Free Initial Consultation
We offer a free 20 minute telephone consultation to all new clients. During this consultation we will provide you with an estimate of costs going forward.
We do not charge VAT on our fees.
Fixed fee interview
As a starting point we offer a fixed fee interview of £250. This includes a review of your case and confirmation of advice in writing.
Hourly rate
We charge an hourly rate of £150.
Fixed fees
Wherever possible we try to agree a fixed fee for a certain amount of work which will include travel, preparation and attendance time. We generally find this is the best option for most clients.
Damages based agreement
This is similar to a “no win no fee agreement” where we recover a percentage of your compensation in payment of our fees (typically a third). If you lose you pay nothing.
Insurance
You may be able to fund litigation through your existing legal expenses insurance typically found on household contents insurance or business insurance. We will give you guidance regarding this.
Your funds
As we are independent solicitors, we do not hold client funds. We only hold client money on account of fees or to pay fees. Any client funds will be paid directly to the client.
Employment tribunal claim fees
Our pricing guide in respect of raising or defending claims of unfair dismissal or unfair constructive dismissal are as follows:
- A simple case is in the region of £2,500 - £5,000.
- A medium complexity case is in the region of £5,000- £7,500.
- A high complexity case is in the region of £7,500 -£15,000.
Factors that can make a case more complicated are:
- Increased number of documents
- A high number of witnesses
- Dealing with preliminary issues (such as time limits or employee status)
- Dealing with costs applications.
Possible disbursements:
- Barrister’s fees. Between £1,000 to £3,000 per day plus VAT
- Medical reports. Approximately £500 plus VAT
Stages of an unfair dismissal claim:
- Taking instructions and advising on the merits and likely remedy.
- Dealing with early conciliation through ACAS.
- Preparing ET1 claim form or ET3 response.
- Advising on the other side’s form.
- Prepare and exchange with the other party a list and copies of all documents that they have that are relevant to the issues in the proceedings.
- Obtaining and exchange any expert reports required.
- The claimant to prepare and serve on the respondent a schedule of loss setting out details of the financial compensation claimed.
- Exchanging written witness statements.
- Agreeing the contents of and preparing an indexed and paginated documents bundle. Tribunals tend to make employers responsible for the preparation of several copies of the bundle for use at the Tribunal Hearing.
- Agreeing a list of issues.
- Attending the tribunal hearing.
- Advising on the judgment.
Please telephone us on 07720950920 for a discussion on costs.
We advise on all areas of employment law, including:
- HR Advice & Contracts of Employment
- Staff handbooks and policies
- Employment Tribunal Representation
- Unfair and Wrongful Dismissal
- Disciplinaries and Grievances
- Discrimination
- Equal Pay
- Whistleblowing
- Recruitment
- Transfer of Undertakings
- Redundancy
- Service Agreements
- Contractual Disputes
- Settlement Agreements (formerly Compromise Agreements)
- Restrictive Covenants
- Contractual Changes
- Minimum Wage
- Data protection
We are regularly instructed by new start up businesses to draft contracts of employment, service agreements and staff handbooks, which clearly set out the boundaries of the employment relationship.
It is important to instruct an Employment Solicitor as soon as a dispute arises. If we are instructed at the outset of an employment problem, the greater the chance of successfully resolving a problem and preventing it from escalating. We are regularly instructed to assist with grievances and disciplinaries at an early stage, which can help clients to successfully resolve disputes and save valuable time and money. If a case does progress to the Employment Tribunal, we advise and represent from the beginning to the end. We have experience of advising and representing clients to the Employment Appeal Tribunal.
We are instructed by clients who wish to make changes to contracts of employment, reorganise, or make redundancies.
Our team advise on the process of transfers of undertakings and service provision changes when employees transfer from one employer to another.