Fee structures
Employment attorney fees in Evanston, explained.
Marrable Law offers four fee structures, chosen by the nature of your case: contingency, with no upfront legal fees; hybrid; flat fee; and hourly. Frances explains which one fits your matter during a confidential consultation, and the terms are agreed in writing before any work starts.
Contingency
No upfront legal fees
Hybrid
Reduced rate, then contingency
Flat fee
One agreed price
Hourly
Billed for time spent
How fees work
The structure follows the case.
The firm offers several fee structures, and the matter decides which one fits. The point of this page is to answer the cost question before you call: how each structure works, what it covers, and what gets put in writing. No amounts are published here, because the right terms depend on the matter.
Contingency fee
With a contingency fee there are no upfront legal fees. Frances covers court costs, filings and depositions while the case runs, and her fee is a percentage of any recovery, so you pay a legal fee only if the case produces a recovery through a settlement or a judgment. Contingency is common for claims against an employer, such as discrimination, retaliation, wrongful termination and wage and hour cases.
Hybrid fee
A hybrid fee combines the two. You pay a lower hourly rate, costs, or both as the work happens, and if funds are recovered, a contingency fee applies. It helps manage risk on both sides while keeping costs affordable, and it can suit matters where a full contingency does not fit.
Flat fee
A flat fee is one agreed price for a defined piece of work. It is ideal for one-time legal support, such as a severance agreement review, an unemployment appeal or a workplace consultation. You know the price before the work starts. See flat fee and hourly services for what that work covers.
Hourly
Hourly work is billed for the time spent. It suits ongoing counseling while you are still in the job, where the amount of work is hard to predict at the start. Frances explains how time is recorded and billed before you commit.
Fees and costs are different things
Legal fees pay for Frances’s work. Costs are the out-of-pocket expenses of a case, such as court filing fees, deposition transcripts and service of documents. Your written agreement says who pays each one and when. On a contingency matter, Frances covers court costs, filings and depositions as the case runs.
What goes in writing
Before any work begins, the fee structure, the scope of the work, how costs are handled and what happens if the matter ends early are set out in a written agreement. Contingent fee agreements are generally required to be in writing and to explain how the fee is calculated. You can ask questions about any term before you sign.
The consultation
The first conversation is confidential. Frances listens to what happened, tells you which fee structure she would suggest and why, and answers your questions about cost. Ask about the consultation terms when you call, so there is nothing unexpected.
What to expect
How your fee gets set.
Your fee is set in three steps, and nothing is charged for work you have not agreed to.
Your attorney here
The attorney behind this work.
Frances Teale
Partner, Marrable Law
Frances defended employers at a management-side firm before she crossed over to represent workers. She now leads the employee-side practice at Marrable Law, including individual and group wage and hour cases. When you call about this kind of matter, you speak with her.
Before you call
Questions about fees.
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It depends on the nature of your case. Frances explains the options that fit your matter during the confidential consultation, before any work begins.
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No amounts are listed here. The terms for your matter are set out in writing before work starts, so you know what you are agreeing to.
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There are no upfront legal fees on a contingency matter, and Frances covers court costs, filings and depositions while the case runs. Your written agreement explains how costs are treated at the end.
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Severance reviews are usually one-time support handled as flat-fee or hourly work. Frances will say which fits once she sees the agreement.
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If a counseling or review matter turns into a claim, the fee for that new work is discussed with you and put in a new written agreement.
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Several employment laws allow an employee who succeeds on a claim to recover attorney fees from the employer. Whether that applies depends on the law and the outcome; Frances explains how it would interact with your agreement.
Also handled here
Related practice areas
Employee counseling, severance reviews and unemployment appeals, without a lawsuit.
Severance Review & Negotiation 06
Understand what you would be waiving before you sign, and negotiate for better terms when possible.
Wage & Hour Claims 05
Unpaid overtime, off-the-clock work, missed breaks, unlawful deductions and misclassification.
