We understand that whether you are an individual or business, it is important to know how we charge before we get started.
Most of our work is advisory and is therefore charged on an hourly rate basis.
Our hourly rates for individuals start at £300/hr plus VAT but the rate is dependent on the work involved, its complexity and who undertakes it. The hourly rate range is currently up to £600/hr + VAT.
Our hourly rates for businesses start at £300/hr plus VAT but the rate is dependent on the work involved, its complexity and who undertakes it. The hourly rate range is currently up to £600/hr + VAT.
If you are a business working on a specific project then, if it is possible, we will agree a fee in advance based on estimated hourly rates for the task in hand. We may also be able to agree a lower hourly rate if the project is likely to be time intensive.
We also offer businesses reduced hotline rates for the first 30 minutes on any new matter to ensure that they can obtain advice on varied matters knowing what the costs are.
All our charges are set out in our letter of engagement. It is important for you to check this to ensure that it sets out what we have agreed between us in relation to fees.
The stages involved in an employment tribunal claim for unfair or wrongful dismissal will vary depending on the matter, but broadly you can expect the following:
• Initial review: taking instructions from you and advising you on merits and likely compensation and value (this is likely to be revisited throughout the matter and can be subject to change).
• Pre-action correspondence: setting out or defending the claim and working with you on pre-claim ACAS conciliation to explore whether a settlement can be
reached; the aim is to negotiate a settlement before commencing proceedings wherever possible.
• Preparing the claim or response: this involves taking your instructions in order to file a detailed claim or response, and reviewing and also advising on the other party’s position and claim/response.
• Settlement options: we will continue to explore settlement options throughout the process and assist in negotiating settlement wherever possible.
• Employment Tribunal process and timetable: there are likely to be several steps leading to a tribunal hearing. This can include to decide on the issues involved, or how part of the claim will proceed. Before any final hearing there will be an exchange of documents with the other party (disclosure), preparation and exchange of witness statements, preparation of schedules of loss and counter schedules of loss, organising bundles of documents, compiling the list of issues to be determined, chronology, instructing Counsel and advising on the other party’s preparation throughout.
• Attendance at the final hearing.
The stages set out above are an indication only of the possible stages. If some of stages above are not required, fees will be reduced.
How long will the matter take? 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 your claim proceeds all the way to a Final Hearing, your case could take between up to 2 years from issuing proceedings. The precise timetable for the steps leading up to the Final Hearing will be managed by the Tribunal and are usually set at the first preliminary hearing.
Our pricing depends on who is handling the case. We generally charge by hourly rates which are agreed with you in advance. They range from £300/hr plus VAT up to £600/hr + VAT but the rate is dependent on the work involved, its complexity and who undertakes it.
Employment tribunal claims can vary in complexity. The fees we charge will vary depending on the complexity of the matter.
Broadly, you can expect the following fee ranges:
• For a standard case, the fee range is likely to be between £30,000 to £50,000 (plus VAT)
• For a more complex case, the fee range is likely to be between £30,000 to £100,000 (plus VAT).
These figures include disbursements (such as counsel’s fees, medical or other experts, couriers and photocopying charges).
You may have other funding options available, such as cover under an insurance policy (sometimes a household policy will offer this), and you should check this.
Factors that could make a case more complex:
• If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim
• Defending claims that are brought by litigants in person
• Making or defending a costs application
• Complex preliminary issues such as whether the claimant is disabled (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
• Allegations of discrimination which are linked to the dismissal