Family law attorney job description template: duties, requirements and pay range

A family law attorney posting has five working parts: the family-law work, the bar admission you require, the skills and systems, a good-faith pay range with benefits, and how to apply.

Each gets its own block in the template below.

If you are still deciding what the role needs — the case mix, the seniority, where to source candidates — our guide to how to hire a family law attorney covers the decisions before the posting; this page is about writing it.

Core duties.

Write the family-law work a candidate can picture, not adjectives: the matters they will carry, the courts you appear in, how far into a case they run it, and who they answer to.

A family docket runs in stages — consultation, pleadings, temporary orders, discovery, settlement, hearings, decree — so say where this hire takes ownership.

If the attorney will direct paralegals or legal assistants, say so too — ABA Model Rule 5.3 puts the duty on the firm's managers and on any lawyer who directly supervises a nonlawyer to make reasonable efforts to ensure that person's conduct is compatible with the lawyer's professional obligations, and our guide to supervising non-lawyer staff under Rule 5.3 covers the structure.

Duties worth a line on the posting:

• Representing clients in [case mix: divorce / custody and parenting time / child and spousal support / property division] matters from consultation through decree
• Advising clients on options and next steps at each stage of the case
• Drafting pleadings, motions, financial disclosures and [settlement, prenuptial and postnuptial] agreements
• Requesting and arguing temporary orders on custody, support and property while a case is pending
• Running discovery: asset and income documentation, document requests, depositions
• Working with [accountants, appraisers, custody evaluators and other experts] on contested issues
• Negotiating settlements and representing clients in mediation [and collaborative processes]
• Appearing at hearings and trying cases that do not settle
• [Handling post-decree modification and enforcement matters]
• Managing the caseload, court deadlines and client communication

One boundary shapes the duties block: the work has to sit inside the jurisdictions where the hire is authorized to practice.

ABA Model Rule 5.5(a) says a lawyer must not practice law in a jurisdiction in violation of its regulation of the profession, or assist another in doing so — and the "assist" clause is the firm's exposure, not just the lawyer's.

Family dockets are place-bound: the hearings and the filings happen in a named county's court, so write the courts and counties to match where the hire's license actually runs.

Rule 5.5 is the ABA's model text — the binding version is the one in your state's own professional-conduct rules, so confirm the wording that fits with your state bar's ethics counsel.

Qualifications and bar admission.

The credential line does the heavy lifting on this block, because it is the one you can and should verify.

Write it as "[State] bar admission in good standing" — the state where your court sits, not a generic "licensed attorney."

Then verify it: the ABA says lawyers are licensed by a state agency in each state, that agency can confirm whether a person has a law license and may practice there, and the ABA keeps a state-by-state directory of those agencies — in New Hampshire and South Dakota, the directory says you call the bar association.

A resume line is not a license check; run the check before you rely on the credential, and again before the start date.

Decide what you will accept and write exactly that.

"Admitted in any state" or "family law background required" pulls applications you cannot use.

If you would consider a lawyer admitted in another U.S. jurisdiction, know the model-rule boundary before you write the line: ABA Model Rule 5.5(c) lets a lawyer admitted in another U.S. jurisdiction — and not suspended or disbarred — provide legal services on a temporary basis in four listed situations, one of which is association with a locally admitted lawyer who actively participates in the matter.

How a lawyer admitted elsewhere becomes admitted in your state is up to that state's admitting authority — the same state agency the ABA directory points to — so check with yours before a posting promises anything.

If you would hire a graduate who is not yet admitted, be careful twice over: states' rules on what an unadmitted graduate may do were not verified in our research, so confirm with your state's admitting authority before you post the role — and know the title rule, because a lawyer not admitted in a jurisdiction must not hold out or represent that they are admitted to practice law there (ABA Model Rule 5.5(b)(2)).

Experience follows the same required-versus-preferred split: backgrounds that transfer into a family practice — a legal aid family unit, a judicial clerkship, another firm's family group — belong on a preferred line unless you genuinely require them, so you do not screen out candidates whose experience fits.

The candidate-side view of the practice is in our family law attorney career guide.

Skills and software.

Name the systems your firm actually runs — family law case management, e-filing or the court's portal, document assembly for pleadings and disclosures, legal research, and whatever you use to calendar court deadlines — and split them into must-have-on-day-one versus willing-to-train.

The non-software skills that matter on a family docket are specific: advocacy at hearing pace, calendar control across many active matters, financial-document fluency for support and property discovery, negotiation and de-escalation with clients and opposing parties in the worst months of their lives, and the judgment to flag a problem in a file early rather than late.

A posting that names its real stack and real expectations filters better than one that lists "strong negotiation skills."

Pay range and benefits.

Anchor the range in your market and your budget, then adjust for the duties you wrote above.

The national benchmark: in the BLS Occupational Employment and Wage Statistics (OEWS) May 2025 release, lawyers (SOC 23-1011) had a median annual wage of $159,670 ($76.76 per hour), with the 10th percentile at $78,360 and the 90th percentile at $351,600 — the spread of the whole profession, not a floor and a cap for your hire.

In the same release, lawyers in the Legal Services industry (law firms, NAICS 5411) had a median annual wage of $157,870.

OEWS excludes self-employed lawyers, so it does not measure what firm owners take home, and our sources carry no practice-area split — this is the all-lawyers series, not a family law figure.

State figures are on our family law attorney salary page.

A second anchor, from a different survey: NALP's 2025 Associate Salary Survey put the median first-year associate base salary at $200,000 as of January 1, 2025 — but among firms of 250 or fewer lawyers, a first-year salary of $150,000 or less was the most common response (44% of offices).

NALP's own Class of 2025 starting-salary curve shows the spread across all reported full-time jobs: $60,000 to $100,000 accounted for 50.0% of the 22,715 reported salaries, while $225,000 accounted for 21.5%.

NALP's sample is large-firm-heavy, so treat the figures as context for where the market sits, not as the number your firm must match; set the range from what the role you wrote actually is.

Whatever range you post should be one you believe — and in the jurisdictions listed below — each verified from statute or the state agency — the law requires pay information in the posting itself: California (employers with 15 or more employees, which must also give the pay scale to any third party that posts for them), Washington (15 or more; wage scale or salary range plus a general description of benefits, in effect since January 1, 2023), Illinois (15 or more; pay scale and benefits in the posting, a hyperlink allowed, for jobs performed at least partly in Illinois or reporting to an Illinois supervisor), Minnesota (30 or more employees in the state; starting salary range and a benefits description, and ranges may not be open-ended), Massachusetts (25 or more employees in the state; effective October 29, 2025), New York State (businesses with four or more employees), New York City (a good-faith range in job advertisements since November 1, 2022), Colorado (compensation and benefits in all internal and public postings), Connecticut (effective October 1, 2026) and Virginia (the wage, salary or range in each public and internal posting).

Nevada works the other way: the wage or salary range goes to an applicant who has completed an interview, not into the posting.

California also requires the pay scale on an applicant's reasonable request regardless of employer size, and it defines "pay scale" as a good-faith estimate of the salary or hourly range the employer reasonably expects to pay on hire, with penalties running $100 to $10,000 per violation.

More than a dozen states plus DC have some form of these rules, each with its own coverage conditions, and the thresholds move — check with your state labor agency before you post.

Two more blocks finish the posting.

The benefits block is where a small firm competes on honesty rather than size: list what you actually offer — health coverage, retirement plan, paid time off, bar dues and CLE support, malpractice coverage — and state your hours expectation, including hearing-day travel and evening or weekend client contact, and any billable target, as your firm's own numbers.

And classification: under federal law (29 CFR 541.304), a lawyer who holds a valid license and is actually engaged in the practice of law is an exempt professional, and the federal salary-level and salary-basis requirements do not apply — but California has no such carve-out, and exempts a practising attorney only if they also earn at least two times the state minimum wage for full-time work, which works out to $70,304 a year ($1,352 a week) at the 2026 minimum wage of $16.90.

Confirm classification with employment counsel in your state before you set the posting's pay line.

Adapting the template for a small firm.

In a small family practice, the hire is the practice area, so write the breadth in honestly: the matters they will own from consultation to decree, the clients they will counsel directly month after month, the staff they will direct.

A named supervisor matters more, not less — "reports to the managing attorney" tells a candidate who reviews their work and who they escalate to.

And post the range you actually budgeted rather than one copied from a big-firm survey; a range you can stand behind saves you from renegotiating with the candidate you wanted.

Adapting for a case mix.

Rewrite the duties bullets around the docket you actually run.

A contested-custody practice hires for the courtroom — hearings on short cycles, temporary-orders fights, experts, trials.

A settlement- and mediation-weighted practice hires for drafting depth and negotiation — agreements, disclosures, keeping two lawyers and two clients moving toward a signed decree.

A firm that bills flat or by stage should say so in the posting, because pricing changes the job: managing a case to a budget is a skill worth a line of its own, not an assumption.

Let the requirements block follow the same logic: ask for experience with the kind of matters your firm takes, not "family law experience" in the abstract.

Adapting for court appointments and panels.

If the role includes court-appointed work — guardian ad litem or similar appointments in your state — or membership on an alternative-dispute-resolution panel, name the appointing court or the administering organization and its requirements in the posting, and confirm those requirements with the court or organization itself before you write the line as required.

A panel or appointment you cannot verify is a line you should not publish.

Adapting for hybrid or remote days.

Family dockets anchor this role to specific courthouses, so say where the hire will appear and where they will work the rest of the week.

When part of the week is remote, the license question follows the lawyer, not the desk: ABA Formal Opinion 495 (Dec.

16, 2020) treats a lawyer as able to practice the law of their licensing jurisdiction while physically present in a state where they are not admitted, if that state has not deemed the conduct the unauthorized practice of law and the lawyer does not hold out as locally licensed, advertise a local office, or offer local legal services — and the opinion says local contact information on websites, letterhead or business cards would improperly establish a local office.

ABA Model Rule 5.5(b)(1) separately bars a lawyer not admitted in a jurisdiction from establishing an office or other systematic and continuous presence for practicing law there, except as the Rules or other law authorize.

Confirm the arrangement with your state bar's ethics counsel before you publish a hybrid line.

Five wordings sink otherwise good family-firm postings.

Each is fixable before you hit publish.

1. Bar-admission wording that invites practice where the hire is not admitted.

A lawyer not admitted in a jurisdiction must not hold out to the public or otherwise represent that they are admitted to practice law there (ABA Model Rule 5.5(b)(2)) — so a posting line that reads as licensed-in-your-state for a hire who is not is the trap, and the firm shares the exposure: Model Rule 5.5(a) bars a lawyer from practicing law in violation of a jurisdiction's regulation of the profession, or assisting another in doing so.

For a family practice the risk is concrete, because the work happens in a named court: whether a hire who is not admitted there may handle a matter before it is up to that state's own rules, not the model text.

Write the admission requirement as the state where the work happens, and treat any role for an out-of-state or unadmitted lawyer as a confirm-with-the-admitting-authority question before the posting goes up.

2. Preference wording that screens by who people are.

The EEOC says it is illegal to publish a job advertisement that shows a preference for, or discourages applications from, people because of race, color, religion, sex, national origin, age (40 or older), disability or genetic information — its own example is an ad seeking "recent college graduates," which may discourage people over 40 from applying.

Write about the work, not the person: cut "young," "digital native" and "recent grad" from a family-law posting the same as any other.

Keep application questions to what is essential to decide whether a person is qualified — the EEOC treats questions about race, sex, national origin, age or religion as irrelevant to that decision — and treat the borderline ones as risky rather than harmless, because federal law does not clearly forbid every such question but the answers can be used as evidence of intent to discriminate unless justified by a business purpose.

Keep the process accessible, too: an employer must provide an accommodation a disabled applicant needs to apply, unless it causes significant difficulty or expense.

3. Salary-history questions.

Several of the state laws we read restrict them.

California (Labor Code 432.3) bars all employers from seeking an applicant's salary history and from relying on it in hiring or pay decisions; New York (Labor Law 194-a) bars requesting it as a condition of being interviewed, considered, hired or promoted, and seeking it from a current or former employer; Illinois (820 ILCS 112) bars screening by it, requiring it for an interview or offer, and seeking it from employers; Massachusetts (G.L. c.149 §105A) bars seeking it from the candidate or their employers.

Virginia's posting law also bans seeking salary history, and Nevada pairs its after-interview range disclosure with the same ban.

Ask for expectations instead — California's law expressly allows an employer to ask about salary expectations for the position, and an applicant who volunteers history without prompting may have it considered.

Other states and cities have rules we did not read, so check yours before the interview stage.

4. Conviction-history questions too early.

A family firm is an employer first: fair-chance timing rules apply to its own hiring like anyone else's.

California's Fair Chance Act (employers with five or more employees) bars asking about or considering conviction history until after a conditional offer of employment, and New York City's Fair Chance Act makes it unlawful for most employers to ask about or consider criminal history before a conditional offer.

If your application form asks about criminal record, check your state and city law before you post — other states and cities have fair-chance rules this page does not cover.

5. Vague everything.

"Family law attorney wanted," no case mix, no courts, no seniority, no range — an umbrella posting pulls applications across every level of experience and saves you none of the sorting.

The fix is the template above: name the matters — custody, support, property, the whole dissolution docket or a slice of it — the courts, the stage ownership a hire takes on, and a range you believe.

If the level is associate, say associate; if the firm genuinely needs a lawyer flexible on level, say what the docket decides.

After you post.

Set a review cadence before the posting goes live and hold to it — a slow reply reads as a closed door.

If the pay range or the duties change, update the posting rather than explaining the difference in interviews.

Prepare the interview the same way for every candidate — the same questions, the same structure, a scoring sheet — so comparisons stay fair and every question stays tied to the job.

And before yours goes up, browse the live family law attorney jobs on this board to see the pay framing and duty lists you are competing against.

This page is employer information, not legal advice. Posting laws, bar-admission rules and ethics rules change and vary by jurisdiction — confirm them with your state labor agency, your state's admitting authority, employment counsel and your state bar's ethics counsel before you post.