How much will an Employment Tribunal cost me?

This is usually the first question that most people have when considering the risks and benefits of bringing an employment tribunal claim.

It is particularly important to understand the likely costs of starting litigation in the employment tribunal as the general rule is that each party bears their own costs – regardless of who, ultimately, wins. Unfortunately, as each case is different, it is very difficult to give a very precise figure at the outset; we set out below some guidelines for our charges.

We encourage all clients to check their insurance policies to see if they have “legal expenses” insurance. If so, we can be appointed as your legal representative and your insurer pays your legal fees. Please note it is your responsibility to check whether you have cover and, if so, to comply with the terms of any policy.

Wrongful dismissal (a claim for notice monies)

These cases are usually simple with limited witnesses. As such, our estimated fee range is £2,000 to £8,000 plus VAT.

Unfair dismissal

These are generally more complex than wrongful dismissal cases.

For a straightforward case (ordinary unfair dismissal only, a 1-2 day hearing and 1-3 witnesses), our estimated fee range is £5,000 – £15,000 plus VAT.
For a more complex case that may involve issues of automatic unfair dismissal, more than two days hearing, the need for a preliminary hearing(s) and two or more witnesses, our estimated fee range is £10,000 – £40,000 plus VAT

As we say above, the above figures are purely an estimate (and a broad one at that), so please contact us, so we can discuss your specific situation and provide a more detailed/specific estimate of fees.

Employment tribunal claims have many different stages to them, and the overall cost of bringing or defending your claim will generally depend on the legal issues involved, number of witnesses and the length of the final hearing.

Fixed fees

We may be able to provide fixed fee quotations for different stages of employment tribunal claims or for other types of work. Such fees will be bespoke in every case, but we set out guidelines as to what costs might look like above.

Time basis

The way we usually charge is on a time basis, meaning; the more time we spend, the more we charge.

When working in this way, we generally agree budgets / fee ranges with you before undertaking any work and work within those. Also, we ask for money on account and bill monthly to also help put you in control of your legal fees.

All our Partners are fully qualified, senior and experienced, with a minimum 15 years’ post-qualification experience; often a lot more. Please see our individual profiles for more detail.

All our Consultants, Senior Associates and Associates are also experts in their field all with many years’ experience.

When working on a time basis, our Partners and Consultants charge between £350 – £450 + VAT per hour. Our Senior Associates charge £310 - £330 + VAT per hour and our Associates charge £275 + VAT per hour.

Disbursements

When acting for you we may incur costs from third parties. These are known as ‘disbursements’.

The disbursement we normally incur is counsel’s fees; usually for representation at an Employment Tribunal. Barristers that we tend to use cost approximately £750 to £2,000 + VAT per day depending on their experience and the case involved.

In order to obtain a specific price and quote for any disbursement, we will need to understand the work involved and agree those fees with you and Counsel before they are incurred. We will also always ask you to pay money on account of those disbursements before we incur them, which is our firm policy.

VAT

All our services are charged with VAT in addition at 20%.

Timescales

Progressing a case can also be a lengthy process. Although settlement can be achieved within weeks, a simple case may take more than 9-12 months to be heard, a mid complexity case will probably take over 12 months, and a complex case is likely to take more than a year.

Further information

If you would like any more information about our fees, please contact us; we can explain everything in detail.

< Older Post Newer Post >

A black and white photo of the big ben clock tower

Labour’s First 100 Days in Employment Law: A review of Progress to Date and What Lies ahead in the next 12 – 24 months

By Louise Maynard • October 28, 2024

The Labour Party came into power in 2024 with a promise of substantial reforms aimed at enhancing worker’s rights, improving work-life balance, and addressing inequalities in the workplace.

A woman is sitting in a chair talking to a man.

Supporting Mental Health in the Workplace: A Legal Framework for Employers

By Yeing-Lang Chong • October 10, 2024

Mental health is an increasingly important issue in the workplace, affecting employees’ wellbeing, productivity, and overall satisfaction. As more employees speak up about their struggles, UK employers must ensure they are providing a supportive environment while adhering to legal responsibilities. The legal framework surrounding mental health in the workplace is clear, but understanding how to apply it practically is key to preventing discrimination and promoting a healthy work culture. With World Mental Health Day on 10th October, now is the perfect time for employers to review their obligations and strategies for supporting mental health in the workplace.

An empty office with a desk and chair in front of a window.

Handling Mental Health-Related Absences: Best Practices and Legal Obligations

By Yeing-Lang Chong • October 9, 2024

Handling Mental Health-Related Absences: Best Practices and Legal Obligations Mental health-related absences are a common challenge for employers, as mental health conditions can lead to prolonged or frequent time off work. Understanding how to handle these absences with compassion while fulfilling legal obligations is crucial for maintaining a supportive work environment and avoiding potential legal pitfalls. As we approach World Mental Health Day on 10th October, this article outlines best practices and key legal responsibilities for UK employers when managing mental health-related absences.

A woman is comforting a man who is sitting at a desk with his head in his hands.

Mental Health Discrimination in the Workplace: UK Legal Protections

By Emily Kidd • October 8, 2024

In the UK, mental health discrimination in the workplace is a growing concern as more employees speak up about their struggles with mental health issues. World Mental Health Day, observed on 10th October, provides an opportunity to reflect on the legal protections in place to safeguard employees from discrimination and to promote mental wellbeing in the workplace. This article will explore the legal framework surrounding mental health discrimination, including how the law defines mental health disabilities, employers' responsibilities, and steps businesses can take to prevent discrimination.

A man is sitting in a chair while two women comfort him.

Reasonable Adjustments for Mental Health: A Guide for UK Employers

By Marianne Wright • October 7, 2024

Supporting employees with mental health conditions is not just an ethical responsibility for UK employers; it’s a legal obligation under the Equality Act 2010. As we approach World Mental Health Day on 10th October, it’s crucial for employers to understand what reasonable adjustments are, how they can be applied to mental health, and the steps they should take to comply with UK law while fostering an inclusive and supportive work environment.

A group of people are sitting around a table with their hands on each other.

How the Equality Act Protects Employees with Mental Health Conditions

By Marianne Wright • October 7, 2024

The Equality Act 2010 is a key piece of legislation in the UK that aims to protect employees from discrimination in the workplace. While much of the focus on this Act has been on physical disabilities, mental health conditions are also covered under its provisions. As we approach World Mental Health Day on 10th October, it’s important to understand how the Equality Act protects employees with mental health conditions, and what employers must do to ensure they meet their legal obligations.

A group of people are clapping their hands in an office.

Workplace Stress and the Law: How Employers Can Support Employee Wellbeing

By Marianne Wright • October 7, 2024

In the modern workplace, stress is often considered an inevitable part of the job. However, when stress becomes overwhelming, it can lead to significant mental health issues such as anxiety, depression, and burnout. In the UK, employers have a legal responsibility to manage workplace stress and support employee wellbeing. As we approach World Mental Health Day on 10th October, this article explores the legal framework around workplace stress and provides guidance on how employers can take steps to create a healthier, more supportive work environment.

A man in a wheelchair is sitting at a table with other people.

Expanding the Scope of Indirect Discrimination Claims: Implications for Employers

By Springhouse Solicitors • October 2, 2024

The British Airways Plc v Rollett & Others ruling underscores the importance of focusing on the actual disadvantages caused by workplace policies. Employers are now obliged to be more vigilant in assessing the broader impacts of their decisions, ensuring equity and fairness for all employees, regardless of whether they possess a protected characteristic under the Equality Act 2010. By proactively addressing these considerations, employers can foster a more inclusive work environment and mitigate the risk of indirect discrimination claims.

A woman is sleeping at a desk in front of a laptop computer.

Shift Work, Burnout, and Your Rights: Navigating the Challenges of Healthcare Employment

By Marianne Wright • August 11, 2024

Shift work is a necessity in the healthcare sector, ensuring round-the-clock care. However, long hours, night shifts, and irregular schedules can take a significant toll on healthcare workers' physical and mental health, increasing the risk of burnout. This article outlines your legal rights regarding rest breaks, the impact of shift work, and your employer's obligations to minimise the risks.

Mental Health at Work: Legal Obligations and Best Practices for UK Employers

By Yeing-Lang Chong • August 11, 2024

Mental health conditions are becoming increasingly prevalent in UK workplaces, with far-reaching consequences for employees, businesses, and society as a whole. Employers have a duty of care towards their employees' mental wellbeing, and certain mental health conditions may also be recognised as disabilities under the Equality Act 2010.