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. 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 team offers 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 employment team has 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 needed 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 the fees involved.

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.  We can assist you in making a claim to your insurers.

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 need for:

  • Filling out and submitting a claim form outlining your case to the relevant Tribunal centre
  • Reviewing your former employer’s response to the claim
  • Reviewing documentation received setting out the factual and legal basis of the claim
  • Reviewing any Orders made by the Tribunal
  • The number of witnesses involved
  • The volume of documentation
  • Allegations of discrimination which are linked to the claim
  • A dismissal that occurs after blowing the whistle on your employer
  • Making any further applications to the Tribunal on your behalf
  • Whether an Employment Tribunal hearing is required

Fees

Item

Cost/Range of Costs

Straight forward case

£3000-£5000 (excluding VAT)

Medium complex case

£5000-£15000 (excluding VAT)

High complex case

£20000-£50000 (excluding VAT)

Attending Tribunal hearing per day

£1000 (excluding VAT)

A straight forward case of unfair or wrongful dismissal may take one to two days for a Tribunal to hear.

More complex cases could take 5 or more days for a Tribunal to hear, and very complex cases can involve the Tribunal hearing evidence over a period of weeks.

We can be clearer about costs and timescales when we speak to you about your case.

If you win your claim at a hearing, in some circumstances the Tribunal can order your employer to pay some of your legal costs but there is no guarantee that this will happen. 

There is a possibility, again in certain circumstances, if you lose your claim the Tribunal can order you to pay some of your employer's legal costs.  We can discuss this with you in more detail.

Disbursements

Disbursements are costs related to your matter that are payable to third parties, such as Counsel's fees. We handle the payment of the disbursements on your behalf to ensure a smoother process but you will be required to make a payment on account for disbursements prior to our making the payment to the third party.

Costs incurred if you are represented by Counsel at a hearing, or if advice is required from Counsel at any stage of the process will be quoted for separately  Hourly rates charged by Counsel will depend upon their seniority and experience but typically range from £250 - £500 (excluding VAT).

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 provide you with a revised cost estimate.

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 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

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 4-8 weeks. If your claim proceeds to a Final Hearing, your case could take several months to reach a resolution.

We will of course be able to give you a more accurate timescale once we have more information about your case 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 which 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 a schedule of loss and considering any counter-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 the hearing bundle (although this is usually the respondent's responsibility)
  • 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