Workers coping with the consequences of misconduct by their employers are often left struggling financially. Employer misconduct might include discrimination, such as denying someone fair pay or employment opportunities based on protected characteristics like race or sex.
Other workers may need to bring a claim because of unpaid wages or wrongful termination, both of which are scenarios that leave someone at a financial disadvantage. Employees trying to recover from the misconduct of the companies that hire them sometimes need to pursue a lawsuit against the business.
Contingency fee arrangements with lawyers are typically beneficial for those struggling with some kind of career setback who hope to take legal action.
How a contingency fee works
Many lawyers only offer their services to those who can afford a large retainer. The client pays thousands of dollars at the very beginning of the relationship. The lawyer then bills against that deposit whenever they provide advice or attend a court hearing. Eventually, the client may have to make additional payments for the legal services they require.
A contingency fee arrangement involves no upfront costs for the plaintiff. The lawyer reviews the case and determines that they think it is strong enough to justify taking the case on without direct compensation. They then receive a percentage of the amount recovered in a successful lawsuit.
Both parties benefit from such arrangements, making contingency fee scenarios ideal for those with strong claims but insufficient resources to pay out-of-pocket for an attorney. Learning more about how employment law claims unfold can help those who believe their employer violated their rights.