Cases We Fund›Employment Claims

Pre-settlement funding for workplace discrimination plaintiffs.

Claims under Title VII, the ADEA, ADA, and state equivalents. Non-recourse advances for employment discrimination, harassment, and retaliation plaintiffs.

Overview

Workplace discrimination claims arise under a range of federal statutes: Title VII of the Civil Rights Act (race, color, religion, sex, national origin), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Pregnant Workers Fairness Act, and numerous state equivalents. These cases often involve EEOC administrative proceedings before litigation, which extends the timeline to resolution.

What We Fund
Race, sex, age, disability, national origin, and religious discrimination under federal and state law
Sexual harassment and hostile work environment claims
Retaliation for protected activity (complaints, EEOC filings, whistleblowing)
Pregnancy discrimination and FMLA interference
How It Works
01
Apply
Apply once your case has moved to active litigation (past EEOC right-to-sue). Earlier stages may be considered case-by-case.
02
Documentation
Your attorney provides the EEOC charge, right-to-sue letter, complaint, and liability assessment.
03
Decision
Employment discrimination cases are evaluated based on liability evidence and expected recovery range.
04
Funding
Wire transfer within one business day of approval.
What Makes a Qualifying Case

Not every claim is a fit for funding. The factors below are the ones our underwriting team weighs most heavily when evaluating this case type. Meeting them does not guarantee approval, but it indicates a claim well-suited for a pre-settlement advance.

A discrimination, harassment, or retaliation claim that has completed the EEOC process and received a right-to-sue letter
Documented evidence of the discriminatory conduct or protected-activity retaliation
An employer with the resources or coverage to satisfy a judgment or settlement
Retained counsel actively litigating the claim
Our Underwriting Approach

Discrimination claims are underwritten after the EEOC administrative process concludes and litigation is active. We evaluate the strength of the liability evidence, the lost-wages calculation, and the employer's size and resources, then model the expected recovery — back pay, front pay, and compensatory damages — against outcome data for comparable employment matters. Larger employers with defined coverage often present clearer recovery ranges than small employers.

Typical Timeline

Employment discrimination cases typically take 18 to 36 months once litigation begins, in addition to the preceding EEOC process.

What You'll Need
01
Completed EEOC process with right-to-sue letter, claim in active litigation
02
Documented liability evidence and lost-wages baseline
03
Retained counsel and a resourced or insured employer
Common Questions

Case-specific questions about this type of claim.

Full FAQ →
Can I apply before I have a right-to-sue letter?
Generally no. The EEOC administrative process must conclude and a right-to-sue letter issued before a case can be funded. However, if your case involves a pattern or practice claim filed directly in federal court, contact us to discuss.
Does the employer's size affect fundability?
Larger employers with established legal defense practices typically have more defined insurance coverage and clearer expected recovery ranges, which can be favorable for underwriting. Smaller employers may have lower coverage limits, which affects advance amounts.
Ready to apply?
Applications take less than five minutes. Decisions within 24 hours in most cases.
Apply for Funding