Employment Tribunal Pricing For Employers

Thank you for looking at our services for Employment Law. We regularly advise employers of all sizes across a wide range of industries and sectors on dealing with employment tribunal claims, early conciliation and other options for resolving employment disputes.

As an employer, you have a legal duty to provide a fair working environment that complies with all relevant legislation, while still needing to be able to manage your workforce effectively. If an employee has raised an issue or made a claim to an employment tribunal, it is essential to have the right expert advice to protect your business and reputation.

Our expert employment lawyers can guide you through each step of the process of dealing with an employment dispute, removing as much stress and uncertainty from the situation as possible. We can help you secure the best available outcome for your business as efficiently and cost-effectively as possible while minimising any negative impact on your commercial interests.

Why Us

Our expert team have years of experience handling both straightforward and highly complex employment disputes at every level, from negotiation and early conciliation through to Employment Tribunal hearings and Employment Appeal Tribunals proceedings.

We appreciate that getting the right result is only one of the concerns when dealing with an employment dispute – protecting your reputation and making sure the matter is dealt with efficiently are often just as important. We therefore tailor our approach to your priorities, making sure we resolve your matter in way that works for you and your organisation.

Value for money and overall costs are important factors for any business, so we will provide you with a range of estimates and keep you updated on costs at all times. That way you can budget appropriately and be confident that we are handling your case cost-effectively.

Whether you wish to settle a claim or fight it at tribunal, we will provide an honest assessment of the situation and commercially-focused advice to make sure you are pursuing the best strategy for your business.


Our fees for bringing claims for unfair and wrongful dismissal are based on three bands, which we will be happy to discuss with you. These in turn are based on our estimate of the time it will be necessary to spend on your case having regard to the hourly rate of the person dealing with it. If your case is being dealt with by a Partner or, alternatively, another very senior and experienced lawyer who has specialised in employment law for at least eight years the hourly rate will be £275 plus VAT. If the lawyer dealing with your case has been practising for less than eight years but for more than four years the applicable hourly rate will be £245 plus VAT. A lawyer with less than four years post qualification experience will charge £225 plus VAT per hour. We will always inform you at the outset of the experience and hourly rate of the lawyer with primary responsibility for your case.

We will also advise you of the funding options available to you, for example, using any commercial legal expenses insurance your business is covered by.

There are various items we will consider when deciding what pricing band your case falls into. We will make this assessment and inform you of the relevant fees at the earliest opportunity.

Factors that may influence this include the need for:

  • Defending claims that are brought by litigants in person;
  • The amount of documentation and correspondence to review and consider;
  • The number of witnesses whom it may be necessary to call;
  • Whether there are other claims in addition to unfair dismissal e.g. Breach of contract, Unlawful deduction from wages, whistleblowing or discrimination
  • Whether settlement is possible prior to actually issuing a claim;
  • New matters or factors raised in the employer’s response to the claim;
  • Case management directions made by the Tribunal;
  • Making any further applications to a Tribunal on your behalf; and
  • Whether an Employment Tribunal hearing is required and if so the length of the hearing

Very occasionally a combination of factors or circumstances means that the costs involved exceed the bands referred to below. In such exceptional cases we shall notify you of the position as soon as it becomes clear that this may be the case. We shall also provide you with a revised costs estimate at that time.



Cost/Range of Costs



Simple case defined as:

  • A claim for ordinary unfair dismissal only;
  • The total number of documents for inclusion in the Trial bundle does not exceed 150 pages;
  • No attendance at a Case Management or Preliminary Hearing is required;
  • No expert (e.g. medical) evidence required; and
  • Final Fearing listed for a maximum of One Day

Add extra £1,650 – 2,200 plus VAT (Depending on seniority of Advocate ) for each additional day







Medium complex case defined as:

  • Cases involving unfair dismissal as well as breach of contract and/or unlawful deduction from wages and/or unpaid holiday claims and/or discrimination;
  • Attendance required at one Case management or Preliminary Hearing; and
  • The total number of documents for inclusion in the Trial bundle exceeds 150 pages but not more then 500 pages; and
  • Final Hearing listed for a maximum of Three Days

Add extra £1,650 – 2,200 plus VAT (Depending on seniority of Advocate ) for each additional day










High complex case defined as:

  • Cases also involving claims for Whistleblowing and one or more complaints of discrimination
  • Attendance required at one or more Case management /Preliminary Hearings
  • The total number of documents for inclusion in the Trial bundle exceeds 500 pages
  • Expert evidence required; and
  • Final Fearing listed for a maximum of Five Days

Add extra £1,500 – 2,000 plus VAT (Depending on seniority of Advocate ) for each additional day

Allow estimate of additional £500 - £1,000 plus VAT per Expert






Disbursements are costs related to your matter that are payable to third parties, such as court fees. We handle the payment of the disbursements on your behalf to ensure a smoother process.

Counsel's fees estimated between £950 to £1,995 per day (depending on experience of the advocate) for attending a Tribunal Hearing (including preparation).

Exclusions and Factors Which May Make a Case More Complex

In the event that the issues become more complex, we will make sure you are informed of this at the earliest opportunity and a clear estimate of those extra costs will be provided.

Factors that may lead to an increase in cost include:

Time Scales

The time that it takes from taking your initial instructions to the final resolution of your matter depends largely on the stage at which your case is resolved.

If a settlement is reached during pre-claim conciliation, your case is likely to take 2-8  weeks. If your claim proceeds to a Final Hearing, your case is likely to take 26-52 weeks.

This is just an estimate and we will of course be able to give you a more accurate timescale once we have more information and as the matter progresses.

Key Milestones

There are key milestones, which may vary according to individual circumstances. They may be as follows:

  • Taking your initial instructions
  • Reviewing the papers and advising you on the merits of the claim being brought against you and likely compensation an Employment Tribunal might award if the claim is successful (this is likely to be revisited throughout the matter and subject to change)
  • Entering into pre-claim conciliation where this is mandatory to explore whether a settlement can be reached
  • Preparing your response to the claim
  • Exploring settlement and negotiating 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 bundle of documents
  • Reviewing and advising on the other party's witness statements
  • Agreeing a list of issues, a chronology and/or cast list
  • Preparation and attendance at Final Hearing, including instructions to Counsel