Colemans’ employment team routinely act for both employers and employees in relation to defending or bringing claims for unfair or wrongful dismissal. In our experience, most of the time these claims can be dealt with by either explaining to the opposition that they will lose or negotiating a financial settlement that is acceptable to both parties and which avoids incurring the cost, stress and uncertainty of litigation. Where persuasion alone fails, usually the negotiated route is in the best interests of both parties. Furthermore, when it comes to employers dismissing employees, we take the view that prevention is better than a cure and so we encourage all of our employer clients to seek our advice before dismissing an employee, to ensure that they stand the best chance of avoiding a claim for unfair or wrongful dismissal.
Whether acting for employer or employee, our usual practice is to put forward your position on the best technical legal footing possible. When done well, this often prompts the other party to recognise the benefit of resolving the dispute reasonably amicably via settlement (or conceding). We are so adept at dealing with these matters proactively that Head of Employment Law for Colemans, Craig Havard, advises that in his 20 plus years of experience specialising in employment law, his clients have only not managed to resolve matters by negotiation (and therefore have resorted to Employment Tribunal proceedings) in a handful of cases.
Where it is simply not possible to convince the opposition that they will lose, or agree a settlement, there are strict deadlines for bringing and defending claims in the Employment Tribunal. We can help you either to defend an unfair or wrongful dismissal claim in the Employment Tribunal if you are an employer, or bring such a claim if you are an employee.
Here is what some of our employment law clients have said about us:
“Craig, thank you very much for all your help, you gave me a huge amount of confidence to keep going but were pragmatic at the same time”
With effect from 6th December 2018 we are obliged by the Solicitors’ Regulation Authority to publish our fees for certain types of work that we do, including bringing and defending claims for unfair or wrongful dismissal in the Employment Tribunal. Please note that this fee structure applies only to claims for unfair or wrongful dismissal – if you instruct us in respect of a claim for unfair dismissal which includes an element of discrimination, for example, this fee information will only apply to the unfair dismissal part of the work and you will be responsible for paying additional fees to us in respect of the work relating to the discrimination element of the claim.
We do not offer fixed fees for employment law work because each claim is different and ought to be treated as such. Instead, we aim to provide advice tailored to each client’s circumstances and the likely outcome of a claim. This assessment is based on an analysis of the facts as presented to us, the evidence available, the likely cost and the likely benefit to the client, whether an employer or employee. We take a pragmatic view when assessing the merits of a client’s case and do not believe in encouraging our clients to pursue matters that are not cost effective and of commercial benefit. We pride ourselves on adding value to our client’s business or personal life and whilst employment disputes can often be emotive, we provide practical professional support to help our clients “see the wood for the trees”.
The information below is intended as guidance as to the level of fees that you can expect to pay for this type of work in a straightforward or “typical” claim (even though there is not really any such thing as a “typical” employment claim!). In all cases, the information below assumes therefore that the employee that is the subject of the claim for unfair dismissal has at least 2 years’ continuous employment that is not disputed or subject to any qualifications.
If, for any reason, your case requires work to be done that falls outside of this scope, you will incur additional charges to those outlined below. We will give you an estimate of those further charges when we become aware of the circumstances and/or the additional work required.
The following costs estimates are therefore only estimates. They are NOT fixed fees and the actual costs of bringing or defending a claim may exceed or fall below the figures quoted based on the circumstances of each case (including the value and complexity of a claim and the evidence underlying the claim), which are indicative only.
The following fee estimates are based on Craig Havard’s hourly charging rate of £325 plus VAT. If someone else works on your file instead of Craig, you will be charged at that person’s usual hourly charging rate which will be lower than Craig’s hourly charging rate. The below estimates also exclude disbursements (payments we make to other people on your behalf) which will be added to these fees and those disbursements may or may not be subject to VAT – we will advise you of such additional costs as the matter progresses before they are incurred.
All of the above estimates exclude disbursements (see below for details) which are payable in addition to these fees.
Additional fees will be payable if you required a member of our team to attend a Tribunal hearing with you (in addition to the barrister that will represent you) of £2,600 plus VAT per day. Generally, we estimate that a final hearing at the Tribunal will last between 1 and 3 days depending on the complexity of the case.
These are payments that we make to other parties on your behalf in the course of our instructions on a matter, such as a fee payable to the Employment Tribunal when an employee brings a claim (currently zero, but likely to be under review again) or paying a barrister to attend the Tribunal on your behalf and present your case to the Tribunal (Counsel’s fees).
We will usually recommend Counsel to clients based on our experience of using that particular barrister or chambers for similar work. If, however, you instruct us to use a barrister that you have chosen, we will do so but we cannot estimate that barrister’s fees for you at this stage, if he or she is someone that we have not used before.
Counsel’s fees are quoted based on “Instructions to Counsel” that we will prepare on your behalf including all the documents and relevant information that Counsel requires to present your case before an Employment Tribunal. As is the case with our fees, Counsel’s fees are therefore usually estimated on a case by case basis based on those Instructions. The below information is, therefore, guidance only:
For a 1 day hearing (including preparation):
For a 2 or 3 day hearing (including preparation):
The fees set out above are intended to cover all of the work required in order to complete the following key stages of a claim:
As set out above, we are happy to attend the Tribunal hearing with you and Counsel should you wish us to do so and in those circumstances the additional fees referred to above will apply.
The time it will take from your initial instructions to a final resolution of your employment dispute will depend largely on the stage at which your case is resolved, and how. For example, if your case is resolved during pre-claim conciliation, your case is likely to take between 1 and 3 months from the employment termination date. If, on the other hand, your case cannot be resolved without going to a final Tribunal hearing, your case is likely to take much longer. Exactly how long will depend on how busy the Tribunal hearing your case is at the time as this dictates listing of hearing dates. Simple matters with hearings lasting no more than 1 day tend to be listed more quickly than complicated cases which require longer hearing dates. Generally, you can expect your case to take at least 9 months to be resolved at a Tribunal hearing by a Judge. This is just an estimate and we will be able to give you a more accurate timescale once we have more information about the complexity of your case and as the matter progresses.
If you instruct Colemans in relation to bringing or defending a claim in the Employment Tribunal for either unfair or wrongful dismissal, it is most likely that you will be instructing Craig Havard. Craig is our Head of Employment Law and has specialised in providing high quality employment advice to clients for over 20 years. Naturally, this considerable experience includes acting for clients in respect of claims brought before the Employment Tribunal and High Court. During his career Craig has advised on thousands of cases relating to unfair and/or wrongful dismissal, usually with an additional element such as discrimination or whistleblowing. Craig qualified as a solicitor in 1998 and is a member of the Employment Lawyers’ Association.
To find out more about Craig click here.
The partner with ultimate responsibility for this area of work is Kate Williams, who is the Head of Litigation and Managing Partner of the firm. To find out more about Kate click here.
Claims for unfair and/or wrongful dismissal are just two of the areas of employment law on which we can assist you. The employment team at Colemans also advise on a number of other areas including non-contentious employment work and dealing with Settlement Agreements (formerly known as Compromise Agreements).