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Employment Tribunal Pricing For Employees

Thank you for looking at our services for Employment Law. We regularly advise employees on Employment Tribunal claims, Settlement Agreements and all other aspects of employment disputes. Our clients include everyone from directors and senior executives through to entry-level workers.

As an employee, you have rights under the law that employers must respect. If you believe you have been unfairly dismissed from your job, getting the right legal advice as soon as possible is vital. This will allow you to get a clear picture of whether you have grounds for a claim and what compensation you may be entitled to.

Our employment lawyer, Barry Gawthorpe, offers clear advice and practical support to help you secure the best available outcome as quickly and simply as possible.

Why Us

Barry Gawthorpe has years of experience, so almost certainly will have dealt with similar situations to the one you are facing. We will explore all the options available to you, helping you determine a course of action that fits your circumstances and personal priorities.

If you decide to make an employment tribunal claim, we can offer strong experience in handling Employment Tribunal proceedings and appeals. Our team can provide the robust arguments, skilled judgment and lateral thinking need to prepare your case and achieve the best available outcome.

Whether you wish to settle a claim or fight it at tribunal we will advise you on the best strategy for you and any additional fees involved.

We are proud to hold the Lexcel Accreditation issued by the Law Society. This involves the firm undergoing a rigorous audit process which ensures we maintain the highest levels of client care.

Pricing

We know that value for money and overall costs really matter when pursuing an employment claim, so we will provide you with a range of estimates and keep you updated on costs at all times. This way, you can be confident we are handling matters for you in a cost effective and efficient way.  Please note that our firm’s charges will be based on an hourly rate of £210.00 per hour.  This is Barry’s current hourly rate which is an approved County Court rate based for a Grade A fee-earner – the Court approved rate is based on experience and length of post qualification experience. 

If you wish to obtain an estimate of costs from us please telephone our offices to arrange an appointment or alternatively talk to us over the telephone so that we can be made aware of all the issues in the matter and provide you with a best cost estimate. 

We will advise you of the funding options available to you, for example as an individual you may have insurance which can cover your legal fees.

There are various items we will consider when deciding what pricing band your case falls into. We will make this assessment and inform you of the relevant fees at the earliest opportunity.

Factors that may influence this include the need for:

  • Filling out and submitting a claim form outlining your case to the relevant Tribunal centre
  • Reviewing your former employer’s response to the claim
  • Reviewing documentation received setting out the factual and legal basis of the claim
  • Reviewing any Orders made by the Court
  • Making any further applications to a Tribunal on your behalf
  • Whether an Employment Tribunal hearing is required

Disbursements

Disbursements are costs related to your matter that are payable to third parties, such as court fees. We handle the payment of the disbursements on your behalf to ensure a smoother process.

There may also be Counsel's fees for attending a Tribunal Hearing (including preparation) on your behalf.

Unfortunately, it is not possible to give a more detailed estimate because in the event that the issues become more complex, we will have to amend our estimate.  We will make sure you are informed of this at the earliest opportunity and a clear estimate of those extra costs will be provided.

Factors that may lead to an increase in cost include:

  • If it is necessary to make an application to amend your claim or to provide further information about an existing claim
  • Making or defending a costs application
  • Complex preliminary issues such as whether you have a disability (if this is not agreed by the parties)
  • The number of witnesses and documents
  • If it is an automatic unfair dismissal claim e.g. if you are dismissed after blowing the whistle on your employer
  • If there are allegations of discrimination linked to the dismissal