Balance & Experience
We provide a comprehensive employment law advice service to businesses, charities and organisations of all types.
Geoff recognises the impact having to take disciplinary action against employees can have on your organisation and we are here to help you through what can become a minefield.
When you find yourself as an employer having to take disciplinary action against an employee or to consider staff redundancies, it is important to ensure that you carry out the process in a procedurally correct manner. We can assist in reviewing evidence and providing advice as to how to deal with a disciplinary hearing or redundancy consultation.
For pricing information in relation to unfair/wrongful dismissal claims please see below.
We offer specialist advice to employers and employees facing tricky disciplinary and dismissal situations.
We also represent parties in unfair dismissal and other claims before the Employment Tribunal.
In redundancy situations it is vital that correct and fair procedures are followed. We can guide you through this often complex area.
We also advise businesses and affected employees when TUPE situations arise.
A written Agreement in which an Employee or ex-Employee agrees terms surrounding the termination of their employment is both necessary and beneficial to both sides of the employment relationship.
We have vast experience of drafting such Agreements for Employers and advising Employees.
Post-termination restrictions are often a contentious issue and need to be carefully considered if they are to be enforceable on termination of employment.
We are able to advise both Employers and Employees in this somewhat complex area.
Advice on the drafting and variation of employment terms to ensure protection and clarity for both parties.
We also can advise and assist in the preparation of policies to be adopted in the workplace, such as whistleblowing, e-mail, and health & safety.
Assistance with formulating procedures and advice with regard to issues that might arise in the course of a grievance and/or disciplinary process.
Whether on the grounds of age or sex, or resulting from a medical condition or disability, or from religion or belief the rights of the Employee and the duties of the Employer can be explained.
We can assist and advise in discrimination claims before the Employment Tribunal.
Employment Law Services for Businesses – Fees Information
Employment Tribunal Cases
If you receive an unfair dismissal claim, it is vital that you act upon it by obtaining legal advice without delay.
No two cases are ever alike and so it is impossible to provide you with the total cost of the service at the outset. What we will do, however, is assess the case and provide early advice at a first interview for a fixed fee of £250.00 + VAT.
We will then send you an engagement letter providing you with the best estimate we can of the likely costs of acting for you in the case.
In this information page we provide a range of costs based on our knowledge and experience of conducting unfair dismissal cases for Respondent employers.
Please note that if there are other claims brought within an unfair/wrongful dismissal case, such as discrimination, this will impact upon the costs estimate.
It is important to consider at the outset if you do have other funding options available to you, such as cover under an Insurance Policy. Please bring any such Policy with you to the first interview.
Range of Employment Tribunal Costs
Our pricing for defending unfair or wrongful dismissal cases :-
- Simple case where, if the case goes to a final hearing, the hearing takes no longer than 1 day : £4,000.00-£6,000.00 (excluding VAT)
- Medium complexity case : £6,000.00-£8,000.00 (excluding VAT)
- High complexity case : £8,000.00-£12,000.00 (excluding VAT)
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 – normally each party bears their own legal costs whatever the ultimate outcome but in rare cases costs can be awarded against a party who has acted unreasonably
- Complex preliminary issues such as whether the Claimant is disabled within the meaning of the Disability Discrimination Legislation
- The number of witnesses and documents
- If the case brought against you is an automatic unfair dismissal claim, for example, if the employee claims to have been dismissed after blowing the whistle on you
- Additional claims are brought, such as disability discrimination or whistleblowing
If the Tribunal decides to hold a preliminary hearing our charges for attending such a hearing and undertaking the work required in preparation for that hearing are likely to be between £500.00 and £1,000.00 exclusive of VAT.
If we are to represent you at a final hearing there will be an additional charge of £1,000.00 per day (excluding VAT). If the case is of some complexity, it is generally the case that a hearing may take anything between 2 and 5 days.
Disbursements are costs related to your matter that are payable to third parties. We would not anticipate that you would have any Tribunal fees to pay. If any disbursements do become necessary, e.g Medical Experts fees, we handle the payment of the disbursements on your behalf to ensure a smoother process. Obviously you would be liable to pay to us the fees charged by an Expert.
If Counsel is to represent you at a final hearing, then Counsel’s fees (including preparation for the hearing) will depend upon the experience of the Advocate instructed but can be expected to be between £750.00 and £1,500.00 per day. Counsel’s fees can be more in the more complex cases.
Key Stages in a Tribunal Case
The fees set out above cover all of the work in relation to the following key stages of a typical unfair dismissal claim :-
- Taking your initial instructions, reviewing the papers and advising you on merits and likely compensation. This is likely to be revisited throughout the matter and be the subject of change
- Entering into pre-claim conciliation where this is mandatory to explore whether a settlement can be reached
- Preparing a response to the claim
- Reviewing and advising on the other party’s claim
- Exploring settlement and negotiating settlement throughout the process
- Considering a Claimant’s Schedule of Loss and preparing a Counter-Schedule
- 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, where appropriate, Instructions to Counsel
The stages set out above are an indication only. If some of the stages are not required, the fee will be reduced accordingly. You may wish to handle the claim yourself and only have our advice in relation to some of the stages. This can be arranged to suit your individual needs.
How long will the matter take?
The time from taking your initial instructions to the final resolution of your matter depends upon a number of factors and largely on the stage at which your case is resolved. For example, if a settlement is reached during pre-claim conciliation, your case is likely to take between 4 and 8 weeks. By contrast, if the claim proceeds all the way to a final hearing, it could easily take 6-9 months. You will appreciate that this is just an estimate and we will be able to give you a more accurate timescale as information emerges and the case progresses.
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