Price Transparency

We provide a tailored service, building close personal connections with clients to understand and achieve their specific needs. We do not try to provide one-size-fits-all solutions because we know they rarely work.

When you work with us, you receive a genuine partner-led service: that means you always get the benefit of our extensive experience in resolving our clients’ most complex issues. 

We always strive to provide value and to charge fairly for the work we do for you. We generally charge by reference to the time we spend working for you, taking account of factors such as the complexity of the issues, the size and value of your transaction, the risks, outcome and benefits achieved. We are, though, very flexible and willing to offer other options such as fixed fees and/or monthly retainer arrangements. Let us know what works for you and we are happy to explore the options with you.

From the outset we will endeavour to give you clear information on our charges and, wherever possible, we will provide estimates for the agreed scope of work. We can help you to manage our charges by setting thresholds for specific tasks or phases of a transaction and we will update you throughout the life cycle of your transaction so that you know where you stand.

We are required to publish pricing information for certain services.  Because of the personalised nature of the services we provide, the information below should be viewed as a guide. If you choose to work with us, we will provide you with information on how we propose to charge you for the work you need us to do and provide estimates of the likely costs involved, so that you can make informed decisions.

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Bringing and defending claims for unfair or wrongful dismissal in the Employment Tribunal

The amount we charge for helping employers and individuals pursue and defend claims, including for unfair and wrongful dismissal, in the Employment Tribunal will vary depending on factors including those explained below. We are always willing to give you clearer guidance on our charges for your specific circumstances before you commit to working with us. 

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Cost of our service and associated expenses

Our charges for pursuing or defending claims for unfair or wrongful dismissal in the Employment Tribunal reflect the time we spend supporting you (which may be influenced by the factors addressed below). You will be represented by an expert and experienced Employment lawyer. Our usual hourly rates are: Partner - £360 plus VAT and Consultant Solicitor - £285 plus VAT.

Typically, we would expect total fees in the range between £15,000 plus VAT for a straightforward claim and £45,000 plus VAT for a moderately complex claim. 

That range includes allowance for the typical expenses we may incur on your behalf and which you will need to pay in addition to our fees. 

The main expenses we would expect to incur include:

• barristers fees: if the matter proceeds to a main hearing it is common practice to instruct a
  barrister who will present your case to the Employment Tribunal.  The amount a barrister
  charges will depend on the barrister’s seniority, the volume of documentation and the length
  of the hearing.  Barristers’ fees typically fall within the range of £4,000 plus VAT for a
  straightforward claim to £15,000 plus VAT for a moderately complex claim plus the costs of
  travel and/or accommodation
• copying charges (e.g. to produce bundles of documents for use at the Tribunal)
• travel costs

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Assumptions

The guidelines above assume the case entails only unfair or wrongful dismissal, is straightforward or of moderate complexity, and everything proceeds in a timely manner and without unforeseen complications.

Cases which do not meet those assumptions, or which involve any of the following, are likely to entail higher fees:

• complex claims
• complex facts
• multiple witnesses
• additional claims such as whistleblowing, discrimination or TUPE
• voluminous documentation
• any hearing prior to the main hearing (e.g. an application seeking further information or to
  amend the claims)
• your opponent is a litigant in person
• a need to make or defend claims for costs
• longer than average hearings

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The key stages involved

The precise stages involved will depend on the specific circumstances of your case.  A general indication of typical key stages is below:

• taking your initial instructions
• advice on the merits of the case and the likely level of any award of compensation
• pre-claim conciliation to explore settlement (where required)
• preparing the claim or response (as applicable)
• considering your opponent’s claim or response (as applicable) and providing advice
• instructing and working with your barrister
• keeping under review the scope for settlement and associated advice and negotiations
• preparing a schedule of loss
• exchanging documents with your opponent
• agreeing and (if necessary) preparing the bundle for main hearing
• interviewing witnesses and preparing witness statements
• considering and advising on your opponent’s witness statements
• preparing for and attending the final hearing

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Timescales

Claims can typically take between six and eighteen months to reach a resolution. Simple claims which settle quickly may be resolved sooner; complex claims which proceed to a final hearing may take longer. When an employer receives a claim, it must respond within 28 days. Once the respond is provided, the Employment Tribunal will usually set a timetable for the steps the parties must take to prepare for the final hearing. The Employment Tribunal may ask the parties to attend a Preliminary Hearing at which it will set the timetable. Much may ultimately depend on the Employment Tribunal and how busy it is.