Possible costs
It is not possible to give a general indication of costs in all cases, as they will largely turn on their own facts and circumstances, and be sensitive to the specific issues in each case; for example only an unfair dismissal claim may take between 1 and 5 days hearing time, or may have liability, any assessment as to the value of any damages payable, and costs issues all dealt with at separate hearings. However, we would expect a claim, assuming that it proceeded to a final hearing to cost within the following ranges:
| Claim Type | Lower Cost | Maximum Costs | |
| Wrongful Dismissal | £3,000 | £15,000 | |
| Unfair Dismissal | Simple case | £7,500 | £12,500 |
| Medium case | £10,000 | £20,000 | |
| Complex case | £15,000 | £30,000 |
Factors that could make a case more complex include but are not limited to:
- If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim or otherwise to comply with Employment Tribunal directions.
- Dealing with multiple claims which are issued at separate times.
- Dealing with cases which have multiple claimants and or Respondents.
- Defending claims that are brought by litigants in person
- Making or defending a costs application
- Complex preliminary issues such as considering whether statutory protections have been engaged, or determinations as to an individual’s employment status.
- The number of witnesses and volume of documents
- If it is an automatic unfair dismissal claim e.g. if you are dismissed after blowing the whistle on your employer
- Where there are allegations of victimization
- If there are allegations of discrimination, but the case proceeds on the basis of unfair and or wrongful dismissal alone.
- Dealing with complex pension issues, calculations and details.
- Dealing with cases which require multiple hearings, and/or hearings listed for longer than 1 day.
Basis for our fees
Our Fees are calculated and charged on an hourly rate basis, and based on the time spent on your file by our solicitors and fee earners. Whilst full details of the solicitor who will have control of your matter will be provided in our client care letter, the following table sets out the details of those who may work on or otherwise supervise your file.
| Role | Qualification | Experience | Hourly Rate (Excluding VAT) |
| Director | Solicitor/ Fellow of the Institute of Legal Executives | 12+ years Post Qualification Experience | £285 |
| Associate Director | Solicitor/ Fellow of the Institute of Legal Executives | 8-10+ years Post Qualification Experience | £250 |
| Senior Associate | Solicitor/ Fellow of the Institute of Legal Executives | 6-10+ years Post Qualification Experience | £240 |
| Associate | Solicitor/Fellow of the Institute of Legal Executives | 3-6 years Post Qualification Experience | £210 |
| Solicitor/Legal Executive | Solicitor/ Fellow of the Institute of Legal Executives | 0-3 years Post Qualification experience | £200 |
| Trainee Solicitor | Has completed LPC and working towards qualification | No Post Qualification experience, but may have experience of working within the legal processes and procedures | £135 |
| Paralegal | Not formal professional qualification, | No Post Qualification experience, but may have experience of working within the legal processes and procedures | £135 |
Disbursements (or third party expenses)
During the running of any claim we expect that the following third party costs and expenses may be required:
| Disbursement | Lower cost | Maximum Costs |
| Counsel’s Brief fee for interim hearing | £400 | £4,000 |
| Counsel’s Final Hearing Fee | £750 | £2,500 (per day) |
| Counsel’s Fee for Advice, whether written or in Conference | £500 | £3,000 |
| Solicitor’s Travel and accommodation | £10 | £500 |
| Expert Reports (where applicable) | £250 | £3,000 |
Value Added Tax (“VAT”)
All of our fees set out on this page (including any third party costs which are incurred) are exclusive of VAT (that is to say that VAT is payable on top of the figures set out above), and which is chargeable at the rate of 20% of the sums set out above (i.e. VAT is payable at the rate of £20 per £100 of fees charged). It is not possible to specify the exact VAT figure payable on every case in this document, as it is calculated as a percentage of fees and expenses charged, and will vary in each case.
Where our client is VAT registered they will be able to reclaim the VAT from HMRC in the normal manner.
What’s included?
| Work Included? | Time Scale for Completion. |
| Drafting and submitting ET 1 with any Particulars of claim | 5 months from dismissal |
| Receiving/Drafting and submitting ET 3 Response | 28 days after Issue of proceedings (unless an extension has been applied for and granted) |
| Considering Directions and/or Attending a PHR | 2-4 months after issue of proceedings |
| Preparing Client’s Disclosure Lists | 3-5 months after issue of proceedings |
| Reviewing Other side’s Disclosure Lists | 3-5 months after issue of proceedings |
| Agreeing and preparing Hearing Bundle | 4-6 months after issue of proceedings |
| Preparing Client’s Witness Statements (maximum of 3) | 5-8 months after issue of proceedings |
| Reviewing Other side’s Witness Statements | 5-8 months after issue of proceedings |
| Preparation of Schedule of Loss or Counter Schedule of Loss | With pleadings to 9 months (depending on Tribunal Directions) |
| Preparing/Amending agreed Case Summary | 5-9 months after issue of proceedings |
| Preparing/Amending any Chronology | 5-9 months after issue of proceedings |
| Preparing/Amending Cast list | 5-9 months after issue of proceedings |
| Arranging Representation at Final Hearing | 6-12 months after issue of proceedings |
| Attendance at Final Hearing | 6-12 months after issue of proceedings |
| Engaging the other side and/or ACAS in settlement negotiations | Anytime for instruction until completion of Case |
The times quoted above are estimates only and will vary from case to case depending upon the Orders released and set by the Employment Tribunal from time to time.
The Fees quoted do not include work in respect of:
- Any claims in respect of discrimination claims relating to a Protected Characteristic, or other claims being pursued before the Employment Tribunal, including but not limited to claims for unpaid wages, holidays, protective awards, claims not arising out of dismissal, failure to provide a contract of employment or updates etc.
- Any claim which relates to a Breach of Contract claim being run before the County Court or High Court.
- Any ancillary matter which is outside of the Employment Tribunal’s ability to deal with.
- Anything prior to the preparation for the issue of proceedings, or any Review or Appeal of any decision.
“No Win No Fee”
As a general rule we do not offer “No Win/No Fee” agreements in Employment Tribunal Cases.
In the event that we were to consider offering a “No Win- No Fee” type agreement it would be on the basis of a Damages Based Agreement. Under that agreement you would be responsible for paying:
- Any third party expenses incurred under the Claim.
- Upon successful recovery of any compensation under any claim, 33% of any sums recovered including VAT.
- In the event that we discover that you have acted dishonestly, failed to provide disclosure of material events or documents, or otherwise fail to cooperate with us in the running of your claim, or fail to follow our advice, you would be responsible for paying our costs on an hourly rate basis.
Meet the team
Our team has experience in delivering high quality advice and representation in all areas of Employment Law and in relation to both contentious and non-contentious matters.
Jason Alcock is the solicitor and Head of Department who deals primarily with Employment Law issues, having practiced in the area for over 15 years.
Martin de Ridder, the firm’s Managing Director, also works within the Dispute Resolution Team, and works closely with Jason in the management of the team and wider firm.
In their work Martin and Jason are also assisted by various other members of the department including Louise Palmer and Alex Medford, who are qualified solicitors.
The Employment Law team sits within the wider dispute Resolution team.
Please see our departmental team information.
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