We regularly advise employers of all sizes across a wide range of industries on dealing with employment tribunal claims, early conciliation and other options for resolving employment disputes.
As an employer, you have a legal duty to provide a fair working environment that complies with all relevant legislation, while still needing to be able to manage your workforce effectively. If an employee has raised an issue or made a claim to an Employment Tribunal, it is essential to have the right expert advice to protect your business and reputation.
Our expert employment lawyers can guide you through each step of the process of dealing with an employment dispute, removing as much stress and uncertainty from the situation as possible. We can help you secure the best available outcome for your business as efficiently and cost-effectively as possible while minimising any negative impact on your commercial interests.
Our expert team have years of experience handling both straightforward and highly complex employment disputes at every level, from negotiation and early conciliation through to Employment Tribunal hearings and Employment Appeal Tribunals proceedings.
We appreciate that getting the right result is only one of the concerns when dealing with an employment dispute – protecting your reputation and making sure the matter is dealt with efficiently are often just as important. We therefore tailor our approach to your priorities, making sure we resolve your matter in way that works for you and your business.
Value for money and overall costs are important factors for any business, so we will provide you with a range of estimates and keep you updated on costs at all times. That way you can budget appropriately and be confident that we are handling your case cost-effectively.
Whether you wish to settle a claim or pursue it at tribunal, we will provide an honest assessment of the situation and commercially-focused advice to make sure you are pursuing the best strategy for your business.
We are proud to hold the Lexcel Accreditation issued by the Law Society. This involves the firm undergoing a rigorous audit process which ensures we maintain the highest levels of client care.
Our fees for defending claims brought against your business 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, using any commercial legal expenses insurance your business is covered by.
Every case is different; there are different issues in each case. A case can be heard over one day but depending on the issues in the case and the number of witnesses; a case can be heard over a week or longer in more complex cases. Shorter simple cases will naturally be less expensive than longer more complex cases.
Range of Costs
Simple case defined as: One day hearing with two witnesses attending.
Our fees £5,000 - £8,000
Barristers fees £5,000
£1,000 - £1,600
£6,000 - £9,600
Medium complex case defined as: Two Day hearing and more than two witnesses
Our fees £10,000 - £12,000
Barristers Fees: £5,000 for day one plus £1,500 - £2,000 for each additional day
£2,000 – £4,400
£12,000 - £14,000
High complex case defined as: Three or more days hearing and more than two witnesses
Our fees £15,000 - £20,000
Barristers Fees: £7,500 for day one and £1,500 to £2,000 for each additional day
£2,000 – £4,400
£12,000 - £14,000
* The information on costs is an estimate of our charges and they are not fixed fees. We assess each case on its own facts and will give a concise estimate for work to be carried out on your behalf. Costs information provided here is for guidance purposes only and is not indicative of costs in all similar claims before an Employment Tribunal which depends on the facts of the case, nor does it create any binding costs estimate on the firm.
Costs will vary depending on the details of each case, and once we assess your case, we provide you with more concise estimates for work. You may have legal expenses insurance cover for the costs of an Employment Tribunal claim.
If your claim were to be settled at any time during the proceedings, this would affect the overall cost to you.
The work that is included in our fee:
- Review and advise on the Employment Tribunal application form
- Drafting and filing a Response form with the Employment Tribunal
- Preliminary Hearing (Case Management)
- Reviewing Employee’s Schedule of Loss
- Preparing a List and bundle of documents and disclosing to Employee
- Review documents received from the Employee
- Drafting and finalising witness statements
- Preparing or finalising a bundle of documents for use in the Tribunal hearing with the Employee
- Instructing a Barrister to represent you in a final hearing at the Employment Tribunal
- Dealing with you, the Employment Tribunal, the Employee or their representative and ACAS throughout the matter.
The work that is not included in our fee:
- Initial advice, review of merits of claim
- Pre action negotiation with Employee
- ACAS Early Conciliation
- Remedy Hearing (if not dealt with in the Final Hearing)
- Interim applications/Preliminary Hearings which arise during the course of the claim either made by you or the Employee or ordered by the Employment Tribunal
- Re-listing of hearing and work related to a new hearing if a final hearing is postponed by the Employment Tribunal, you or the Employee
- Advising on or dealing with an appeal to the Employment Appeal Tribunal (made by you or the Employee)
- A second hearing if the first hearing is not completed within the time given by the Tribunal when the parties have to return to the Tribunal to complete the hearing
- Discrimination claims or claims other than unfair dismissal/wrongful dismissal.
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 (barristers) fees estimated in the table above (depending on the experience of the advocate) for attending a Tribunal Hearing (including preparation).
Exclusions and Factors Which May Make a Case More Complex
- Multiple day hearings (more than one day)
- Multiple witnesses
- Unexpected applications made by either party during the course of the claim e.g. an application to strike out, an application for costs or application for adjournment of a hearing
- Hearing is postponed and re-listed at the request of you, the Employee or by the Employment Tribunal
- Multiple claims for example: an unfair dismissal, sex/race or disability discrimination or breach of contract all brought at the same time
- The hearing is not completed within the timeframe given by the Employment Tribunal and the parties have to return to the Tribunal for a further hearing
- Barristers fees for advice or representation in the Employment Tribunal will be in addition to our fees.
A one-day Employment Tribunal claim could take 6-12 months from the issue of the claim to a final hearing and is entirely subject to when an Employment Tribunal can hear the case. In the South East and London regions, cases can take at least six months to be listed for hearing.
Other Employment Tribunal regions may vary.
Key stages in an unfair dismissal claim include:
- ACAS Early Conciliation
- Review and advise on the Employees application to the Tribunal
- Drafting and filing the Response with the Employment Tribunal
- Prepare the case for hearing
- Preliminary Hearings
- Witness Statements
- Final Hearing
- Remedy (order for compensation).