of Employment Cases in Maine

From the moment you connect with a Maine employment attorney, they go to work protecting your claim. The most common case types we handle:

Missing the 300-day MHRC filing deadline

Signing a severance release without consulting an attorney

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Accepting a final paycheck waiver without legal review

Missing the 300-day MHRC filing deadline

Signing a severance release without consulting an attorney

Talking to HR without documenting in writing afterward

Not preserving emails, Slack, and texts before being locked out

Posting about the dispute on social media

Accepting a final paycheck waiver without legal review

Common Maine Employment Mistakes

Even a small misstep can hurt your case. Here’s what to avoid:

How Much Do Maine Employment Attorneys Cost?

33%

Typical starting contingency fee — you pay nothing unless your attorney recovers compensation for you.

Maine employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. MHRA, Maine Wage Payment Law (treble damages), Maine Whistleblower Protection Act, and federal employment statutes shift attorney fees to the employer when the worker prevails.

What Can Your Maine Employment Compensation Include?

Back Pay

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

Front Pay

Future lost earnings when reinstatement isn't feasible.

Compensatory Damages

Emotional distress and out-of-pocket losses. Federal Title VII / ADA cap $50K–$300K. MHRA caps compensatory and punitive combined under 5 M.R.S. § 4613 by employer size in a manner similar to federal Title VII.

Punitive Damages

Available under MHRA and federal statutes for malicious or reckless conduct. MHRA cap structure mirrors federal.

Liquidated Damages

Maine Wage Payment Law (§ 626): unpaid wages plus reasonable attorney fees and court costs and an equal amount as liquidated damages. FLSA: doubles unpaid wages. ADEA: doubles back pay for willful violations.

Attorney Fees and Costs

Prevailing employees recover reasonable attorney fees under MHRA, Maine Wage Laws, Maine Whistleblower Protection Act, Title VII, ADA, ADEA, FLSA, and FMLA.

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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.

Maine Employment Attorneys

Why Do You Need a Employment Attorney in Maine?

When Do You Need a Employment Attorney in Maine?

Types of Employment Cases in Maine

Common Maine Employment Mistakes

How Much Do Maine Employment Attorneys Cost?

What Can Your Maine Employment Compensation Include?

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