hello@kilgannonlaw.co.uk

Our team is ready to answer any questions

0800 915 7777

Book your consultation today

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 – £400 + VAT per hour. Our Senior Associates charge £300 + 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.


A man and a woman are giving each other a high five in front of a wind turbine.
By Marianne Wright 05 Apr, 2024
Flexible working arrangements, such as hybrid work, flexitime, and compressed hours, have become increasingly desirable for employees looking to balance work and their personal lives. As of April 6th, 2024, UK employment law has undergone significant updates to empower employees with greater flexibility and control over their work lives.
a woman is writing on a tablet while using a laptop .
By Matthew Kilgannon 20 Mar, 2024
Every April, the Government reviews and makes changes to employment laws, including a review of financial rates. Below we set out a summary of the proposed changes coming into effect in April and beyond.
A woman is giving a glass of water to a man.
By Marianne Wright 19 Mar, 2024
Bullying in the workplace is a serious issue for workers (29% of whom will experience workplace bullying at some point1), and for employers (bullying is estimated to cost UK businesses £18 billion a year2 and to contribute to the loss of over 17 million working days each year3).
A man in a suit is sitting at a desk with a laptop and talking on a cell phone.
By Louise Maynard 28 Feb, 2024
If you're an employee bringing a claim against your employer in an employment tribunal, you may be wondering who you should call as witnesses. Here are some things to consider when making your decision:
a man in a wheelchair is sitting at a desk with a woman standing next to him .
By Marianne Wright 20 Feb, 2024
In the modern workplace, fostering a culture of inclusivity and ensuring equal treatment for all employees is a crucial aspect of employment law. Discrimination based on disabilities (which can include mental health conditions) is strictly prohibited in the United Kingdom. This article explores the legal framework in UK employment law that safeguards employees against discrimination and highlights the consequences faced by employers who fail to uphold these important principles.
a man is sitting at a desk in a dark room using a laptop computer. GDPR
By Emily Kidd 06 Feb, 2024
In an era of heightened data protection awareness and stringent regulations like the General Data Protection Regulation (GDPR), employees play a critical role in safeguarding personal data. This article explores the legal consequences that employees may face in the United Kingdom when implicated in data protection breaches at the workplace.
person holding up a mental health book and in a discussion
By Yeing-Lang Chong 22 Jan, 2024
In recognition of the importance of employee well-being, employers in the UK are increasingly implementing well-being initiatives to support the mental health and overall well-being of their workforce. These initiatives, which can include employee assistance programs (EAPs) and wellness programs, aim to provide support, resources, and interventions that enhance employee well-being. This article explores the legal framework surrounding well-being initiatives in UK employment law and highlights the benefits and considerations for employers when implementing such programs.
Female employee getting harassed at work by a colleague
By Marianne Wright 19 Jan, 2024
Creating a safe and respectful work environment is a fundamental aspect of UK employment law. This article explores the legal obligations placed on employers to address workplace harassment, highlighting the measures they should take to promote a culture of respect and protect their employees' mental health.
By Emily Kidd 04 Dec, 2023
In recent years, there has been increasing recognition of the importance of mental health in the workplace. Employment law acknowledges the sensitive nature of mental health disclosures and places obligations on employers to handle such disclosures with care, confidentiality, and without discrimination. This article explores the legal framework surrounding mental health disclosures in the workplace, emphasising the responsibilities employers have in safeguarding employee privacy and ensuring a supportive and inclusive environment.
By Emily Kidd 04 Dec, 2023
The General Data Protection Regulation (GDPR) revolutionised the way organisations handle personal data, and for Human Resources (HR) departments in the United Kingdom, compliance is paramount. This article provides a comprehensive exploration of best practices for HR to safeguard employee data and ensure GDPR compliance in the workplace.
More Posts
Share by: