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Employment Tribunal Pricing For Employers

Thank you for looking at our services for Employment Law. We regularly advise employers of all sizes across a wide range of industries on dealing with employment tribunal claims, early conciliation and other options for resolving employment disputes.

As an employer, you have a legal duty to provide a fair working environment that complies with all relevant legislation, while still needing to be able to manage your workforce effectively. If an employee has raised an issue or made a claim to an employment tribunal, it is essential to have the right expert advice to protect your business and reputation.

Our expert employment lawyer, Barry Gawthorpe, can guide you through each step of the process of dealing with an employment dispute, removing as much stress and uncertainty from the situation as possible. We can help you secure the best available outcome for your business as efficiently and cost-effectively as possible while minimising any negative impact on your commercial interests.

Why Us

Barry has years of experience handling both straightforward and highly complex employment disputes at every level, from negotiation and early conciliation through to Employment Tribunal hearings and Employment Appeal Tribunals proceedings.

We appreciate that getting the right result is only one of the concerns when dealing with an employment dispute – protecting your reputation and making sure the matter is dealt with efficiently are often just as important. We therefore tailor our approach to your priorities, making sure we resolve your matter in way that works for you and your business.

Value for money and overall costs are important factors for any business, so we will provide you with a range of estimates and keep you updated on costs at all times. That way you can budget appropriately and be confident that we are handling your case cost-effectively.

Whether you wish to settle a claim or fight it at tribunal, we will provide an honest assessment of the situation and commercially-focused advice to make sure you are pursuing the best strategy for your business.

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

Our current fees are based on an hourly rate of £210.00 per hour.  This is a Court approved rate for a Grade A Solicitor – this is based on post qualification experience. 

Please telephone us or arrange an appointment in order to discuss your matter in detail so that we can provide you with an accurate estimate. 

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:

  • Responding to a claim has been made against you
  • Reviewing documentation received setting out the factual and legal basis of the claim
  • Responding to Orders made by the Tribunal
  • Any applications to a Tribunal we need to make 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.

It may also be necessary to instruct Counsel who may attend the Tribunal on your behalf and prepare for the Hearing.  We will let you have their costs should the need to instruct them arise.  These will also vary depending on the individual Barrister’s experience. 

Exclusions and Factors Which May Make a Case More Complex

In the event that the issues become more complex, 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 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
  • Complex preliminary issues such as whether the claimant is disabled (if this is not agreed by the parties)
  • The number of witnesses and documents
  • If the claim relates to an automatic unfair dismissal claim e.g. if an employee claims they were dismissed after blowing the whistle on your business
  • If the claim involves allegations of discrimination