Employee Grievances and Compensation – Making Sure It’s Worth Your While

October 13, 2023

in Employment

We are conscious that clients do not want the cost of enforcing their rights to be more than what they are worth.

The last thing you want when you’ve just lost your job, is a hefty legal bill.

That makes hiring a lawyer to help you pursue your personal grievance, and recover the appropriate compensation, tricky.

Just when you need to be able to lay-out some money to pursue your rights, you are least sure you can afford it.

Very little in this world is guaranteed. These situations are no exception.

That said, you can take some comfort.

It is very common that a settlement of a personal grievance includes a contribution by the employer to their (ex)employee’s legal costs.

In one recent case we handled, we succeeded in getting our client’s entire legal bill paid by their (ex)employer. Needless to say that the client was very happy to walk away with what was a significant financial settlement, which was not reduced in its benefit to our client by having to pay their legal costs out of the settlement funds.

Now, just to be clear, that was a great result and we are not saying that we can do that in every case.

Still, it is reasonably common now that an (ex)employer will at least contribute to your legal costs. It is also reasonably rare that your costs would take-up the majority of any compensation you would receive.

Our point is that a lot of the time, even if you have to pay some bills along the way, you have a good chance of getting back a meaningful chunk of it when things settle and overall being better-off.

Every situation is different. It may be that yours isn’t suited to getting compensation – we can discuss that with you, and if you have other goals, we can help you make an informed decision about whether your legal spend will be worth it for you.

If you require any advice or further information on the matters dealt with in this publication please contact the lawyer at Farry Law who normally advises you, or alternatively contact:

Wallace Revell


09 353 6672

The information contained in this publication is intended as a guide only.  It does not constitute legal advice and should not be relied upon as such.  Professional advice should be sought before applying any of the information to particular circumstances.  While every reasonable care has been taken in the preparation of this publication, Farry Law does not accept liability for any errors it may contain. 

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