Should you choose to instruct us, our fees to represent you are then based on a rate per hour, which you can see as follows:
Occasionally there will be a Trainee Solicitor who will work with one of our Solicitors on your claim. We will notify you of this if this is the case, and their hourly rates are charged at £120 + VAT. Throughout your claim with us you it will also be necessary for you to engage with our Legal Secretary, Sam Grant.
Our fee rates per hour depend on your funding method. You may have a legal expenses insurance policy (or a Directors and Officers liability policy) which may indemnify the business for legal fees and compensation (subject to their terms). You are strongly recommended to make contact with your insurers or brokers to enquire as to the availability of cover for the services we can provide. If this is the case, we will agree a rate with the insurer which is negotiated at the outset; typically between £200 and £220 per hour at Partner level plus VAT, and between £160 and £190 plus VAT at Associate and Assistant solicitor level. These rates are lower than private fee rates because of the frequency of instructions and the financial support provided by a major insurer. We may charge for any shortfall in fees where the insurer’s offered rates are substantially lower than our standard commercial rates as set out above.
We calculate that a typical case of unfair dismissal, when defended, will incur between £7,000 and £9,000 of our fees plus VAT to be incurred over a period of some 9 to 12 months; we find that this extended period of time which will assist your cash-flow.
All claims are different; litigation is by its nature adversarial so we need to be flexible to respond to the many facets a claim may have. In this context, a typical case of unfair dismissal would not include the following examples of complications which would increase the time spent on defending your claim and therefore your overall costs:
- A second preliminary hearing may be required depending on the circumstances.
- Occasionally the preliminary hearing will lead to additional claims being brought, such as discrimination or whistle-blowing.
- Where there are applications to tribunal for specific orders to be made, for example if we wish to apply to strike out the claim.
- If the claimant is disabled, there may be further hearings required, additional directions issued by the employment tribunal, as well as the need for medical evidence and expert witnesses.
- Judicial mediation is occasionally recommended by the Judge before proceeding.
- In all claims there will be a review of the documentation required. Depending on the complexity of the claim against you there may be an excessive number of witnesses to interview, documents to read or email chains. We will advise you during the course of your claim if any additional time is required.