EMPLOYMENT FEES
How much will be issuing or defending a claim be?
It is important to explain that it is difficult to ascertain the fee that will be incurred for each employment matter as each case is differs. But there are some factors that we take into consideration, including but not limited to the following:
- Where there is a dispute as to whether the claimant is disabled
- The amount of documents
- The number of witnesses
- Any allegations of dismissal
- If the dismissal occurred as result of whistle blowing
- Initiating or defending a costs application
We charge an hourly rate of £250 plus vat (Head of Employment Department). There is an initial consultation fee of £100 to obtain instructions and ascertain the merits of your case.
A defended Employment Tribunal claim could cost from £7,000 to £35,000 (inclusive of VAT) depending on the merit, length and complexity of the matter.
You may also incur expenses for disbursements. Disbursements are costs due to third parties regarding your case, such as: Medical and Occupational Health reports, Company search fees, Mediators fees (if the parties agree to settle through mediation).
Please note that the above fee does not include barristers’ fees which can range from £1,200 to £3,500 (inclusive of VAT) per day (depending on experience of the barrister and the complexity of the issues involved) and attendance at Employment tribunals.
Our fees after the initial consultation cover the following works:
- perusing and considering the papers and employment manuals, reviewing the contracts of employment and looking into possible compensation.
- Drafting and considering a letter before action.
- Collating and reviewing of medical records.
- Commencing pre-claim reconciliation with ACAS (to discuss settlement before issuing proceedings).
- Drafting claim or defence.
- Considering and advising on claim or response from other party.
- Discussing negotiations on settlement.
- Drafting and considering a schedule of loss in the case.
- Preparations for attending a Preliminary Hearing.
- Exchanging of documents with the other party and agreeing a bundle (document).
- Obtaining instructions for witness statements, drafting statements and confirming same with witnesses.
- Preparing and collating documents for the preliminary hearing, final hearing or remedy hearing.
- Considering and advising on the other party’s witness statements.
- Preparations for and attendance at a Preliminary Hearing.
- Agreeing a list of matters, a chronology and/or witness list.
- Arranging conference with barristers if necessary.
- Considering and reviewing barrister’s notes, arguments and opinions.
- Making necessary preparation, attend preliminary hearings, final hearings or remedy hearings.
- Negotiating terms of settlement.
Duration of case
The duration of case depends on the stage at which the parties reach an agreement. This is also dependent on when the case is allocated by the Employment Tribunal. Therefore, if an agreement is reached by the parties during conciliation stages, your case may take an estimated time of 2-3 months.
In the event that it proceeds to a final hearing, the case may take between one year to 19 months. Further information on the time scale will be available upon receipt of instructions and as the case progresses.
