Price and Timescales Guide for Employment Tribunals
Our pricing for bringing and defending claims for unfair or wrongful dismissal:
- Simple case: £6,000-£10,000 (excluding VAT)
- Medium complexity case: £10,000-£15,000 (excluding VAT)
- High complexity case: £15,000-£30,000 (excluding VAT)
Proportionality is an important factor to consider when brining, defending or negotiating employment cases as the usual rule in employment tribunal is that each party bare their own costs and this presumption is not easily displaced.
Factors that would typically increase the cost of the service:
- 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 it is an automatic unfair dismissal claim e.g. if you are dismissed after blowing the whistle on your employer
- Allegations of discrimination which are linked to the dismissal
There will be an additional charge for attending a Tribunal Hearing of £1,200 per day (excluding VAT). Generally, we would allow 2-5 days depending on the complexity of your case.
Where applicable, VAT will be charged at 20%.
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.
Counsel’s fees estimated between £2,000 to £4,000 per day (depending on experience of the advocate) for attending a Tribunal Hearing (including preparation)
Key stages
The fees set out above cover all of the work in relation to the following key stages of a 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 subject to change)
- Entering into pre-claim conciliation where this is mandatory to explore whether a settlement can be reached;
- Preparing claim or response
- Reviewing and advising on claim or response from other party
- 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 and agreeing a bundle of documents
- Taking witness statements, drafting statements and agreeing their content with witnesses
- Preparing 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 instructions to Counsel.
The stages set out above are an indication and if some of stages above are not required, the fee will be reduced. You may wish to handle the claim yourself and only have our advice in relation to some of the stages. This can also be arranged on your individual needs.
Timescales
The time that it takes from taking your initial instructions to the final resolution of your matter depends largely on the stage at which your case is resolved. If a settlement is reached during pre-claim conciliation, your case is likely to take 4-8 weeks. If your claim proceeds to a Final Hearing, your case could take up to 18 months or longer as this is largely dependent on the tribunal’s listing times. This is just an estimate and we will of course be able to give you a more accurate timescale once we have more information and as the matter progresses.
Our team
Our director who specialises in litigation would represent the interest of the employee or employer for these cases:
Carys Howells – Director
Carys Howells graduated from Cardiff University in 2005 and then completed the Legal Practice Course at Cardiff Law School in 2006. Carys joined Lewis Lewis & Company in July 2006 as a Trainee Solicitor. She qualified in August 2008 as an Assistant Solicitor in the litigation department dealing also with employment matters. Carys became a Director of the Company in 2014.
