Employment Law

Employment Equity Ltd acts for employees in a number of ways. The services offered and the fee structures are set out below. The initial phone consultation is free and we work on a ”NO WIN NO FEE” basis.

Personal Grievances

Personal grievances are legal claims against an employer for such things as;

  • Unjustified Dismissal;
  • Disciplinary / Competance Hearings;
  • Redundancy / Restructure and Retrenchment;
  • Employment and Contractual Negotiations;
  • Harassment;
  • Personal Grievance;
  • Discrimination;
  • Wage and Holiday / Leave matters

Costs: Use your free call consultation to find out if you have a case.
On choosing to represent you no fee will be paid until a monetary settlement is secured.


  • Employment Agreement Advice: we can advise you on Employment contracts, clauses to suit you
  • Disciplinary Meetings: you have a right to representation. We can advise you of your rights prior to the meeting and also attend the meeting with you.
  • Redundancy negotiations
  • Bullying and intimidation
  • Harrasment and Discrimination matters
  • Mediation and resolution of workplace disputes
  • Advice on Restraint of Trade clauses

Under a typical contingent-fee agreement, the “contingency” is usually the recovery of money, or something of value, for the client. If that contingency does not occur, the client owes the attorney nothing for his effort. The obvious benefit to the client is that he or she does not have to incur an out-of-pocket expense for attorneys’ fees. This may be particularly valuable to a client who does not have the ability or desire to pay an attorney by the hour to advance the client’s case.

The “No Win – No Fee” Arrangement

The contingent-fee agreement benefits the client by effectively spreading the risk of litigation. An hourly-rate payment agreement requires the client to assume all of the risk because the advocates’ fees are a sunk cost. But under a contingent-fee arrangement, the advocate shares that risk and is only paid a fee if he wins the case or obtains a settlement. The Texas Supreme Court recently described the benefits of contingent-fee agreements when it wrote:

This risk-sharing feature creates an incentive for lawyers to work diligently and obtain the best results possible. A closely related benefit is the contingent fee’s tendency to reduce frivolous litigation by discouraging attorneys from presenting claims that have negative value or otherwise lack merit.

Finally, the contingent-fee agreement has an implicit benefit for the client.  The arrangement ensures that the advocate believes in the client’s case and will do the work necessary to obtain a positive result. Faith in the case and the desire to fight for the client may not always be present when advocates are guaranteed payment—without regard to the success or outcome of the case.  A client who retains an advocate through a contingent-fee arrangement therefore receives the advocate’s implicit belief that the case has merit. Some information drawn from an article posted by Mike Myers.

Employment Law