Most employers are not required by federal law to pay you for jury duty, but some states and cities have passed their own rules

Federal law does not require employers to pay employees who serve on juries. That means your employer can legally stop paying you the moment you report to court, even if you are selected and serve for weeks. However, roughly half the states have passed laws that require employers to pay at least some wages during jury service, and a handful of cities have gone further. Whether you get paid depends on where you work, how long you serve, and sometimes how much you earn.

The court itself will not pay you. Most courts offer a small daily fee — typically $15 to $50 per day — but this is meant to cover parking and meals, not your lost wages. If your employer does not pay and your state does not require it, that lost income is yours to absorb.

Key Takeaways

  • Federal law allows employers to stop paying you during jury duty without penalty, so you must check your state and local laws to know what you are may have access to to.
  • About 25 states require employers to pay employees for at least some days of jury service, usually the first three to five days.
  • Some states protect only employees earning below a certain wage, or only those working for employers above a certain size.
  • The court will pay you a small daily fee, but this rarely covers your actual lost wages.
  • Your employer cannot fire, demote, or punish you for serving on a jury in any state, even if they do not have to pay you.

States that require employers to pay for jury duty

About 25 states have laws requiring employers to pay employees during jury service. These laws vary widely in how much they require and for how long. Some states pay only for the first few days; others cover the entire service period. Some protect all employees; others protect only those earning below a certain threshold or working for employers with a minimum number of staff.

States with paid jury duty laws include Alabama, Arizona, Colorado, Connecticut, Florida, Georgia, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Massachusetts, Minnesota, Mississippi, Missouri, Nevada, New Hampshire, New Mexico, New York, North Carolina, Ohio, Oklahoma, and Pennsylvania. However, the details differ significantly. For example, Connecticut requires employers to pay full wages for the first five days of jury service, while Georgia requires payment only for the first three days and only for employees earning less than a certain amount. Some states cap the payment at a percentage of the employee's normal wage.

If you live in a state not listed here, your employer has no state-level obligation to pay you. However, some cities within non-paying states have passed their own rules. San Francisco and Los Angeles, for instance, require employers to pay for jury duty even though California state law does not. Check your city or county website to see if a local rule applies to you.

How to find out what your state requires

The fastest way to learn your state's rule is to visit your state court system's website and search for "jury duty pay" or "employer compensation." Most state court systems publish this information clearly because they need jurors to understand what they will receive. You can also call your county courthouse directly and ask whether your state requires employers to pay during jury service.

If your state does require payment, the law usually specifies how many days are covered and whether there are income or employer-size limits. Write down the exact rule — the number of days, any wage caps, and any employer-size thresholds — because you may need to show this to your employer or HR department. Some employers are unaware of the requirement and will pay once you provide the statute.

What happens if your employer refuses to pay when required

If your state or city requires payment and your employer refuses, you have a few options. First, provide your employer with a copy of the law. Many refusals happen because the employer straightforward does not know the requirement exists. If they still refuse after seeing the statute, you can file a complaint with your state's labor department or attorney general's office. Some states allow you to sue your employer for the unpaid wages plus penalties.

Before taking formal action, check whether your employer has a jury duty policy. Some large employers have internal policies that exceed what the law requires, and HR may not have communicated the policy to your manager. A conversation with HR often resolves the issue faster than a formal complaint.

Protection against retaliation for jury service

Every state protects employees from retaliation for jury duty. Your employer cannot fire you, demote you, reduce your hours, cut your pay, or otherwise punish you for serving on a jury or being summoned to jury duty. This protection exists even in states where employers are not required to pay you. The protection also covers time spent in jury selection — you cannot be punished for showing up to court even if you are not chosen for a trial.

If you believe your employer has retaliated against you for jury service, document what happened: the date of the retaliation, who was involved, and what was said or done. Then contact your state labor department or attorney general's office. Retaliation claims are taken seriously, and most states allow you to recover lost wages and damages if you can show the retaliation was connected to your jury duty.

The court's daily fee and what it covers

The court will pay you a small daily fee for each day you serve. This fee varies by state and sometimes by county. It typically ranges from $15 to $50 per day, though some courts pay nothing for the first day or first few days. A few states pay more — some offer $50 to $100 per day — but these are exceptions. Check your summons or your court's website to see what your court pays.

This court fee is not meant to replace your lost wages. It is intended to help cover parking, meals, and transportation. If you serve for two weeks and earn $20 per day from the court, you will receive $280 total — far less than most people lose in wages over that period. If your employer does not pay and your state does not require it, the court fee will not make up the difference.

Self-employed people and jury duty pay

If you are self-employed, neither your employer nor the state will pay you for jury duty because you have no employer. You will receive only the court's daily fee. Some self-employed people can deduct lost income as a business expense on their taxes, but this does not replace the income itself. If you are called for jury duty and cannot afford to lose the income, you can request a postponement or ask to be excused. Courts sometimes grant these requests for self-employed people, though they are not required to.

Gig workers and independent contractors are in the same position as self-employed people. You will receive the court fee but no employer payment, because you have no employer in the traditional sense. If you work through a platform like Uber or DoorDash, the platform is not your employer under the law and has no obligation to pay you during jury duty.

Frequently Asked Questions

Can my employer make me use vacation or sick time during jury duty?

It depends on your state and your employment contract. Some states require employers to pay your regular wage during jury duty and do not allow them to require you to use paid time off. Other states have no rule, which means your employer can require you to use vacation or sick time if that is their policy. Check your state law and your employee handbook to see what applies to you.

What if I am on unpaid leave when I am called for jury duty?

If you are already on unpaid leave, most states do not require your employer to pay you for jury duty on top of that. However, some states treat jury duty as an exception and require payment even if you are on unpaid leave. This is rare, so check your state law. If your state does not require payment, you will receive only the court's daily fee.

Do I have to tell my employer I was summoned for jury duty?

Yes. You must tell your employer that you have been summoned, and you should provide them with a copy of the summons. This protects you legally because it documents that you were required to be in court. If your employer later claims you were absent without permission, you have proof that you were fulfilling a legal obligation. It also gives your employer time to plan for your absence.

What if the trial lasts longer than my state's required pay period?

If your state requires payment for only the first five days but the trial lasts three weeks, your employer's obligation ends after day five. You will receive the court's daily fee for the remaining days, but no employer payment. Some employers choose to pay beyond what the law requires, so it is worth asking. If they refuse, you have no legal recourse beyond the state requirement.

Can I be fired for missing work because of jury duty?

No. Every state prohibits employers from firing you for jury duty or jury summons. However, if you fail to show up to court without being excused, the court can hold you in contempt, and your employer can then fire you for not showing up to work. The protection covers jury duty itself, not your failure to appear in court.