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 £75 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.
Disbursements are costs due to third parties regarding your case, such as:
- Medical and Occupational Health reports
- Company search fees
- Mediators fees (if the parties agree to settle through mediation)
We are able to assist you with the payment of disbursement to ensure a smoother process.
Please note that the above fee does not include barristers’ fees. This can range from £1,200 to £3,500 (inclusive of VAT) per day (depending on experience of the barrister and the complexity of the issues involved) for attending a tribunal, preliminary, final or remedy hearing (including, perusal, advice, drafting and preparation of documents).
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
Mr Edward Goodman (a Solicitor and Member of the firm) is the head of our Employment Department. He has over 20 years' experience in employment law cases and has undertaken a lot of work in this area.
Authorised and Regulated by the Solicitors Regulation Authority