Price Transparency
Employment Disputes
Employment disputes can be stressful, time-consuming and possibly even unpleasant.
Our aim is to always be transparent about our pricing, no matter what you have contacted us about.
You can ask us for more specific information as the need arises, but this information relates specifically to claims of unfair dismissal and/or wrongful dismissal.
How long will my matter take?
Generally, an employment tribunal claim can take between 1 day and 4 days, depending on the complexity of your claim. For these purposes, we use the word “claim” to refer both to pre-claim discussions (such as through Acas) and the process through the employment tribunal.
If you are bringing other claims being alongside unfair dismissal and/or wrongful dismissal, such as whistleblowing or discrimination for example, more time at the tribunal may be required. In that respect, the indicative fee scales set out below only cover claims of unfair dismissal and/or wrongful dismissal, not the additional claims that you might wish to bring.
The time that it takes from receiving your initial instructions to the final resolution of your claim depends on the stage at which your case is resolved.
If your claim is settled during pre-claim conciliation, your case is likely to take between 2 to 16 weeks.
If your claim proceeds to a final hearing, your case is likely to take up to 52 weeks or more depending on the current workload of the tribunals.
This is just an estimate that will likely differ on a case-by-case basis. We will be able to give you a more accurate timescale once we have more information and as the matter progresses.
Likely Pricing for Bringing a Claim of Unfair Dismissal and/or Wrongful Dismissal
“Disbursements” are costs related to your matter that are not our own charges, but which are payable to third parties, such as court fees. The prices indicated do not include any disbursements that may be payable – such as Counsel’s fees. In certain circumstances we may need to instruct Counsel on your behalf. We would always discuss this with you first and the decision to instruct Counsel is ultimately yours to take.
The costs of Counsel can vary considerably depending on their experience and availability.
Counsel’s fees are usually estimated to be between £1,000 – £1,875+ VAT (£1,200 – £2,250 VAT) per day of attendance at a tribunal hearing. There will also be an initial brief fee which would likely be between £1,875 and £4,375 + VAT (£2,250 – £5,250). If Counsel is required, we will work with you to find the appropriate Counsel at a fee that you agree in advance.
Examples of our fee structure
Unless stated otherwise, VAT charged on the fees set out below is charged at the rate of 20%.
Onboarding fee (checking client identity and anti money laundering checks):
Several of the firm who our services are provided through charge a client onboarding fee due to the legal requirement to confirm your identity and to ensure that there is no risk of our services being used for the purposes of money laundering. These onboarding fees are set out here.
- Radshaw Solicitors Ltd: currently no onboarding fee.
- Setfords Law Ltd: £23 plus VAT (£27.60) per person and £29 plus VAT (£34.80) per company.
- Woodstock Legal Services Limited: £25 plus VAT (£30) per entity (whether a person or a company).
Simple case of unfair dismissal and/or wrongful dismissal: £500 to £8,125 plus VAT (£600 to £9,750).
Medium complexity case of unfair dismissal and/or wrongful dismissal: £8,125 to £12,500 plus VAT (£9,750 – £15,000).
High complexity case of unfair dismissal and/or wrongful dismissal: £12,500 to £50,000 plus VAT (£15,000 – £60,000).
These indicative prices are based on our hourly rate of £250 + VAT (£300).
Factors that could make a case more complex:
- If it is necessary to make or defend an application to amend claims or to provide further information about an existing claim.
- Bringing a claim against a party representing itself.
- Making or defending a costs application.
- Complex initial issues, such as disputes over whether a disability exists or not (if this is not agreed by the parties).
- The number of witnesses and documents are involved.
- If the matter concerns automatic unfair dismissal (for example, if you are dismissed for whistleblowing or for a TUPE-related matter).
- If allegations of discrimination are linked to the dismissal.
- If it is necessary to instruct Counsel on your behalf to advise on the likelihood of your claim succeeding or to represent you at any hearings.
Key Stages:
The indicative fees set out above cover all the work in relation to the following key stages of a claim:
- Taking your initial instructions, reviewing the papers, and advising you on the merits and likely compensation (this will be revisited throughout the matter and is subject to change).
- Entering pre-claim conciliation where this is required to explore whether a settlement can be reached.
- Either preparing a claim (if you are the employee) or reviewing the claim and advising on the response (if you are the employer).
- 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 (whether that is the employer or the employee) and agreeing a bundle of documents.
- Gathering information from witnesses statements, drafting their witness statements, and agreeing the content of those statements with witnesses.
- Preparing the bundle of documents.
- Reviewing and advising on the other party’s witness statements.
- Agreeing a list of issues, a chronology and/or “cast list” of those appearing before the tribunal to give evidence.
- Preparing for and attending the final hearing at the employment tribunal, including giving instructions to Counsel.
Who will be doing the work?
Richard Hiron is a Consultant Solicitor with over 8 years of legal experience in both Employment Law and Human Resources.
Richard can be contacted at r.hiron@thehironator.co.uk.
As Richard is a Consultant Solicitor working with several firms and, by instructing you, you will be agreeing to his work being supervised by the responsible person at the appropriate firm. We have listed these supervisors below for clarity:-
- For Woodstock Legal Services Ltd: Carly Jermyn has overall supervision of the Employment Team at Woodstock Legal Services Limited and has over 14 years’ experience. She can be contacted at c.jermyn@woodstocklegalservices.co.uk.
- For Radshaw Solicitors Ltd: Adela Manzoor has overall supervision of the Employment Team at Radshaw Solicitors Ltd and has over 14 years’ experience. She can be contacted at adela@radshawsolicitors.com.
- For Setfords Law Ltd: Antony O’Loughlin has overall supervision of Litigation and Employment Teams at Setfords Law Ltd and has over 15 years’ experience. He can be contacted at AOLoughlin@setfords.co.uk.
