This Is Why You're Here
Why Employment Laws Come to Us Instead of Their Bank
A class action wage claim could recover $5M for 200 employees. But discovery, expert economists, and depositions will cost $120K over 18 months. Your firm can't self-fund that.
You're hiring a senior associate with 8 years of employment litigation experience. Salary, signing bonus, and recruiting costs total $35K. The ROI is clear but the cash outlay is immediate.
Your e-discovery costs are spiraling — $25K for document review and hosting on a single case. The client can't advance costs and the case merit is strong.
A Fortune 500 company just settled a discrimination case for $1.2M and your contingency fee is $400K — but payout is 90 days out. You've got $85K in payroll and overhead due this month.
You need a statistical expert ($15K) to prove disparate impact in a systemic discrimination case. Without the analysis, you can't get class certification. The deadline is in 3 weeks.
We landed a class action wage case worth $5M but needed $120K for e-discovery and expert economists over 18 months. Basecamp structured a $150K facility in under a week. We won the case and the ROI was unreal.
Jennifer W., Employment Litigation Partner, Chicago, IL
Employment Law Financing
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Built for Your Business
Why Employment Law Businesses Choose Basecamp
E-Discovery Bills Are Brutal
Document review, hosting, processing, production — a single employment case can run $25K in e-discovery alone. Class actions multiply that by 10. Our lenders fund these costs without blinking because they understand litigation economics.
Expert Economists Aren't Cheap
Lost wages calculations, damages modeling, statistical analysis for class certification — you need economists who charge $400/hour and you need them for months. That's a five-figure line item on every serious case.
Two-Year Cases Need Patient Capital
Employment cases don't settle in 90 days. Banks want short payback cycles. Our lenders structure facilities around your case timeline — 18 months, 24 months, whatever the litigation demands.
Class Actions Require Scale Fast
When you land a 200-plaintiff wage claim, you need to staff up immediately. Temp attorneys, paralegals, document reviewers — $35K in hiring costs this month. We fund the surge so you don't miss the opportunity.
Bobby's Take
Bobby's Playbook for Employment Law
Most employment law firm owners encounter bank lenders who evaluate them on small-business templates that weren't built for professional services. What gets missed: a dual fee-base model — employer-side retainers plus employee-side contingency cases — produces cash flow banks don't know how to read. Specialist lenders fund employment law practices on the actual cash-flow signature, not the bank's template. Here's how to position your transaction so the right specialists see it first.
Three things determine whether an employment law transaction closes: revenue mix (employer-side retainer versus employee-side contingency), case-pipeline depth, and your settlement-history track record. Not your personal FICO. Not your time in practice. Specialist employment law lenders care about whether your monthly blended revenue supports a $2,000-$3,500/month payment — and whether your case pipeline and settlement history prove the contingency side will convert.
The biggest mistake employment law operators make: applying without separating employer-side retainer revenue from employee-side contingency revenue. Lenders see mixed receivables and apply general aging. The fix: separate retainer-paid revenue from contingency-pending revenue. Specialist employment law lenders price the dual-revenue model as more diversified. Generalist lenders apply professional-services aging to everything.
contingency revenue deferred per class-action without case-cost capital
Where this gets interesting at scale: an employment law firm adding an associate, taking on a class-action case, or acquiring a retiring attorney's case file doesn't need ONE loan. They need a working capital line for associate-credentialing payroll + a case-cost line for expert witnesses on contingency cases + sometimes a a revenue-based term loan stacked with working capital for an acquisition. Three products, three lenders, one application — that's how solo employment law practices scale into multi-attorney employment firms.
The employment law attorneys who scale fastest aren't the ones who waited for the next big settlement before adding an associate. They're the ones who had associate office space and case-cost reserves ready when case demand hit. Turning down a class-action case because you can't fund the case costs is $200,000-$500,000 in deferred contingency revenue. Run the numbers in 60 seconds — see what 70+ specialist lenders will offer your employment law practice this week.
Bottom line:
Employment law firms get priced on commingled retainer-and-contingency revenue when the dual fee-base is actually a diversification strength. Separate them — that's how a specialist sees the resilience banks miss.
Bobby Friel
Founder, Basecamp Funding
What You're Up Against
The Real Challenges Employment Laws Face
Pricing Transparency
What Employment Law Funding Actually Costs
Rates and terms depend on credit, revenue, time in business, and lender. Every business is unique — see what 70+ lenders will offer you in 60 seconds. Soft-pull pre-qual.
These are industry averages. Your actual rate depends on your revenue, credit profile, and time in business — it could be lower. Run your specific numbers in 30 seconds.
Calculate Your Real Cost →Employment law firms sit on cases that take years to resolve. One firm in Chicago had a $5M class action but needed $120K upfront for e-discovery. Banks wouldn't touch it. We got them $150K in a week. They won the case — that's a 40x return on their financing cost.
Bobby Friel
Founder, Basecamp Funding
How It Works
From Application to Funded in 5 Steps
No paperwork avalanche. No bank lobby. No guessing.
60-Second Intake
Tell us about the firm, practice area, and monthly receipts. No retainer. No engagement letter.
Soft Credit Screen
We screen options with zero impact to your FICO or the firm's commercial credit profile.
Lenders Compete in the Background
Your file routes to 70+ lending partners who fund law firms. They compete; you stay focused on the docket.
One Specialist, Multiple Term Sheets
Your funding specialist walks through structures, draws, and how each affects firm liquidity. No runaround.
Choose Terms, Sign, Get Funded
Pick the structure that fits the case and the firm. E-signature. Capital lands as fast as same day.
Employment Law Capital Uses
What Employment Law Businesses Use Funding For
Payroll & Operations
Keep associates, paralegals, and staff paid during settlement gaps. Bridge the 30-90-day collection cycle.
Case Expenses
Expert witnesses, depositions, medical records, court costs — fund litigation without depleting reserves.
Marketing & Client Acquisition
SEO, Google Ads, LSAs, TV, radio, content marketing. Invest in the cases you want to take.
Technology & Software
Practice management, AI tools, client portals, cybersecurity. Stay competitive and efficient.
Office Space & Buildout
New office, renovation, second location. Project the credibility your clients expect.
Hiring & Expansion
New associates, of counsel arrangements, support staff. Scale without waiting on settlements.
Full Transparency
What Kills Your Qualification (And What Doesn't)
Most lenders won't tell you this upfront. We will.
✅ These Won't Stop You
These Can Be Deal-Breakers
Need commercial insurance for your employment law business?
Professional liability and office coverage are required for most firm financing. InsuranceService365.com covers professional services across 29 states.
Don't Wait Until You Need Funding to Get Funded
Most firms wait until a trial expense or expert retainer hits to call us. The firms that win the long game pre-qualify when revenue is steady — that's when underwriting is friendliest. The best time to know your range is before you need to draw on it.
Ready?
See What Your Employment Law Business Qualifies For
Slide the calculator, answer 3 questions, and a specialist pulls your options within the hour.
See What You Could Qualify For
Slide to your average monthly bank deposits.
Estimated Approval Range
Based on 100-150% of monthly revenue
Soft-pull pre-qual · No obligation · Estimate only
Other Law Firms Specialties We Fund
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Recommended Products
Recommended Funding for Employment Law Businesses
Working Capital
Fund case expenses, marketing, and operations between settlements.
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Revolving access for expert witnesses, depositions, and case costs.
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Accelerate collections on outstanding client invoices.
Learn More →SBA Loans
Firm acquisition, partner buy-ins, and office expansion at low rates.
Learn More →FAQs
Employment Law Business Loan FAQs
Employment Law Firm Loans & Employment Attorney Financing — $10K to $20M+
Employment cases take forever. That's the reality. A wrongful termination suit runs 18 months. A class action wage claim? Two to three years. And the whole time, you're bleeding cash on e-discovery, expert economists, depositions, and document review. One class action can eat $120K in costs before you see a dime. Your bank won't fund that. They don't understand why you're spending $25K on document hosting for a case that hasn't settled.
We do. We fund employment firms that are sitting on strong cases but need capital to see them through. $150K facilities for class action discovery. $35K working capital to hire the senior associate who brings their own book. Credit lines for e-discovery costs that spike without warning. One application, 70+ lenders, no hard pull. Plaintiff-side, defense-side, class action, individual claims — we fund it all.
Stop Discounting Cases Because Cash Is Tight. Get Your Employment Law Practice Funded Today.
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