California to Seattle Employment Law Lateral Move Guide

Dear Aidan W.,

The California Employment Law Advantage

Your instinct about California employment law expertise being valuable is absolutely correct. The California market remains unmatched for employment litigation opportunities, and your PAGA experience is genuinely specialized knowledge that commands premium compensation. Even with AB 2288's 2024 reforms to PAGA (verify current requirements as implementation continues to evolve), California's wage-and-hour class action market shows no signs of slowing down.

California employment attorneys often benefit from the state's continuous legislative activity—AB5 gig worker classification, Cal/OSHA developments, and pay transparency laws create constant demand for attorneys who understand these nuanced California-specific issues. Many lateral candidates find that this expertise becomes increasingly valuable as they advance in their careers.

Seattle's Employment Market Reality

Seattle offers a different but substantial employment law landscape. The tech concentration—Amazon, Microsoft, Meta—appears to drive significant corporate employment work, with reported focus areas including executive compensation, restrictive covenants, and immigration issues rather than the class action work you're handling now.

Washington's noncompete ban (verify current status as employment laws continue to evolve) creates unique dynamics that many firms are still navigating, and the H-1B-dependent nature of many Seattle employers generates consistent immigration-related employment work. However, you'd likely see less of the wage-and-hour class action practice that's been your bread and butter.

Compensation and Career Trajectory Considerations

Seattle's legal market typically follows approximately the Cravath scale at major firms, though compensation varies significantly by firm and you should verify current figures directly with firms or recruiters. The key question is whether the Seattle opportunity offers a clear path toward partnership or a practice area that genuinely interests you beyond just work-life balance considerations.

I'd suggest considering what type of employment lawyer you want to be long-term. If you're passionate about class actions and wage-and-hour work, California remains the epicenter. If you're more interested in corporate employment counseling, executive compensation, or tech-specific issues, Seattle could offer excellent opportunities.

Making the Strategic Decision

Here's what I'd recommend evaluating: First, assess whether the Seattle role genuinely offers better work-life balance or just different stressors. Tech clients can be demanding in their own ways, and major Seattle firms aren't necessarily less intense than California practices.

Second, consider your specialization timeline. If you want to become a recognized PAGA expert, staying in California makes sense. If you're open to pivoting toward corporate employment counseling or developing expertise in tech employment issues, Seattle could provide that platform.

Third, think about the specific firm and practice group culture. The regional legal market differences may matter less than the particular opportunity and whether it aligns with your career goals.

Practical Next Steps

Before making this decision, I'd suggest having detailed conversations with the Seattle firm about their employment practice composition—how much is litigation versus counseling, what types of clients they serve, and what business development expectations exist. You should also verify current bar admission requirements directly with the Washington State Bar, as these requirements can change.

Consider whether this move positions you for the career you want in 5-7 years. Many attorneys find that regional expertise can be just as valuable as substantive expertise, but California employment law offers both. The Seattle market is robust and growing, but it's a different type of employment practice than what you're building now.

If work-life balance is the primary driver, explore whether California firms might offer better arrangements before relocating entirely. The employment litigation market there remains strong enough that you may have significant leverage for improved working conditions.