Employment Litigation Price Transparency Statement
We pride ourselves in our ability to resolve matters early to avoid unnecessary expense. However, there are times when this is not possible and in such circumstances we will represent you robustly and with agility.
Our overall fees vary depending upon how complex your case is and what you would like us to do. For a free estimate specifically tailored to your circumstances please email David Evans, Director and Founder of EPR Law Limited at email@example.com or by telephone on 0203 582 6560. We would be more than happy to discuss your case.
It is imperative that you check whether you have any form of legal expenses insurance prior to any instruction, as your insurer may determine how your case is handled and by whom.
However, to give you an idea of how we charge and to comply with the SRA price transparency rules, we have set out below details of our typical hourly rates and fees for unfair and wrongful dismissal claims.
Our charges are made up of:
A) our fees for the legal work;
B) ‘disbursements’ – disbursements are costs related to your matter that are payable to other people, such as fees for a barrister’s opinion or representation at the Employment Tribunal. We handle the payment of the disbursements on your behalf to ensure a smoother process.
Our standard hourly rates are £325 plus VAT for a Director and £95 plus VAT for a paralegal. Fee rates of any consultants who may work on your case will be detailed at the outset of any instruction, but will typically be £250 plus VAT per hour for an experienced solicitor or barrister.
To give a very general idea of how much our fees tend to be for a typical unfair or wrongful dismissal claim or defence, the ranges tend to be:
- Simple cases: £7,500-£15,000 (excluding VAT and disbursements);
- Medium complexity cases: £15,000-£25,000 (excluding VAT and disbursements);
- High complexity cases: £25,000-£60,000 (excluding VAT and disbursements).
As can be seen from the above, the time spent on a case and our costs can vary significantly depending upon how complex a case is. A case is likely to be more complex (and so incur more time) if:
- It is necessary to attend a long hearing;
- it is necessary to make or defend applications to amend claims or to provide further information about an existing claim;
- it is necessary to defend claims that are brought by litigants in person
- it is necessary to make or defend a costs application
- there are complex preliminary issues such as whether the claimant is disabled (if this is not agreed by the parties)
- the number of witnesses and documents is high
- it is an automatic unfair dismissal claim e.g. if the employee is alleging he/she is a whistleblower
- there are allegations of discrimination which are linked to the dismissal
Similarly though, other employment law cases such as employee settlement agreements are often much simpler and cost much less (and may be covered by your employer). Please call us on 0203 582 6560 if you are not sure what sort of case you have and we can guide you further.
You will need to pay for ‘disbursements’ in addition to our costs as described above. In an unfair or wrongful dismissal claim the most common disbursements are for barrister’s fees. A barrister is often used to deal with a Tribunal hearing if your case is not settled beforehand. Barrister’s fees for junior counsel (excluding Queen’s Counsel) tend to be in the region of £1000-£3500 per day, depending on seniority and availability. We will however guide you on this as and when external costs need to be incurred and will obtain estimates to be discussed with you before any instruction. For more complex and high-value cases, it may well be appropriate to instruct Queen’s Counsel to represent you and this will be discussed with you.
Key stages of your claim
The examples of typical costs above cover all of the work in relation to the following key stages of an unfair dismissal or wrongful dismissal case:
- Taking your initial instructions, reviewing the papers and advising you on your prospects of success in the claim and the likely compensation, although this is likely to be revisited throughout the case and subject to change.
- Entering into pre-claim conciliation with ACAS where this is mandatory to explore whether a settlement can be reached.
- Preparing your claim or response.
- Reviewing and advising on the claim or response from the other party.
- Exploring settlement and negotiating a settlement throughout the process.
- Preparing or considering a schedule of loss.
- Preparing for and attending a Preliminary Hearing.
- Exchanging documents with the other party and agreeing a bundle of documents.
- Taking witness statements, drafting statements and agreeing their content with witnesses.
- Preparing bundles of documents for the final hearing.
- Reviewing and advising on the other party’s witness statements.
- Agreeing a list of issues, a chronology and/or cast list.
- Preparation and instructions to the barrister (if this is not being done in-house by us) for the final hearing.
The stages set out above are an indication only and if some of the stages are not required, the fee may be reduced. Some clients may wish to attempt to handle some parts of a very straight-forward matter themselves and only have our advice in relation to some of the stages. This can also reduce the cost if your case is one where we’re comfortable that this is a sensible approach to take.
How long will my case take?
The time it takes from your initial instructions to the end of your case depends largely on the stage at which it is resolved. If a settlement is reached during pre-claim discussions, your case is likely to take between 2-4 weeks. If your claim proceeds to a final hearing, your case is currently likely to take between 6-18 months, due to the current capacity of the Tribunal system as a result of the impact of COVID-19. This is just an illustration and we will be able to give you a more accurate timescale once we have more information from you and as the case progresses.
Who will be dealing with my case?
Your case will be handled and supervised by David Evans, with support from other members of team. Biographies of the team are contained on this website and information as to whom will handle your case will form part of any letter of engagement.
For information about Employment Tribunal Litigation CLICK HERE
EPR Law Litigation Fees