If you're facing workplace discrimination, you probably know you need legal help, but you may not be sure how to get a lawyer or whether you can afford one.
The good news: many employees pay nothing, because they're represented on contingency. But contingency isn't the only option, and it's not always the right one.
Which is why this guide explores all of your options from contingency lawyers to filing with civil rights agencies and everything in between.
1. Contingency Fee Lawyers
What it is: Contingency lawyers don’t charge anything upfront. Instead, they only get paid if you win or settle your case. Their fee is typically a percentage of your total recovery — usually between 30% and 40%.
Pros:
No upfront cost to hire the lawyer
If you lose, you don’t owe anything
Lawyer is financially motivated to win or negotiate the highest possible settlement
Cons:
Lawyers only take cases with clear financial harm (e.g., lost wages or benefits)
Cases based solely on emotional distress or unfair treatment are often declined
These lawyers are highly selective and competition for representation is steep
Best for:
Cases involving clear financial damage, such as wrongful termination, demotion, or denied promotions with significant income loss.
Not great for:
Employees seeking help to stop ongoing discrimination or prevent future harm as contingency lawyers usually take cases after serious financial harm has occurred.
Buyer Beware:
Some lawyers — especially those at larger firms — may agree to contingency representation only for the negotiation phase. If negotiations fail and you want to move forward with a lawsuit, there’s no guarantee they’ll continue to represent you.