​The Elephant in the Law Office: What to Do When Employers Fail or Refuse to Pay Paralegals

​By: Holly A. Sheriff, ASPS, BBA, MSLS, MCC, CCC, PCC, LPCC, CPP | Paralegal CEO, Founder & Certified Coach at Best Virtual Paralegal LL

In the legal field, we talk constantly about ethics, duty, and professional responsibility. Yet, an alarming and growing issue in our industry remains hidden in the shadows: law firms and attorneys failing or refusing to pay their paralegals and support staff on time, accurately, or at all.

Becoming a well-rounded, effective paralegal requires a significant investment of time, formal training, and ongoing legal education. Paralegals manage critical discovery, draft complex pleadings, coordinate case strategy, and keep law practices afloat. Despite this high level of skill and professional accountability, too many paralegals find themselves struggling to collect the compensation they earned.
To put compensation into perspective, consider the national baseline for entry-level work:







​Given the high expectations many attorneys hold regarding specialized training and higher education for their paralegals—even while official industry standards maintain that no formal education is required—paralegals deserve competitive, professional wages that truly reflect their expertise, far above roles requiring little to no prior training. When a wage dispute arises, support staff often feel isolated and unsure of their next move. While I am not an attorney and cannot provide legal advice, my role as a business and career coach is to empower you with practical, real-world strategies and clear action steps so you know where to turn when an employer falls short. 

Strategic Action Plan: What to Do If You Are Not Being Paid.

If you are facing unpaid wages, working off the clock without compensation, or dealing with unreported wages, do not rely on informal advice from peers, social media forums, coaches, or nonlawyers. Wage disputes are legally complex and often involve worker classification challenges, strict statutes of limitations, and tolling rules.
Here is the professional road map every support staff member needs to consider following based on their own independent understanding of their situation:

1. Consult a Licensed Employment Attorney
Your first and best option is to contact an employment attorney of your own choosing immediately. A licensed attorney who specializes in labor law can evaluate your specific rights, employer obligations, strict filing deadlines, and legal options better than anyone else.
2. Contact State and Federal Enforcement Agencies
If hiring a private attorney is not financially feasible, or if you cannot secure representation on a contingency basis, government regulatory bodies exist to protect workers and maintain compliance:

• State-Level Anti-Discrimination & Labor Agencies (FEPAs): The U.S. Equal Employment Opportunity Commission (EEOC) partners with state agencies known as Fair Employment Practices Agencies (FEPAs). Depending on your state, these operate under various names:
  • Human Relations / Human Rights Commissions (e.g., Pennsylvania Human Relations Commission, Illinois Department of Human Rights, Alaska State Commission for Human Rights)
  • Civil Rights Divisions (e.g., California Civil Rights Department, Ohio Civil Rights Commission, Arizona Civil Rights Division)
  • Labor & Workforce Divisions (e.g., Texas Workforce Commission Civil Rights Division, Wyoming Department of Workforce Services)
• Internal State Government EEO Offices: If you are employed within state government operations, most states host an internal Office of Equal Employment Opportunity (EEO) or Civil Rights within their HR or Administration departments to process workforce grievances.
• Federal EEOC Field Offices: The federal EEOC operates 53 field offices across the country. Even if a field office is not physically located in your town, regional offices cover neighboring states, ensuring every worker falls under federal EEOC jurisdiction.

Note: While not every wage dispute fits the exact jurisdictional criteria of an EEO or Human Relations office, these agencies can serve as a vital starting point to point you toward the correct filing channels, assist with fact-finding inquiries, or guide your immediate next steps.

3. Special Strategies for Freelance & Self-Employed Paralegals
If you operate as an independent contractor or run a virtual paralegal business, standard labor board wage claims may not apply to your contract structures.

If an attorney-client defaults on an invoice:
Do not consult nonlawyers or general business groups for legal remedies.
Contact your local bar association or seek an attorney experienced in contract law, business transactions, IRS worker classification rules, and the gig economy. These specialized, trained lawyers are your best line of defense for recovering money owed to you.

Moving the Industry Forward: The Power of H.O.T. Conversations

Fair compensation is not just a workplace issue—it is a core business standard that impacts firm culture, staff retention, and the integrity of the legal profession as a whole. Respecting support staff means honoring contracts, paying earned wages promptly, and valuing the specialized expertise that paralegals bring to the table every single day.

It is time for paralegals to stand up and speak out for themselves. If you are willing to invest the time, energy, and training required to become an indispensable, impactful member of the legal team, you deserve compensation that reflects that commitment. The paralegal profession as a whole must drive H.O.T.—Honest, Open, and Two-way—conversations with attorneys. We must directly address compensation standards and advocate for wages that reflect high-level legal training rather than entry-level service work.

If you are currently dealing with a compensation dispute, protect yourself by seeking formal legal representation or reaching out to federal and state labor enforcement bodies right away.

Author Bio: Holly A. Sheriff, ASPS, BBA, MSLS, MCC, CCC, PCC, LPCC, CPP, is the Paralegal CEO, Founder & Certified Coach at bestvirtualparalegal.com, providing B2B Legal Support to attorneys, career coaching, and operational solutions for law firms and paralegal professionals nationwide.
[email protected]
(717) 747-3588
(717) 748-9873, Ext. 101
Mount Pleasant Mills, PA 17853

Disclaimer: This article is for educational and informational purposes only and does not constitute legal advice. It is intended to spark an open, genuine conversation about wage fairness, professional standards, and compensation within the paralegal industry.

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