Employment Tribunal Pricing For Employees
We regularly advise employees on Employment Tribunal claims, Settlement Agreements and all other aspects of employment disputes. 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 respect. 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.
Our expert team have years of experience, so have almost certainly dealt many times with similar situations to the one you are facing. We will explore all the options available to you, helping you to 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 an estimate at the outset. We will notify you if we think that estimate has changed 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 needed to prepare your case and to 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 annual audit process which ensures we maintain the highest levels of client care.
We offer a range of funding solutions to help you to pay for our services:-
- You may have Legal Expenses Insurance that covers such claims and we will check your insurance policies with you and approach your insurer for you.
- Your matter may be suitable for us to offer a Damages Based Agreement (a no win no fee arrangement). Suitability depends upon the merit and value of your claim. If suitable then either: -
- you pay expenses (such as barristers fees) as you go but pay nothing up front for our fees and only pay a percentage of your winnings to us if your claim is successful to cover our fees or;
- you pay our fees at a reduced rate on a monthly basis and pay expenses (such as barristers fees) and then an additional sum if your claim is successful.
- You may fund your claim privately and we give some guidance about pricing below.
Although there are common themes in employments case, the facts in each case and evidence in each case is different. We will work with you to find a funding solution that works for you and us and agree that with you at the outset.
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. We will make this assessment and inform you of the relevant fees at the earliest opportunity.
Factors that may influence this include:
- The nature and complexity of your case
- The amount and availability of documentation in your case
- Filling out and submitting a claim form outlining your case to the relevant tribunal centre
- Reviewing your former employer’s response to the claim
- The attitude adopted to your claim by your former employer
- Reviewing documentation received setting out the factual and legal basis of the claim
- Reviewing any Orders made by the Tribunal
- Making any further applications to a Tribunal on your behalf
- Determining whether an employment tribunal hearing is required
Anticipated length of hearing
Cost/Range of Costs
Counsels fees (including vat)
Simple case typically: (1) wages; holiday pay, redundancy pay, (2) failure to provide; pay slips, a contract, written reasons for dismissal, no preliminary hearing standard directions
1 day or less
Medium complex case typically: unfair dismissal, wrongful dismissal, breach of contract no preliminary hearing standard directions
High complex case typically: discrimination, whistleblowing, equal pay, flexible working, TUPE related claims, family rights claims, restrictive covenants, preliminary hearing (Senior Counsel) standard or nonstandard directions
Attending tribunal hearing per day*
* based on our experience we typically allow ½ - 1 day for this to attend with Counsel usually on day 1 of the hearing but can be clearer on this point when we speak with you.
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.
Counsel's fees estimated as set out in the above table (depending on experience of the advocate) for attending a Tribunal Hearing (including preparation).
Exclusions and Factors Which May Make a Case More Complex
If 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 an application to amend your claim or to provide further information about an existing claim
- Making or defending a costs application
- Complex preliminary issues such as whether there has been a dismissal or whether you have a disability (if this is not agreed by the parties)
- The number of witnesses and documents
- If it is an automatic unfair dismissal claim e.g. if you are dismissed after blowing the whistle on your employer
- If there are allegations of discrimination linked to the dismissal
- If the claim arises from lengthy processes such as performance or capability
- If the matter has been dealt with by a number of different people within your former employer’s organisation
- The attitude adopted to your claim by your former employer and their conduct during the proceedings
- Mediation takes place
- The location of the Employment Tribunal (if further way than Reading or Southampton).
- A last-minute adjournment of the hearing
- The final hearing lasts longer than it is listed for
- The remedy is not determined at the final hearing
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 tribunal hearing is required it may take many months to get a hearing date.
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 35-60 weeks.
If the Remedy is decided after the final hearing this can add an extra 12-15 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.
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 as more documents and evidence come to light)
- Entering into pre-claim conciliation with ACAS 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
- Considering the need for and, where necessary, obtaining expert evidence
- 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