Our Fees & Services
For details of our fees and services in relation to bringing or defending an employment law claim for unfair or wrongful dismissal, please see below.
Our fees for making or defending a claim
As a guide, we estimate our fees for advising on making or defending an employment law claim for unfair or wrongful dismissal to be in the region of:
- Simple case: £6,000 to £10,000 (excluding VAT)
- Complex case: £8,000 to £15,000 (excluding VAT)
Factors that could make a case more complex, include:
- If it is necessary to make or defend an application to amend a claim or to provide further information about an existing claim.
- Defending a claim that is brought by a litigant in person (a person or business that has the right to address a Court (rights of audience) and is not legally represented by a solicitor or barrister).
- Making or defending a costs application.
- Any preliminary issues, such as time limits or whether the claimant is/was an employee.
- The number of witnesses and documents involved in the claim.
In addition, these price guidelines do not apply to cases involving discrimination or protected disclosures (whistle blowing) allegations. Due to the complexities and additional work required in these cases, we will require some detailed information about your case before we can provide you with a quote for our fees.
Disbursements are costs related to your matter that are payable to third parties, such as barrister or advocate fees. These are in addition to the fees detailed in the previous section. We handle the payment of the disbursements on your behalf to ensure a smoother process.
Barrister or advocate fees are estimated between £800 to £1,200 per day (depending on experience of the barrister or advocate) for attending an employment tribunal hearing (there may also be additional charges for preparation or a conference before the hearing).
The fees listed in the previous sections cover all of the work in relation to the following key stages of a claim, which includes:
- Taking your initial instructions, reviewing the papers and advising you on the merits and likely compensation (this is likely to be revisited throughout the matter and is subject to change).
- Entering into pre-claim conciliation, where this is mandatory, to explore whether a settlement can be reached.
- Preparing a claim or response.
- Reviewing and advising on a claim or response from the other party.
- Exploring a settlement and negotiating a settlement throughout the process.
- Preparing or considering a schedule of loss.
- Exchanging documents with the other party and agreeing a bundle of documents.
- Taking witness statements, drafting statements and agreeing the 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 a cast list.
- Preparation and attendance at a final hearing, including instructions to the barrister or advocate.
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 according to your individual needs.
Timescales for your claim
The time that it takes from taking your initial instructions to the final resolution of your matter depends on the stage at which your case is resolved and how busy the employment tribunal, which is handling your claim, is. If a settlement is reached during pre-claim conciliation, your case is likely to take 4 to 6 weeks. If your claim proceeds to a final hearing, your case is likely to take up to 9 months.
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.
For more information about our fees and services, contact us via our online form or call 0800 024 1976 for a guaranteed response.
"Nelsons Solicitors Limited is rated for its 'excellent support' and 'professional expertise'…the group handles a range of contentious and non-contentious matters, from industrial relations, whistleblowing and TUPE issues, to redundancy and reorganisation matters and senior executive exits. It also provides strategic HR advice and assistance with disciplinary and grievance hearings and employee consultations.”Legal 500