Employment Tribunal Pricing For Employees

Thank you for looking at our services for Employment Law. We regularly advise employees on Employment Tribunal claims, Settlement Agreements and all other aspects of employment disputes including grievances and disciplinary hearings. Our clients include everyone from directors and senior executives through to entry-level workers.

As an employee, you have rights under the law that employers must comply with. If you believe you have been unfairly dismissed from your job, getting the right legal advice as soon as possible is vital. This will allow you to get a clear picture of whether you have grounds for a claim and what compensation you may be entitled to.

Our employment lawyers offer clear advice and practical support to help you secure the best available outcome as quickly and simply as possible. We aim to be completely transparent about our pricing, so you can be confident our fees are fair and you are getting good value for money.

Why Us

Our expert team have years of experience, so have almost certainly dealt with similar situations to the one you are facing many times. We will explore all the options available to you, helping you determine a course of action that fits your circumstances and personal priorities.

We know that value for money and overall costs really matter when pursuing an employment claim, so will provide you with a range of estimates and keep you updated on costs at all times. This way, you can be confident we are handling matters for you in a cost effective and efficient way.

If you decide to make an employment tribunal claim, we can offer strong experience in handling Employment Tribunal proceedings and appeals. Our team can provide the robust arguments, skilled judgment and lateral thinking need to prepare your case and achieve the best available outcome.

Whether you wish to settle a claim or fight it at tribunal we will advise you on the best strategy for you and any additional fees involved.

We are proud to hold the Lexcel Accreditation issued by the Law Society. This involves the firm undergoing a rigorous audit process which ensures we maintain the highest levels of client care.

Pricing

Our fees for bringing claims for unfair and wrongful dismissal are based on three bands, which we will be happy to discuss with you.

We will advise you of the funding options available to you, for example as an individual you may have insurance which can cover your legal fees.

There are various items we will consider when deciding what pricing band your case falls into. Much depends on the complexity of the case, the actual length of the hearing, the number of witnesses on either side and the amount of documentation. In particularly complex cases that involve other issues such as discrimination or whistleblowing, the hearing could be substantially longer. We will make this assessment and inform you of the relevant fees at the earliest opportunity.

Factors that may influence this include:

• The breadth and complexity of the legal issues to consider and advise on before drafting your claim and submitting it to the Employment Tribunal
• Reviewing your former employer’s defence to the claim
• Reviewing documentation received setting out the factual and legal basis of the claim
• The amount of documentation to review from both sides
• The number of witnesses likely on either side
• Reviewing any Orders made by the Court
• Making any further applications to a Tribunal on your behalf
• Whether an Employment Tribunal hearing is required

Fees

Disbursements

Disbursements are costs related to your matter that are payable to third parties, such as barrister’s fees or the charges of expert witnesses. We handle the payment of the disbursements on your behalf to ensure a smoother process.

Counsel's fees estimated between £750 to £3,000 per day plus VAT (depending on experience of the advocate) for attending a Tribunal Hearing (including preparation).

Exclusions and Factors Which May Make a Case More Complex

In the event that the issues become more complex, we will make sure you are informed of this at the earliest opportunity and a clear estimate of those extra costs will be provided.

Factors that may lead to an increase in cost include:

• If it is necessary to make or defend application about a claim or part of a claim being out of time.
• If further and better particulars of your claim are required
• Complex preliminary issues such as whether the claimant is an employee, whether they are disabled or whether a disclosure meets the legal definition of whistleblowing.
• If the other side is not represented by a lawyer
• The number of documents and the efficiency of the process by which you provide them to us
• If it is necessary to make, consider or defend an application for specific disclosure
• If it is necessary to make or review disclosure in more than one tranche.
• The number of witnesses, the length of time over which alleged mattes took place and the amount of evidence required from witnesses
• Allegations of discrimination or whistleblowing which are linked to the dismissal and/or other types of automatic unfair dismissal claim.
• If we enter into mediation or have extensive correspondence or discussions relating to settlement
• Making or defending a costs application or deposit order application

Time Scales

The time that it takes from taking your initial instructions to the final resolution of your matter depends largely on the stage at which your case is resolved.

If a settlement is reached during pre-claim conciliation, your case is likely to take 2-6 weeks. If your claim proceeds to a Final Hearing, your case is likely to take 6 to 12 months.

This is just an estimate and we will of course be able to give you a more accurate timescale once we have more information and as the matter progresses.

Key Milestones

There are key milestones, which may vary according to individual circumstances. They may be as follows:

• Taking your initial instructions, reviewing the papers and advising you on merits and likely compensation (this is likely to be revisited throughout the matter and subject to change)
• Entering into pre-claim conciliation where this is mandatory to explore whether a settlement can be reached;
• Preparing your claim
• Reviewing and advising on the response from other party
• Exploring settlement and negotiating settlement throughout the process
• Preparing or considering a schedule of loss
• Preparing for (and attending) a Preliminary Hearing
• Exchanging documents with the other party and agreeing a bundle of documents
• Taking witness statements, drafting statements and agreeing their content with witnesses
• Preparing bundle of documents
• Reviewing and advising on the other party's witness statements
• Agreeing a list of issues, a chronology and/or cast list
• Preparation and attendance at Final Hearing, including instructions to Counsel