Employment Fees

Typical Case Pricing

• Simple case from start to finish: £2,400 – £5,000
• Medium complexity case from start to finish: £6,000 – £10,0000
• High complexity case from start to finish: £10,000 – £20,000

It is unlikely any unfair or wrongful dismissal case would cost more than £20,000. A few cases per year do go above this fee level, but these are normally extremely high value cases with potentially extremely large potential awards.

Our Menu pricing guide

We have attempted to set out sample menu pricing for a typical “simple” case. These costs would normally be increased proportionately as the complexity increases. As always, much depends on the exact circumstances of the case and you would be best placed to discuss likely estimates of your particular case with your lawyer. Again, we would remind you that most cases settle and they settle at different stages of litigation.

(all prices including VAT)

(A “simple” case)

• First instructions: £200 (normally a fixed fee)
• Engaging in initial settlement negotiations / ACAS: £100 – £600
• Preparing your claim form: £200 – £600
• Considering response: £200 – £400
• Exploring and negotiating a settlement: £200 – £600
• Preparing your schedule of loss: £200
• Preparing your disclosure: £200 – £400
• Considering your opponent’s disclosure: £200 – £40
• Preparing your witness statement: £200 – £400
• Considering your opponent’s witness statements: £200 – £600
• Attendance at a final hearing: £600 – £1000
• Total: £2,500 – £4,100

Factors that could make the case more complex:

• If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim;
• Defending claims that are brought by litigants in person;
• Making or defending a costs application;
• Complex preliminary issues such as whether the claimant is disabled (if this is not agreed by parties);
• The number of witnesses and documents;
• If it is an automatic unfair dismissal claim e.g. if you are disabled after blowing the whistle on your employer;
• Allegations of discrimination / harassment / victimisation which are linked to the dismissal.

In a simple unfair dismissal claim there is not usually a preliminary hearing. We charge from £666 – £1,222.00 for attending a preliminary hearing, depending on travelling time and the complexity of the case.The stages set out above are an indication and if some of the stages above are not required, the fee will be reduced. You may wish to handle the claim yourself and only have our advice in relation to some of the stages. This can also be arranged on your individual needs. Disbursements are costs related to your matter that are payable to third parties, such as Court fees. We handle the payment of the disbursements on your behalf to ensure a smoother process. If your case is complex we may instruct a barrister. Counsel’s fees range in cost depending on their experience. Counsel’s fees can range from between £1200 – £5000 per day. The time it takes from taking your 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 – 4 weeks. If your claim proceeds to a Final Hearing, your case is likely to take 20 – 52 weeks. 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.

The main funding options available to you are:

How long will my matter take

• Legal Expenses Insurance
• No Win No Fee Damages Based Agreement
• Privately paying – fixed fee
• Privately paying – agreed hourly rate
• Trade Union Representation
• Self Representation

Legal Expenses Insurance

If you or any adult living in your household has any home contents insurance (or any other kind of insurance), then you should check the policy to see if it provides cover for legal costs. If you do, the insurance company will pay your legal costs and it should offer you the right to choose any firm of solicitors of your choice. We are regularly instructed by insurance companies to represent our clients.

No Win No Fee – Damages Based Agreement

Damages-based agreements are a form of contingency fee, or “no win no fee”. A Damages-based agreement is an agreement for you to pay us a percentage of your compensation or settlement monies instead of paying our costs upfront. The Regulations governing such arrangements set a maximum fee of 35% (including VAT) of the amount which is actually recovered from your opponent.

If your claim does not succeed then you do not pay us any costs so long as you have complied with the terms of the agreement.

If we decide that your case has good prospects of success and you wish to fund your claim under a DBA then we will explain exactly how it works and provide you with all of the necessary information before you go on to sign it.

Privately Paying – Agreed Fixed Fee

This method of funding is usually offered where we can easily predict the likely costs in advance. The fixed fee will be payable irrespective of whether the case is won or lost but provides our clients with a definite predictable cost from the outset so that they can achieve certainty when budgeting.

Privately Paying – Agreed Hourly Rate

In some cases paying for our services on an agreed hourly rate may be the most suitable way of funding your claim. It may be that your claim is of a very high value and you prefer to manage your costs in this way. Alternatively, you may have a claim that is not particularly strong but you still wish to bring because of the importance of it to you or because you are pursuing an outcome other than compensation.

We will provide you with an estimate of the likely costs at the outset and update you regularly throughout the progress of the case. Using this method you pay for your costs irrespective of the outcome. Our hourly rates range from £120 to £210 per hour depending on the type of work undertaken and level of employment lawyer required.

Trade Union Representation

If you are a member of a trade union, and were a member before the incident leading to your present dispute arose, you should be entitled to free representation through your union. We suggest that you contact you union and ask them to progress your case with their in-house legal advisers.

It is difficult to ascertain the fee that will be incurred for each employment matter as each case is unique. Therefore the following factors are to be taken into consideration (including but not limited to):

• Where there is a dispute as to whether the claimant is disabled
• The amount of documents
• The number of witnesses
• Any allegations of dismissal
• If the dismissal occurred as result of whistle blowing
• Initiating or defending a costs application

Our fees are based on the following and on the assumption that the parties are in agreement and any third parties instructed to undertake work will do so in a timely manner:

• Obtaining initial instructions of case, perusing and considering the papers and employment manuals, reviewing the contracts of employment before advising you on the merits of the case and possible compensation. Please note that this is likely to change and therefore will be reviewed throughout the case
• Drafting and considering a letter before action
• Collate and review medical records
• Commence pre-claim reconciliation with ACAS (to discuss settlement before issuing proceedings)
• Draft claim or defence
• Considering and advising on claim or response from other party
• Negotiations on settlement
• Drafting and considering a schedule of loss in the case
• Preparations for attending a Preliminary Hearing
• Exchange of documents with the other party and agreeing a bundle (document)
• Obtaining instructions for witness statements, drafting statements and confirming same with witnesses
• Preparing and collating documents for the preliminary hearing, final hearing or remedy hearing
• Considering and advising on the other party's witness statements
• Preparations for, and attendance at a Preliminary Hearing
• Agreeing a list of matters, a chronology and/or witness list
• Arranging conference with barristers if necessary
• Considering and reviewing barrister’s notes, arguments and opinions
• Make necessary preparation, attend preliminary hearings, final hearings or remedy hearings
• Receive payment/compensation
• Finally, negotiate terms of settlement

How much will issuing or defending a claim be?

We charge an hourly rate of £250 plus vat (Head of Employment Department)

There is an initial consultation fee of £70 to obtain instructions and ascertain the merits of your case.

A defended Employment Tribunal claim could cost from £10,000 to £50,000 (inclusive of vat) depending on the merit, length and complexity of the matter.

Duration of case

The duration of case depends on the stage at which the parties reach an agreement. This is also dependent on when the case is allocated by the Employment Tribunal. Therefore if an agreement is reached by the parties during conciliation stages, your case may 2-3 months (this is only an estimate).

In the event that it proceeds to a final hearing, the case may take between one year to 19 months. Further information on the time scale will be available upon receipt of instructions and as the case progresses.

Conduct of your case

Our employment team is made up of Solicitors and Paralegals (with 2 to 5 years’ experience). The team is supervised by a Member who has over 15 years’ experience working in employment law matters.