FEES

For employees:

Our hourly rate starts at £250 per hour. All the figures quoted are exclusive of VAT and expenses such as travel to an employment tribunal hearing venue. We will always seek to agree to conduct a hearing by phone where possible. Depending on the case, we may be able to agree a fixed or capped fee. However, we do not operate “contingency” fees or work on a “no-win, no-fee” basis.

Some household or other insurance policies include a provision for legal expenses insurance. Before you instruct us it is always worth checking to see if you have any such insurance.

The time it takes to conclude any issue or case will depend on the complexity of your matter and the stage in the process at which you instruct us. We can give you a better idea of likely total cost once we have spoken to you, seen your paperwork and agreed how much you would like us to be involved, but the following is indicative of our pricing structure in “typical” cases.

Employment tribunal claims

An unfair dismissal claim is usually listed for a day, and some Tribunals have availability in the next six months for a one-day hearing. Before you reach a Tribunal hearing however, normally you must first go to ACAS to obtain an “Early Conciliation” certificate (this can be done on-line) and then submit your claim, all within the legal deadlines. Your employer will have time to respond to the claim (typically four to eight weeks from when you lodged your claim). We can help you go to ACAS and draft your claim form. Once we have the employer’s response, we can put together the paperwork for the hearing (this goes into a “bundle”, usually compiled by the employer) and produce witness statements and a schedule of loss. We will also agree a chronology and a cast list where needed, and the list of issues for the Tribunal to determine. The Tribunal usually sets the timetable for doing all those things. A claim for unfair dismissal is therefore likely to cost between £7,000 and £15,000 to take to and represent you at a one-day hearing. Additional days at a hearing are likely to cost £600-£750 per day.

For a discrimination claim, there will be an additional “preliminary” hearing (sometimes more than one) and hearings tend to last longer. Some Tribunals are already listing multi-day hearings for 15 months’ time, so it will very much depend on where you work or worked as to when your case will be heard. Again, there will be additional days or part-days to include in the calculation.

Other types of claim, such as deductions from wages claims or claims for holiday pay can take less time to come to a hearing, and the hearings are usually much shorter (e.g. two hours), though the method of preparation (ACAS Early Conciliation, lodging a claim, paperwork and statements) is the same. These cases may be heard within three to six months of lodging the claim and are likely to cost between £2,500 and £7,500.

Settlement agreements

For settlement agreements, you will customarily be given a contribution from your employer to the cost of the advice and we will aim to keep our fees within that contribution. We will advise you if we do not believe we will be able to do so, and seek to negotiate an increase from the employer, although our fees ultimately remain your responsibility.

Other employment-related matters

All other matters, for example, advising you in relation to grievance, disciplinary or absence issues at work, will be charged at our normal hourly rate, unless we are able to offer you a fixed or capped fee.

For employers:

We will charge you from £250 per hour for advice.  The time it takes to conclude the case will depend on the complexity of the matter and the stage at which you instruct us.  We can give you a better idea of likely total cost once we have spoken to you and seen the paperwork, but the following is indicative of our pricing structure in “typical” cases. 

An unfair dismissal claim is usually listed for a day, and some Tribunals have availability in the next six months for a one-day hearing. Before a claim reaches the Tribunal however, there are some preliminary steps. Your (former) employee may wish to try to conciliate and settle the matter via ACAS. If they do not, or if conciliation is unsuccessful and they lodge a claim, you will be given time to respond. We can deal with ACAS conciliation and draft the response to the claim. We can also put together the paperwork for the hearing (“bundle”) and produce witness statements, a chronology and a cast list. The Tribunal usually sets the timetable for doing all those things and for agreeing a list of issues with the other side. A claim for unfair dismissal is therefore likely to cost between £7,000 and £15,000 to defend, including representing you at a one-day hearing. Additional days at a hearing are likely to cost £600-750 per day.

For a discrimination claim, there will be an additional “preliminary” hearing (sometimes more than one) and hearings tend to last longer. Some Tribunals are already listing multi-day hearings for 15 months’ time, so it will very much depend on where you are based as to when the case will be heard. Again, there will be additional days or part-days to include in the calculation.

Other types of claim, such as deductions from wages claims or claims for holiday pay can take less time to come to a hearing, and the hearings are usually much shorter (e.g. two hours), though the method of preparation (bundle and witness statements) is the same. These hearings may be heard within three to six months of the claim being lodged and are likely to cost between £2,500 and £7,500 to defend.

All the figures quoted above are exclusive of VAT and expenses such as travel to the hearing venue. Some preliminary hearings can take place by telephone, so we would not incur time or cost in travelling to the venue. We will always seek to agree to conduct a hearing by phone where possible. Depending on the case, we may be able to agree a fixed or capped fee. We do not operate “contingency” fees or work on a “no-win, no-fee” basis.

We can also give advice on steps to deal with difficult conversations at work and, if necessary a draft a settlement agreement if the employee is likely to exit the business. In those circumstances, you will also need to think about whether you will contribute to the employee’s own legal costs.

COMPLAINTS PROCEDURE

Click here for our complaints procedure.

DEBT COLLECTION

Click here to read about our debt collection service

 
 
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