The Ultimate Guide to a Jackson Lewis Career: Salary,...

Introduction

Have you ever pictured yourself at the forefront of workplace law, navigating the complex, high-stakes intersection of business and human capital? Do you aspire to join the ranks of a prestigious national law firm, where your intellect and drive are rewarded with not only professional fulfillment but also a top-tier compensation package? For ambitious legal professionals, a career at a firm like Jackson Lewis P.C. represents the pinnacle of this field. But beyond the prestige, what does this career path truly entail, and what is the realistic Jackson Lewis salary potential?

A career in labor and employment law is more than just a job; it’s a commitment to shaping the modern workplace. The financial rewards can be significant, with attorney salaries at major firms often starting in the low six figures and escalating well into partner-level compensation that can exceed half a million dollars annually. However, understanding the intricate factors that determine this figure—from your geographic location to your specific skill set—is the first step toward strategically building a lucrative and impactful career.

As a career analyst who has guided countless legal professionals, I once worked with a sharp, third-year law student who was laser-focused on employment litigation. They had offers from several excellent firms, but their decision ultimately hinged on understanding the long-term growth trajectory. It wasn't just about the first-year salary; it was about the path to principal, the bonus structure, and the firm's investment in their skills. This is the level of insight this guide aims to provide for you.

This comprehensive article will serve as your ultimate resource, breaking down everything you need to know about compensation, career growth, and breaking into this competitive field. We will demystify the numbers, explore the influencing factors, and provide a clear, actionable roadmap to help you achieve your professional and financial goals.

### Table of Contents

[What Does an Attorney at Jackson Lewis Do?](#what-does-an-attorney-at-jackson-lewis-do)
[Average Jackson Lewis Salary: A Deep Dive](#average-jackson-lewis-salary-a-deep-dive)
[Key Factors That Influence Salary](#key-factors-that-influence-salary)
[Job Outlook and Career Growth](#job-outlook-and-career-growth)
[How to Get Started in This Career](#how-to-get-started-in-this-career)
[Conclusion](#conclusion)

What Does an Attorney at Jackson Lewis Do?

Jackson Lewis P.C. is one of the country's largest and most respected law firms specializing in labor and employment law. With offices spanning the nation, its lawyers represent management in virtually every aspect of employee-relations. This isn't a general practice firm; it's a highly specialized powerhouse focused on the legal intricacies of the workplace. Therefore, the work of its attorneys is both specific and incredibly varied, falling into three main categories: Advice & Counsel, Litigation, and Traditional Labor Law.

1. Advice & Counsel: This is the proactive, preventative side of the practice. Attorneys in this role act as strategic partners to clients, helping them navigate the labyrinth of federal, state, and local employment laws to minimize legal risk. The goal is to solve problems before they escalate into lawsuits.

Daily Tasks:
Answering urgent client questions via phone and email regarding employee discipline, termination, and accommodation requests.
Drafting and reviewing employee handbooks, policies, and employment agreements.
Conducting comprehensive wage and hour audits to ensure compliance with the Fair Labor Standards Act (FLSA) and state equivalents.
Advising on complex leave issues under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).
Developing and delivering on-site training for managers and HR professionals on topics like preventing harassment and discrimination.

2. Litigation: When disputes cannot be avoided, Jackson Lewis litigators defend employers in court and before administrative agencies like the Equal Employment Opportunity Commission (EEOC) and the Department of Labor. This is the reactive, adversarial side of the practice.

Daily Tasks:
Drafting pleadings, motions (such as motions to dismiss or for summary judgment), and discovery requests/responses.
Taking and defending depositions of plaintiffs, witnesses, and experts.
Appearing in court for hearings, conferences, and trials.
Engaging in settlement negotiations and mediations.
Managing complex e-discovery and document review processes.

3. Traditional Labor Law: This specialized area deals with union-related matters under the National Labor Relations Act (NLRA).

Daily Tasks:
Advising management during union organizing campaigns.
Negotiating collective bargaining agreements.
Representing employers in arbitration hearings over grievances.
Defending against unfair labor practice charges before the National Labor Relations Board (NLRB).

### A Day in the Life of a Mid-Level Associate

To make this more concrete, here is a plausible "Day in the Life" for a 4th-year associate at a major Jackson Lewis office:

8:30 AM: Arrive at the office, grab coffee, and review overnight emails. A client had an urgent question about a planned reduction in force (RIF), which needs a response by mid-morning.
9:00 AM: Conference call with a Principal (partner) and the client's HR Director to discuss the legal risks and strategy for the RIF, focusing on the WARN Act and potential disparate impact claims.
10:15 AM: Begin drafting a motion for summary judgment in a high-stakes disability discrimination case. This involves deep legal research on Westlaw/LexisNexis and carefully crafting arguments to show the plaintiff cannot prove their case.
1:00 PM: Grab a quick lunch while participating in a firm-wide webinar on recent developments in pay transparency laws.
1:45 PM: Prepare a witness for an upcoming deposition. This involves reviewing key documents with the witness, anticipating the opposing counsel's questions, and practicing their testimony.
4:00 PM: Switch gears to a smaller counseling matter. A client needs their remote work policy updated to comply with new state regulations. This involves revising the existing document and drafting a cover memo explaining the changes.
6:00 PM: Attend a practice group meeting to discuss case staffing, business development efforts, and recent legal victories.
7:00 PM: Finalize and meticulously record all billable hours for the day, ensuring each entry is descriptive and accurate.
7:30 PM: Respond to a few remaining non-urgent emails before heading home. Another 9-10 billable hours are in the books.

This snapshot illustrates the demanding, intellectually challenging, and multi-faceted nature of the role. It requires constant context-switching, deep legal knowledge, and exceptional time management skills.

Average Jackson Lewis Salary: A Deep Dive

Compensation at a major law firm like Jackson Lewis is a complex package, not just a single number. It is composed of a base salary, often supplemented by bonuses and an extensive benefits package. While the firm does not publicly release its salary data, we can construct a highly accurate picture by analyzing data from reputable legal industry sources, salary aggregators, and understanding the market standards for "BigLaw."

The primary driver of an attorney's salary, particularly in their first eight years, is their class year (the year they graduated from law school). Most large law firms, especially in major markets, adhere to a lockstep compensation system for associates. This means all associates in a given class year and location receive the same base salary.

According to data compiled from sources like Glassdoor, Payscale, and firsthand reports on platforms like Fishbowl, the salary for a first-year associate at Jackson Lewis in a major market is highly competitive and aligns with the prevailing BigLaw market rate. As of late 2023/early 2024, this market rate was set by firms like Cravath, Swaine & Moore and Milbank.

Glassdoor reports the average total pay for an Attorney at Jackson Lewis to be approximately $196,000 per year, with a likely range between $149,000 and $258,000, depending heavily on role and location.
Payscale estimates the average salary for a Jackson Lewis Associate Attorney to be around $135,000, though this figure likely blends data from various office locations and experience levels.

The most accurate representation, however, comes from understanding the lockstep scale used in top markets.

### Attorney Salary Brackets by Experience Level (Major Market Estimates)

This table reflects the general market scale that a firm like Jackson Lewis would compete with in its top-tier offices (e.g., New York, Los Angeles, Chicago). Salaries in smaller markets will be adjusted downward.

| Experience Level / Class Year | Typical Base Salary Range | Role Description |

| :--- | :--- | :--- |

| First-Year Associate | $215,000 - $225,000 | Fresh out of law school, learning the ropes, heavy research and writing tasks. |

| Junior Associate (2-3 years) | $235,000 - $275,000 | Taking on more responsibility, managing smaller cases, drafting significant motions. |

| Mid-Level Associate (4-6 years) | $285,000 - $365,000 | Leading depositions, managing key aspects of large cases, direct client contact. |

| Senior Associate (7-8+ years) | $385,000 - $435,000+ | Supervising junior associates, developing case strategy, on the path to Principal. |

| Counsel / Of Counsel | $250,000 - $450,000+ | Highly experienced attorney, not on the traditional partner track but holds a senior role. |

| Principal (Partner) | $400,000 - $1,000,000+ | Responsible for client relationships, business development, and firm management. Highly variable. |

*Source: Based on 2023-2024 Cravath/Milbank scale and data from the National Association for Law Placement (NALP) reports on private practice salaries.*

### Breaking Down the Full Compensation Package

The base salary is only part of the story. A comprehensive compensation package at Jackson Lewis typically includes:

Base Salary: The fixed, predictable portion of your pay, as outlined in the table above.
Bonuses: These are crucial. Most large firms, including Jackson Lewis, offer year-end bonuses that can be substantial. They are typically tied to two main factors:
Billable Hours: Associates are generally expected to bill a certain number of hours per year (often in the 1900-2000+ range) to be bonus-eligible.
Firm & Individual Performance: The size of the bonus pool depends on the firm's profitability for the year. Individual contributions, quality of work, and pro bono activities can also be considered. Bonuses for associates can range from $15,000 for first-years to over $100,000 for senior associates.
Benefits: The value of the benefits package is significant and should not be overlooked. It typically includes:
Health Insurance: Premium medical, dental, and vision plans.
Retirement: A 401(k) plan, often with a generous firm matching contribution.
Parental Leave: Increasingly generous paid leave policies for new parents.
Wellness Programs: Stipends for gym memberships, mental health resources (EAPs), and other wellness initiatives to combat the high-stress nature of the job.
Other Perks: Life insurance, disability insurance, pre-tax transit benefits, and sometimes a technology stipend.

### Salary for Non-Attorney Roles

While attorneys are the primary revenue-generators, the firm relies on a team of skilled professionals.

Paralegals: Essential for litigation support, document management, and case preparation. According to Salary.com, a Litigation Paralegal III (senior level) in a major market like New York City can earn between $90,000 and $120,000. Entry-level paralegal roles would be closer to the $55,000 - $75,000 range.
Legal Secretaries & Assistants: Provide administrative support to attorneys. Salaries typically range from $50,000 to $85,000, depending on experience and location.
Marketing, IT, and Administrative Staff: Salaries for these roles are generally in line with the corporate market for similar positions in the same geographic area.

Understanding this complete picture is vital. An offer from an office in a smaller city with a lower base salary might be more attractive than it first appears if it comes with the same robust bonus potential and benefits package.

Key Factors That Influence Salary

While the lockstep model creates a standardized base for associates, several critical factors create significant variations in overall earning potential, especially over the long term. A strategic legal professional understands these levers and can use them to maximize their career and financial growth. This is the most crucial section for anyone looking to build a career at a firm like Jackson Lewis.

###

1. Geographic Location

This is arguably the most significant factor impacting base salaries in BigLaw. Jackson Lewis has over 60 offices, and it does not pay a New York City salary in Omaha, Nebraska. The firm uses a tiered, geographically-based compensation system to account for vast differences in the cost of living and local market rates for legal talent.

Tier 1: Major Markets (Top of Market)
Cities: New York City, Los Angeles, San Francisco/Bay Area, Chicago.
Salary Impact: These offices pay the highest salaries, directly tracking the top-of-market "Cravath Scale" (e.g., $225,000 for a first-year in 2024). Competition for these positions is fiercest, and the cost of living is highest.
Tier 2: Secondary Major Markets
Cities: Washington D.C., Boston, Dallas, Houston, Atlanta, Miami.
Salary Impact: These offices pay salaries that are highly competitive but may be slightly below the absolute top of the market. The difference might be $10,000-$20,000 less for a first-year associate, with the gap potentially widening for more senior associates. For example, if NYC pays $225k, a Dallas office might start associates at $215k.
Tier 3: Regional Markets
Cities: Denver, Phoenix, Orlando, Charlotte, Kansas City, St. Louis.
Salary Impact: These locations will have a more significant downward adjustment from the top market rate. A starting salary might be in the $170,000 - $195,000 range. While lower in absolute terms, these salaries often provide immense purchasing power due to a much lower cost of living.
Tier 4: Smaller Markets
Cities: Omaha, Albuquerque, Greenville, Hartford.
Salary Impact: Salaries here are set according to local market conditions and could be substantially lower than Tier 1, potentially starting in the $130,000 - $160,000 range. The work-life balance and partnership prospects can sometimes be more favorable in these offices.

Example Comparison Table (Illustrative First-Year Associate Base Salary)

| City (Tier) | Estimated Starting Salary | Cost of Living Index (Council for Community and Economic Research, Q3 2023) |

| :--- | :--- | :--- |

| New York (Manhattan), NY (Tier 1) | ~$225,000 | 227.9 |

| Los Angeles, CA (Tier 1) | ~$225,000 | 148.1 |

| Dallas, TX (Tier 2) | ~$215,000 | 100.8 |

| Atlanta, GA (Tier 2) | ~$200,000 | 102.3 |

| Denver, CO (Tier 3) | ~$185,000 | 110.1 |

| Kansas City, MO (Tier 3) | ~$175,000 | 92.5 |

| Omaha, NE (Tier 4) | ~$150,000 | 90.0 |

This table clearly demonstrates that a "lower" salary in a city like Kansas City can provide a significantly higher standard of living than a top-tier salary in Manhattan.

###

2. Years of Experience (The Path to Principal)

Experience is the bedrock of compensation growth in law. The journey from a newly minted J.D. to a firm Principal (Partner) is a long and structured climb, with compensation rising steeply at each level.

Summer Associate (0 Years): This is the internship. Summer associates are paid a prorated salary equivalent to a first-year associate. For a 10-week program, this could mean earning over $40,000 for the summer. The real goal is to secure a full-time offer.
Junior Associate (Years 1-3): As detailed in the lockstep scale, salaries increase predictably each year. The focus is on developing fundamental skills: legal research, writing, document review, and learning case management.
Mid-Level Associate (Years 4-6): This is a critical transition. Compensation continues to rise on the lockstep scale, but expectations grow exponentially. Mid-levels are expected to handle depositions, argue motions in court, and manage client communication with less supervision. Their bonus potential increases as their contribution becomes more direct.
Senior Associate (Years 7-8+): These are the firm's workhorses and future leaders. They are paid top-of-the-scale associate salaries and are now responsible for managing teams, formulating case strategy, and beginning to develop their own client relationships. They are being evaluated for partnership.
Counsel / Principal (Partner): This is the leap off the lockstep scale.
Non-Equity Partner (Principal at JL): These partners earn a high salary, often with a significant bonus tied to the hours they bill and the business they manage. Compensation can range from $350,000 to $600,000+. They have the title and senior responsibilities but do not have an ownership stake in the firm.
Equity Partner: This is the ultimate goal for many. Equity partners "buy in" to the firm and share in its annual profits. Their compensation is a "draw" from the profits, not a salary. The "profits per equity partner" (PPEP) at a firm like Jackson Lewis can be substantial, often in the high six figures to over a million dollars annually. This is directly tied to the firm's financial success and the partner's own book of business.

###

3. Area of Specialization (Practice Group)

While Jackson Lewis is an L&E specialty firm, sub-specialization matters. Certain practice areas are more lucrative or in higher demand, which can impact bonuses, client exposure, and the path to partnership.

High-Stakes Litigation: Class and collective actions (e.g., nationwide wage-and-hour lawsuits) are "bet the company" cases for clients. Attorneys who excel in this high-pressure, high-stakes environment are incredibly valuable and often see larger bonuses.
Corporate & Transactional L&E: Attorneys who advise on the employment aspects of major mergers and acquisitions (M&A) work on fast-paced, high-value deals. Their expertise is crucial and highly compensated.
Emerging & Complex Areas: Expertise in niche, fast-evolving areas like data privacy in the workplace (e.g., biometric data laws), artificial intelligence in hiring, and complex ERISA/employee benefits litigation can make an attorney a go-to expert, increasing their value to the firm and its clients.
Traditional Labor Law: While a core practice, the demand for traditional union-related work can be more cyclical than general employment litigation. However, a top-tier negotiator for collective bargaining agreements remains a highly valued asset.

###

4. In-Demand Skills

Beyond your J.D. and years of experience, specific, demonstrable skills can dramatically increase your value and, consequently, your compensation potential through better bonuses and faster promotions.

Hard Skills:
Trial Experience: Very few cases go to trial, so attorneys with actual "first chair" or "second chair" trial experience are rare and highly sought after.
E-Discovery Mastery: The ability to manage and strategize complex electronic discovery is no longer an IT issue; it's a core legal skill. Proficiency with platforms like Relativity is a major plus.
Data Analytics: Being able to analyze hiring, promotion, and pay data to advise clients on pay equity audits or defend against discrimination claims is a cutting-edge skill.
Bilingualism: In a diverse country, being fluent in a second language (especially Spanish) is a significant asset for client communication and witness preparation in many of the firm's offices.

Soft Skills (The "Partner" Skills):
Business Development: This is the number one skill for long-term, high-end earnings. The ability to originate clients—to bring new business into the firm—is what separates high-earning associates from future equity partners. This involves networking, public speaking, and building a reputation as a thought leader.
Client Management: The ability to build trust and rapport with sophisticated clients (like General Counsel and HR VPs) and become their trusted advisor is invaluable.
Project Management: Litigations are massive projects. The ability to manage budgets, deadlines, and teams of junior associates and paralegals efficiently is a key differentiator.
Leadership & Mentorship: Senior associates who effectively train and mentor junior attorneys are seen as valuable firm citizens, which is a key consideration for partnership promotions.

###

5. Level of Education

For an attorney role, a Juris Doctor (J.D.) is a non-negotiable prerequisite. However, the prestige of your law school plays a significant role, primarily in securing the initial interview.

T14 Law Schools: Graduates from the top 14 law schools (e.g., Yale, Harvard, Stanford, Columbia, UChicago) have the best access to On-Campus Interviewing (OCI) with elite firms like Jackson Lewis. The firm actively recruits from these schools.
Top Regional Schools: Graduates from the best law school in a particular state or region (e.g., UCLA/USC in Southern California, University of Texas in Texas) are also prime candidates, especially for offices in that region.
Academic Performance: Regardless of the school, academic excellence is key. Graduating with honors (*cum laude*, *magna cum laude*), being on the editorial board of the school's Law Review, or excelling in Moot Court or Mock Trial competitions are powerful signals to recruiters that you have the intellectual horsepower and work ethic to succeed.

While the school's name gets you in the door, once you are at the firm, your performance, skills, and ability to contribute are what drive your salary growth.

Job Outlook and Career Growth

Deciding to pursue a career with a firm like Jackson Lewis is a long-term investment. Therefore, understanding the stability and future growth prospects of the profession is just as important as the starting salary. The outlook for labor and employment lawyers is exceptionally strong, driven by societal and technological trends that are continuously reshaping the American workplace.

### The Statistical Outlook

The Ultimate Guide to a Jackson Lewis Career: Salary, Outlook, and How to Get In

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