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 or Paralegal who will work with one of our qualified Solicitors on the claim. We will notify you of this if this is the case, their hourly rates are charged at £170 + VAT (@20%). 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 can also depend on your litigation funding method. You may have the benefit of 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 you have cover we can agree a rate with the insurer which is negotiated at the outset. 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 £8,000 and £10,000 in our fees plus VAT (@20%). Those fees are incurred over a period of some 9 to 18 months; we find that this extended period of time makes funding more manageable and assists your cash-flow.
All claims are different; litigation is by its nature adversarial and can be unpredictable hence we are flexible in responding 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 preliminary hearing will be required in claims of discrimination or whistleblowing. These claims may be complex and judicial case management is beneficial in most cases. It can also prompt mediation or judicial assessment.
- 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 and 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 lengthy email chains to review. We will advise you during the course of your claim if any additional time is required.