Employment tribunal claim fees
Our typical fees for unfair and wrongful dismissal claims at the employment tribunal, whether you are bringing or defending one.
In short
If an unfair or wrongful dismissal claim goes to a final hearing, whether you are bringing or defending it, we would expect our fees to fall within set ranges: £4,000 to £17,500 plus VAT for wrongful dismissal, and £8,500 to £40,000 plus VAT for unfair dismissal, depending on how complex the case is.
Unfair & Wrongful Dismissal Claims
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, an unfair dismissal claim may take between 1 and 5 days hearing time, or may have liability, damages and costs issues all dealt with at separate hearings.
However, we would expect a claim, assuming it proceeded to a final hearing (whether brought or defended), to cost within the following ranges:
Typical fees (excluding VAT)
| Claim type | Complexity | Lower cost | Maximum cost |
|---|---|---|---|
| Wrongful Dismissal | All cases | £4,000 | £17,500 |
| Unfair Dismissal | Simple case | £8,500 | £14,000 |
| Medium case | £10,000 | £25,000 | |
| Complex case | £20,000 | £40,000 |
Factors that may make a case more complex
- Making or defending applications to amend claims, provide further information, or comply with Tribunal directions.
- Multiple claims issued at separate times, or cases with multiple claimants and/or respondents.
- Defending claims brought by litigants in person.
- Making or defending a costs application.
- Complex preliminary issues such as statutory protections or determination of employment status.
- The number of witnesses and volume of documents.
- Automatic unfair dismissal claims (e.g. where you are dismissed after blowing the whistle on your employer).
- Allegations of victimisation, whistleblowing, or discrimination (where the case proceeds on unfair/wrongful dismissal grounds alone).
- Insolvency issues affecting any of the parties.
- Complex pension issues, calculations and details.
- Cases requiring multiple hearings, or hearings listed for longer than 1 day.
Disbursements (third party costs)
| Disbursement | Lower cost | Maximum cost |
|---|---|---|
| Counsel's brief fee for interim hearing | £750 | £6,500 |
| Counsel's final hearing fee | £1,500 | £6,000 (per day) |
| Counsel's fee for advice (written or in conference) | £1,000 | £5,000 |
| Solicitor's travel and accommodation | £15 | £500 |
| Expert reports (where applicable) | £750 | £3,000 |
What's included
| Work included | Timescale for completion |
|---|---|
| Drafting and submitting ET1 with any Particulars of Claim | Within 10 months of dismissal |
| Receiving / drafting and submitting ET3 Response | 28 days after issue and service of proceedings (unless an extension has been granted) |
| Considering Directions and/or attending a PHR | 2–6 months after issue |
| Preparing client's Disclosure Lists | 3–12 months after issue |
| Reviewing other side's Disclosure Lists | 3–12 months after issue |
| Agreeing and preparing Hearing Bundle | 4–13 months after issue |
| Preparing client's Witness Statements (max. of 3) | 5–15 months after issue |
| Reviewing other side's Witness Statements | 5–16 months after issue |
| Preparing Schedule of Loss / Counter Schedule | With pleadings to 18 months (depending on Tribunal Directions) |
| Preparing / amending agreed Case Summary | 5–16 months after issue |
| Preparing / amending Chronology | 5–16 months after issue |
| Preparing / amending Cast List | 5–16 months after issue |
| Arranging representation at Final Hearing | 6–18 months after issue |
| Attendance at Final Hearing | 6–18 months after issue |
| Engaging the other side and/or ACAS in settlement negotiations | Anytime between instruction and completion |
The times quoted above are estimates only and will vary case to case depending on the Orders set by the Employment Tribunal. The claim form timescale reflects the six-month time limit for most claims from 1 October 2026, up to three months of ACAS early conciliation and the month allowed after conciliation ends.
Our fees do not include:
- Discrimination claims relating to a Protected Characteristic, or other claims pursued before the Tribunal (including unpaid wages, holidays, protective awards, claims not arising out of dismissal, failure to provide a contract of employment, etc).
- Breach of contract claims being run before the County Court or High Court.
- Any ancillary matter outside of the Employment Tribunal's ability to deal with.
- Anything prior to 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. If we were to consider offering one, it would be on the basis of a Damages Based Agreement, under which you would be responsible for paying:
- Any third party expenses incurred under the claim.
- Upon successful recovery, 33% of any sums recovered (including VAT).
- If we discover that you have acted dishonestly, failed to provide disclosure, or failed to follow our advice, you would be responsible for paying our costs on an hourly rate basis.
Our hourly rates (excluding VAT)
Our fees for variable-rate work are calculated on an hourly basis, depending on the time spent on your file by our solicitors and fee earners. Full details of the solicitor handling your matter will be provided in our client care letter.
Our full hourly rates for all fee earner classes are set out on a single page so they're always up to date.
VAT
All of our fees and any third party costs and expenses set out on this page are exclusive of VAT, which is chargeable at the rate of 20% (i.e. VAT is payable on top of the figures set out above). It is not possible to specify the exact VAT figure payable on every case, 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.
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