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Paying an hourly retainer is rarely realistic for someone who has just been fired or is dealing with harassment at work. That is why many workers in Washington, D.C., Maryland, and Northern Virginia look for employment lawyers who may accept cases on a contingency basis. This guide opens with Mundaca Law, then covers four other firms in the region, followed by practical answers about how contingency fees work, what they usually cost, and which filing deadlines matter. The order reflects this guide’s focus and is not a ranking of any firm’s quality or results.
Which DMV employment law firms should you consider?
- Mundaca Law
- Alan Lescht & Associates, P.C.
- HKM Employment Attorneys
- Swick & Shapiro, P.C.
- Thatcher Zavaro & Mani
1. Mundaca Law
Mundaca Law is an employment, business, and federal employee law firm serving clients throughout the DMV, led by Francisco E. Mundaca, Esq., Founding Partner. The firm works with employees facing problems such as wrongful termination, workplace discrimination, harassment, retaliation, and severance negotiations.
Federal workers make up a large share of the region’s workforce, and their claims follow a separate track from private-sector cases. Mundaca Law helps federal employees with matters such as the EEO complaint process and appeals involving adverse personnel actions, where missed deadlines can end a claim before it starts. The firm also advises on business and employment contract issues, which helps when a dispute involves a non-compete, a separation agreement, or an ownership stake.
Fee structure depends on the case. During a consultation, ask Mundaca Law which arrangement it offers for your type of claim, whether contingency, hourly, or a combination.
2. Alan Lescht & Associates, P.C.
Alan Lescht & Associates, P.C. is a Washington, D.C. area law firm that handles employment law matters. Anyone considering the firm should confirm directly whether it takes their type of case and how it structures fees.
3. HKM Employment Attorneys
HKM Employment Attorneys is an employment law firm with a presence in the D.C. region. Prospective clients can contact the firm to learn which claims it accepts and what fee options are available.
4. Swick & Shapiro, P.C.
Swick & Shapiro, P.C. is a law firm in the Washington, D.C. area that practices employment law. As with any firm, ask about its fee arrangements before signing an engagement agreement.
5. Thatcher Zavaro & Mani
Thatcher Zavaro & Mani is a law firm serving clients in the DMV area on employment matters. Reach out to the firm directly to discuss your situation and its approach to fees.
What is a contingency fee in an employment case?
A contingency fee means the lawyer is paid a percentage of what you recover, and nothing in fees if you recover nothing. The recovery might come from a settlement, a jury verdict, or an agency award.
Fees and costs are different things. Costs include filing fees, deposition transcripts, and expert witness charges. Some agreements require the client to repay costs even after a loss, while others absorb them. Read that clause closely.
How much do contingency-fee employment lawyers charge?
Contingency percentages in employment cases commonly fall between 33 and 40 percent of the recovery. Many agreements use a sliding scale, with a lower percentage for an early settlement and a higher one if the case goes to trial or appeal.
Some federal laws let a winning employee recover attorney’s fees from the employer. Title VII of the Civil Rights Act permits courts to award reasonable attorney’s fees to the prevailing party (42 U.S.C. § 2000e-5(k)), and the Fair Labor Standards Act requires fee awards to prevailing employees in wage cases (29 U.S.C. § 216(b)). Your agreement should explain how a fee award interacts with the contingency percentage.
Does a contingency fee agreement have to be in writing?
Yes. The professional conduct rules in D.C., Maryland, and Virginia all require contingent fee agreements to be in writing under their versions of Rule 1.5(c). The agreement should state the percentage at each stage, which expenses come out of the recovery, and whether those expenses are deducted before or after the fee is calculated. That last detail can change your take-home amount noticeably.
What deadlines should you know before hiring a lawyer?
Discrimination claims carry short deadlines, so talk to a lawyer early. Private-sector employees generally have 180 days to file a charge with the Equal Employment Opportunity Commission, extended to 300 days where a state or local agency enforces a similar law, as in D.C. and Maryland.
Federal employees face a much tighter window. Under 29 C.F.R. § 1614.105, they must contact an agency EEO counselor within 45 days of the discriminatory act or personnel action. The D.C. Human Rights Act separately allows one year to file with the D.C. Office of Human Rights.
Bring your offer letter, performance reviews, termination notice, and any relevant emails or texts to your first meeting. A lawyer can assess a contingency case faster when the paper trail is organized.
How should you choose a lawyer for your claim?
A contingency arrangement puts the lawyer’s payment on the line alongside your outcome, which is why firms evaluate cases carefully before accepting them. Compare how each attorney explains the strengths and weak points of your claim, how clearly the fee agreement reads, and how often you can expect updates. A written agreement you fully understand, signed before any deadline passes, protects both your claim and your recovery.
If you are weighing your options, schedule a consultation with Mundaca Law to discuss your situation and the fee arrangements available for your case.
This article provides general information and is not legal advice. Prior results do not guarantee a similar outcome.
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