No-win, no-fee employment lawyers: when to use them


As an employee you have a number of rights under employment law. If you think that your employment rights have been breached, you should initially make a formal complaint to your employer and follow your company’s grievance procedures. If this does not resolve the situation, you could have grounds for making a claim to an employment tribunal.

When do I need the help of a no-win, no-fee employment solicitor?

An employment tribunal operates in a similar way to a court of law in that you will appear before a panel, and any evidence you give will be under oath. If you do decide to bring a claim to an employment tribunal, having an employment lawyer to assist you can greatly help your case. For an appropriate case, you may be able to find a no-win, no-fee employment solicitor to represent you.

No-win, no-fee employment solicitors will have to first assess a case before deciding whether they will take it on on a no-win, no-fee basis. Generally this will mean that they will need to spend some time looking into your case to make this assessment. For this ‘risk assessment’ they will usually charge you a fee, known as a ‘risk-assessment fee’. The amount of this fee will vary depending upon the type of case and the degree of complexity.

It is very important to discuss with a no-win, no-fee employment solicitor what fees and costs you could be liable for. Generally, no-win, no-fee solicitors will not charge you unless you win your tribunal claim. You need to discuss with your lawyer on what basis they will be paid in the event that you are successful, and whether there are any costs that you need to pay if you are unsuccessful.

If you would like to obtain legal advice about employment law, Contact Law can put you in touch with a local specialist no-win, no-fee employment solicitor free of charge. So, if you have any questions or would like our help in finding local no-win, no-fee employment solicitors please call us on 0800 1777 162 or complete the web-form on the right.

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