PRICING GUIDE

Generally speaking, the firm charges on a time basis for any work undertaken. This can include but is not limited to taking instructions from you and providing you with advice via email, telephone calls, video conferencing or in-person meetings as well as drafting relevant correspondence and documents and providing legal representation where a claim is taken to the Employment Tribunal.

Meetings, letters, telephone calls, e-mails, texts, voicemails, and faxes are charged in units of 5 minutes. All other time spent will similarly be charged on a time basis in units of 5 minutes.

We will add VAT to its charges at the rate that applies when the work is undertaken. At present VAT is charged at 20%.

Sometimes we may agree to charging a fixed fee. Fixed fee charges are based on the assumption that the work can be completed in the estimated time without any complications. Any additional work may be charged at the hourly rate, or we can agree on an amendment to the fixed fee. No further work will be progressed until we have received your written consent to the amended fees.

Bringing or Defending an Employment Tribunal (ET) Claim

Our pricing for bringing and defending claims for unfair or wrongful dismissal will depend on the facts and circumstances of each case. The costs involved in going to an ET can range from £15k to £150k.

A straightforward case (which would be at the lower end of that scale) would involve few witnesses and documents, no or few legal issues such as whether the claimant is an employee or not, no issues relating to a costs application and would involve a single claim such as unfair dismissal only.

A medium or highly complex case would involve more of the above factors such as numerous witnesses, lots of documents, and complex legal issues (removed “etc”). Other factors that would make such cases more time intensive would be attending preliminary hearings at ET and dealing with multiple claims such as unfair dismissal and discrimination.

We generally charge on the basis of an hourly rate, which can vary but on average is £275. We offer preferential rates in certain circumstances such as returning clients. VAT will be added to the hourly rate and/or disbursements, at the rate that applies at the time the work is done. At present, VAT is 20%. Disbursements are costs related to your case that are payable to third parties, such as court fees. We can take care of the payment of disbursements on your behalf to ensure a smoother process.

Factors that could make an employment law case more complex and thus impact on the amount of the hourly rate are :-

  • 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

There will be an additional charge for attending a Tribunal Hearing of £1500 per day (plus VAT, currently charged at 20%). Generally, we would allow 1 to 7 days depending on the complexity of your case.

Key Stages of an ET Claim

The fees set out above cover all of the work in relation to the following key stages of a claim:

  • Taking your initial instructions, reviewing the documentation and advising you on the merits and possible compensation (this is likely to be revisited throughout the case and may be subject to change)
  • Entering into early conciliation where this is mandatory to explore whether a settlement can be reached (which will also involve Acas)
  • Preparing a claim (on behalf of an employee) or a response (from the employer)
  • Reviewing and advising on a claim or response from either party
  • Exploring settlement and negotiating settlement throughout the process
  • Preparing or considering a 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 a bundle of documents
  • 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 (a Barrister)

The stages set out above are an indication only, and if some of stages above are not required the costs will be reduced. You may wish to handle the claim yourself and only have our advice in relation to some of the stages. This can also be arranged depending on your individual needs.

How long will it take?

The time that it takes from taking your initial instructions to the final resolution of your case depends largely on the stage at which your case is resolved. If a settlement is reached during early conciliation, your case is likely to take 3-6 weeks. If your claim proceeds to a Final Hearing, your case is likely to take 18-36 weeks. This is just an estimate and we will certainly be able to give you a more accurate timescale once we have more information and as the matter progresses.

Settlement Agreements – for employees

In our experience the average contribution made by an employer towards the employee’s legal costs is £500. VAT will be added to that amount, at the rate applicable at the time which is 20%. However, depending on the circumstances it may be possible to ask the employer to increase that amount. Alternatively, you may need to pay any additional amount due. This will be based on the hourly rate agreed with you. On average that is £275, VAT will be added at the rate applicable at the time, which is 20%. It is best to discuss these matters very early on, so that you are happy with any arrangements agreed.

Key stages of advising employee on Settlement Agreement (SA)

The costs involved in this situation will depend on –

  • Taking clear instructions from the employee as to whether or not they are agreeable to the terms being proposed in the SA
  • Reading the terms of the SA, contract of employment and any other relevant documentation such as a consultancy agreement
  • Explaining the terms of the SA to the employee
  • Agreeing which terms of the SA need to be amended (if any)
  • Dealing with and possibly negotiating with employer’s HR representative or lawyer on the disputed terms
  • Signing the SA

The stages set out above are an indication only, and if some of the stages above are not required the costs will be reduced.

How long will it take?

This will depend on whether the employer has set a reasonable deadline and to what extent the employee is agreeable to the terms being proposed. In our experience the time involved in agreeing a SA ranges from 1 day to 1 month, with the average being 10 to 12 days.

Settlement Agreements – for employers

We can provide a draft settlement agreement for a one-off fee of £800, with VAT being added at the current rate of 20% .

Key stage and how long will it take?

The key stage is agreeing with the employer that an SA is needed and informing the employer of the one-off fee stated above. Then it is a case of pProviding a copy of the same when it is required. In our experience, this all occurs within a 24 hour timescale

Ad – hoc advice to employees and employers

You may require occasional advice on a particular issue for a short period of time. Any advice provided in this manner will be based on the hourly rate agreed with you. On average this is £275 with VAT being added at the current rate of 20% .

Key stages

The costs involved in this situation will depend on –

  • The details of the particular matter (this can range from a single question to advice on how to draft a grievance or deal with a disciplinary matter)
  • Reading any relevant documentation
  • The amount of communication between the parties

Please note that we do not charge a “retainer”. This is a fixed fee, payable on a monthly basis by the client whether any work is done on their behalf. We will only charge for work undertaken on your behalf with regard to the issue.

How long will it take?

This will be dependant on what issue either party has in that particular case and the complexity of the matter.

Audits and reviews – for employers

This may involve checking documents issued to contractors or agency staff or contracts of employment issued to permanent, part-time or fixed term employees. Alternatively, you may require a review or update of your staff handbook or particular policies. Any work undertaken in this regard will be based on the hourly rate agreed with you. On average this is £275 with VAT being added at the current rate of 20% .

Key stages

The costs involved in this situation will depend on –

  • The amount of documentation used by the employer
  • The time taken to read each document and make any necessary amendments
  • The amount of communication between the parties

Training – for employers

Face to Face – The fee will depend on various factors such as the topic/s to be covered, the documentation to be produced, the amount of time allocated for the training, the number of individuals attending, and where the training will take place. Reasonable travel and subsistence expenses will also be added. The average cost for a one-day course is £1800 with VAT being added at the current rate of 20 %.

Virtual – The fee will depend on various factors as already stated. The average cost is £1500, with VAT being added at the current rate of 20%.

Key stages

The costs involved in this situation will depend on –

  • The employer’ specific requirements
  • The length of the required training
  • The amount of documentation needed by the employer
  • The number of people attending the session
  • How many sessions are required
  • Face to face or virtual