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Payments

 

Welcome to our online payment gateway to LawPay, a service that allows us to offer a secure online payment method for our clients.

We accept echecks, VISA and Mastercard. All credit card transactions will be reflected on your next monthly statement.

Selecting either option below will take you to the LawPay site, a third-party service that will securely process your payment. If you are having difficulty using this gateway, please call 603-436-7046 or email us at AP@uptonhatfield.com.

We do not send unsolicited emails to clients asking for payment on LawPay. If you have received an unsolicited email asking to click a link to pay, please contact our office.


Pay a Bill: 

To pay your bill for current legal services,

Make a Retainer/Trust Account Deposit:

To deposit a retainer or replenish your trust account balance, 

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A member of our team will be in touch shortly to confirm your contact details or address questions you may have.

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  • By submitting, you agree to receive text messages from Upton & Hatfield, LLP at the number provided, including those related to your inquiry, follow-ups, and review requests, via automated technology. Consent is not a condition of purchase. Msg & data rates may apply. Msg frequency may vary. Reply STOP to cancel or HELP for assistance. Acceptable Use Policy
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  • Pine Ridge Realty, Inc. v. Massachusetts Bay Ins. Co. et al.

    Maine Supreme Judicial Court, May 26, 2000, Decided. Russell F. Hilliard for Anderson-Watkins Assoc. and St. Angelo.

  • Reenstierna v. Currier, 873 F.3d 359 (1st Cir. 2017)

    Summary judgment was properly awarded to defendant in plaintiff's defamation action because New Hampshire absolute witness immunity rule extended beyond the testimony provided at an administrative hearing to include statements in report that defendant prepared for New Hampshire Real Estate Appraisal Board regarding plaintiff's work as an appraiser.

  • Gender Discrimination

    An employer demoted a client after a superior treated the client negatively for nonconformance with gender stereotypes.

  • Pregnancy Discrimination

    An employer took adverse employment action against an employee because the employee did not perform work during a maternity leave.

  • Sexual Orientation Discrimination

    A client was harassed and discriminated against based on the client’s sexual orientation.