Our Experience and Pricing

General

Fixed Prices

For Employers: Defending claims for unfair or wrongful dismissal from your Employees

For Employees (usually Senior Executives): claiming for unfair, wrongful dismissal and/or discrimination

Recovering a Debt owed to your Business

Our hourly fee rates

General

We will take time with you to agree what you want us to do for you and the price.

This means that you will receive a clear quote from us which explains:

  1. Who will be advising you and what is their experience,
  2. What is covered & what we will do – called Scope,
  3. How long it is estimated to take,
  4. Price – including our proposed legal fees and any expenses (often called disbursements – for example Barrister fees, Court and Government Agency eg HM Courts & Tribunal fees), and
  5. Risks – explaining what are the types of risk your project faces eg in a debt recovery situation the debtor may not be able to pay and become insolvent even if you win your debt recovery action at Court.

You will receive this information clearly set out in our client care letter, so that you can decide to proceed.

We can offer Fixed Price quotes on projects where your Project Scope is clear, so you know your financial and time commitments from the outset. If this is not possible, we work on our hourly fee rates with time estimates.

We communicate throughout the project so there are no billing surprises

We will require payment of fees in stages for your project or case. 

If your project or case extends beyond a month end, we will send you an interim invoice.

All invoices are payable within 7 days.

We ask new clients to pay an agreed percentage of the fees in advance.

We have outlined here some example projects and cases, and the fees we would charge for these.

We ensure we provide the right level of legally qualified adviser for your project.

I was referred to The Legal Partners (TLP) as the best solicitors in Richmond. Having used law firms in the West End of London (Including those listed in the Legal 500), I’m happy to confirm that they are the best I’ve ever worked with, here’s why:
1. They don’t assign juniors to your case
2. Richard will take the time to sit down with you and explain the thinking behind the advice and the relevance to your business
3. TLP are better value for money compared to many of the prestigious law firms in London

 

Please do call us on 0208 755 5288 if you want to discuss your particular project or case and we can agree Scope, Timescales and Price for your required objectives and available budget.
We look forward to advising you.

Fixed Prices

We offer fixed prices where your Project Scope and Timescales are clear for any Business Law or HR Law project.

Here are some examples:

Fixed price for a new employment contract for an office based manager (not Director) 

Scope:

We will:

  1. ask you for your instructions,
  2. prepare the 1st draft employment contract for you, and
  3. when you have reviewed it produce the final draft including your comments.

Timescales: up to 1 week depending upon your other commitments to give you time to review the drafts

Price: Fixed fee – £500 plus VAT.

 

Fixed price for new employment contracts for the whole workforce (excluding Directors) 

Scope:

This project usually needs more thought, planning and time and discussions with you and needs typically 3 drafts.

Timescales: upto 2 weeks depending upon your other commitments to give you time to review the drafts

Price: £950 to £1,050 plus VAT.

We ensure we provide the right level of legally qualified adviser for your project.

 

Fixed price for new Shareholders Agreement

Scope:

If your company has one class of ordinary shares and there is no need to change the Articles of Association then a straightforward Shareholders Agreement may be suitable in simple to read legal English.

We will:

  1. ask you for your instructions,
  2. prepare the 1st draft Shareholders Agreement for you explaining:
    1. a. what happens if one shareholder wants to leave and sell his or her shares,
    2. b. how those shares are valued and paid for,
    3. c. what happens on an Exit (eg sale of the company), and
    4. d. that shareholders will not compete with the business and approach clients while they own shares and for an agreed period after they sell their shares.
  3. when you have reviewed it produce the final draft including your comments

Timescales: upto 2 weeks depending upon your other commitments to give you time to review the drafts

Price: £950 plus VAT.

For Employers: Defending claims for unfair or wrongful dismissal from your Employees

We have defended employers on many claims and the key point we will ask you is “what is your overall objective”?

Often the objective is to defend the case and then look to settle it at the right opportunity. This means you can focus on your business rather than Employment Tribunal case, which may take between 9 and 15 months or more to complete.

Employees no longer have to pay any ET fees to pursue their claim. As a result the numbers of ET claims made by employees are increasing quickly.

We can often settle a case before the claim is filed at the Employment Tribunal.

This can be achieved by following our advice and:

  1. making settlement offers directly using Settlement Agreements to obtain an efficient settlement without unnecessary management time – see our article explaining how Settlement Agreements can help you:
    or
  2. engaging with ACAS through the Early Conciliation process between employer and employee to achieve settlement before it becomes a more costly Employment Tribunal dispute. Employees must register their ET claim at ACAS first to try Early Conciliation before the ET will process a claim :
    or
  3. using confidential and impartial Workplace Mediation with an independent mediator – see our Article explaining more about why and how Workplace Mediation can help you. Our team have settled over 2,000 cases between them over the years using these different tactics. It is very unlikely that even if you successfully defend the claim that the ET Judge will order your employee to pay your costs. This is another sensible reason that it is best to explore settlement where possible.

Our experienced team have settled over 2,000 cases between them over the years using a combination of these different tactics as well as others. 
It is very unlikely that even if you successfully defend the claim the ET Judge will order your employee to pay your costs. This is another sensible reason that it is best to explore settlement where possible. A typical project Scope to settle a claim would look like this:

Scope:

We will:

  1. Ask you for your instructions and case details and documents,
  2. Review your case details and documents,
  3. Discuss any settlement amounts to be offered in 1st settlement offer,
  4. Prepare 1st draft settlement agreement for your review,
  5. When you have reviewed it produce the 1st draft settlement agreement including your comments to be sent back to your employee,
  6. Advise you throughout the settlement negotiations until the case is settled.

Timescales:

Settlement negotiations before an employee asks for ACAS Early Conciliation usually last between 2 and 4 weeks. During this time you should be prepared for the employee being away sick or being less productive.

Negotiations via ACAS Early Conciliation usually last for 4 weeks but can be extended by a further 2 weeks to 6 weeks.

Price: £750 to £1,500 plus VAT depending upon how your employee and/or his/her adviser engages and negotiates.

Sometimes it is just not possible to settle a case in this way for a variety of reasons. For example the employee may not be prepared to accept the advice that he/she is receiving and thinks they will get more compensation at an ET.  The employee then files an ET claim

In case this happens, below we have shared example Scope and Prices for:

  1. “Low Complexity” ET cases;
  2. “Medium Complexity” ET cases; and
  3. “High Complexity” ET cases.

Factors that could make a case more complex are:

  1. Your employee does not want to settle at a reasonable and fair level on the strength of his/her case and wants his or her “day in Court”. Employees do not have to pay ET fees so they are now more likely to file an ET claim and not settle earlier.
  2. Your employee does not take legal advice or only limited advice at certain times and claims at the ET as a litigant in person where he/she is not represented by a lawyer. Therefore as a litigant in person he/she will need more time to understand the process and we have to take more time to explain it to him/her.
  3. The type of employment law rights which your employee alleges have been breached eg unpaid wages, unfair dismissal and/or discrimination.
  4. If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim. This is more time intensive as a further hearing will be required.
  5. Complex preliminary issues such as whether the claimant is disabled (if this is not agreed by the parties). This is more time intensive as more analysis is required and a further hearing will be required.
  6. The number of witnesses and documents.
  7. If it is an automatic unfair dismissal claim e.g. if the employee claims to have been dismissed after blowing the whistle on their employer.
  8. Making or defending a costs application.
  9. Allegations of discrimination which are linked to the dismissal.

In these examples “employee” includes any worker or other person working with you either directly or via a limited company or other third party who seeks to claim employment and/or worker rights and protection

If the case proceeds to the ET by your employee filing a claim the case becomes more complex.

The Scope would then be:

  1. Reviewing Claim Form.
  2. Taking your updated instructions, review of detailed documents and emails and advising you on their  merits and likely compensation (this is likely to be revisited throughout your case and will change as the case develops).
  3. Preparing response to a claim – called a Response or Defence on an ET form ET3.
  4. Preparing for (and attending or instructing your Barrister to attend) a Preliminary Hearing which takes place usually within 3 months of the ET3 being filed.
  5. Review the schedule of loss which your employee is required to submit to the ET showing what losses he/she alleges he/she has suffered.
  6. Taking witness statements, drafting statements and agreeing their content with witnesses.
  7. Exchanging documents with the lawyers for your employee and agreeing a bundle of documents required for the Judge at the Final Hearing.
  8. Reviewing and advising you on your employee’s witness statements.
  9. Agreeing a list of issues, a chronology and/or cast list with the lawyers representing the employee.
  10. Exploring settlement and negotiating settlement throughout this whole process.
  11. Preparation and attendance at the Final Hearing (usually 2 – 10 days for more complex cases), including instructions to your Barrister who will represent you at the ET.
  12. Dealing with any after Final Hearing steps eg organising the payment by you of any ET award to your employee sum or filing and agreeing any settlement if it is reached part-way through the Final Hearing as often happens.

 

The stages set out above are an indication and always some of stages above are not required. For example if we can help you settle the case part-way through the above Key Stages then you will only incur the fees upto that point.

 

Timescales

It will usually take between 9 and 15 months for your case to get to the Final Hearing.

 

Price:

We offer the following fee ranges as examples:

 

Low Complexity case Eg claim for unpaid wages: £3,500 – £7,000 (plus VAT) plus fees for attendance at the Final Hearing and your Barrister fees.

 

Medium Complexity case Eg claim for unfair dismissal based on lack of proper dismissal process: £5,600 – £11,200 (excluding VAT) (plus VAT) plus fees for attendance at the Final Hearing and your Barrister fees.

 

High Complexity case e.g. an unfair dismissal and a discrimination claim: £8,750 – £17,500 plus fees for attendance at the Final Hearing and your Barrister fees.

 

We will help you select a Barrister (also called Counsel) for your case. Counsel’s fees are estimated between £1,000 to £4,000 plus VAT per day (depending on experience of the advocate) for advising on your case, attending a Preliminary Hearing and Tribunal Hearing (including preparation) as necessary and are also £195 to £295 plus VAT per hour. We will always seek your Barrister’s advice on your case proceeding through the ET

 

There will be an additional fee for attending a Tribunal Hearing of £2,000 per day (excluding VAT) assuming a 7 hour day at the Tribunal.

 

Disbursements

Disbursements are costs related to your matter that are payable to third parties eg travel costs or experts reports. We handle the payment of the disbursements on your behalf to ensure a smoother process but will need those disbursements paid in advance by you before we pay them for you.

 

Funding Options

At the start of your case we will remind you to explore your funding options. Eg via any company insurance policy. For Employees (usually Senior Executives): claiming for unfair, wrongful dismissal and/or discrimination

 

For Employees (usually Senior Executives): claiming for unfair, wrongful dismissal and/or discrimination

We have advised employees on many claims and appreciate that your case will be stressful.

We therefore ask you to focus on an overall objective which will not jeopardize your health and to involve your family or friends to help you during your case.

We can often settle a case before you have to file your claim at the Employment Tribunal.

 

This can be achieved by following our advice and:

  1. making settlement offers directly using Settlement Agreements to obtain an efficient settlement. Often your employer will want to do this – see our Article explaining why an employer may propose a Settlement Agreement
    or
  2. engaging with ACAS through the Early Conciliation process between you and your employer to achieve a settlement before it becomes a more costly Employment Tribunal dispute. Employees must register their ET claim at ACAS first to try Early Conciliation before the ET will process a claim ;
    or
  3. using confidential and impartial Workplace Mediation with an independent mediator – see our Article for more reasons why Mediation can help you.

    We have settled over 2,000 cases between our team using these different tactics.

    It is very unlikely that even if you successfully win your claim that the ET Judge will order your employer to pay your costs. You will have to fund your costs during your case and we invoice monthly. This also means that it is best to explore settlement where possible.

 

Scope:

  1. Ask you for your instructions and case details and documents,
  2. Review your case details and documents,
  3. Discuss any settlement amounts to be offered in 1st settlement offer
  4. Review the draft settlement agreement which your employers or ACAS will produce, and
  5. Advise you throughout the settlement negotiations until the case is settled.

 

Timescales:

Settlement negotiations before an employee asks for ACAS Early Conciliation usually last between 2 and 4 weeks.

Negotiations via ACAS Early Conciliation usually last for 4 weeks but can be extended by a further 2 weeks to 6 weeks.

 

Price: : £750 to £1,500 plus VAT depending upon how your employer and/or its adviser engages and negotiates.

Sometimes it is not possible to settle a case in this way for a variety of reasons: for example an employer wants to test you to see how strong you think your case is and how determined you are to go through the ET process. to accept the advice he/she is receiving and thinks they will get more compensation at an ET.

In these examples we have given you example Scope and Prices for:

  1. “Low Complexity” ET cases;
  2. “Medium Complexity” ET cases; and
  3. “High Complexity” ET cases.

 

Factors that could make a case more complex are:

  1. The type of employment law rights which you are alleging have been breached eg unpaid wages, unfair dismissal and/or discrimination.
  2. If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim.
  3. Complex preliminary issues such as whether you are disabled (if this is not agreed by the parties).
  4. The number of witnesses and documents
  5. If it is an automatic unfair dismissal claim e.g. if you claim to have been dismissed after blowing the whistle on your employer.
  6. Making or defending a costs application.
  7. Allegations of discrimination which are linked to the dismissal.

If the case proceeds to the ET by you filing a claim the case becomes more complex.

 

The Scope would then require:

  1. Preparing your Claim Form.
  2. Taking your updated instructions, review of detailed documents and emails and advising you on their merits and likely compensation (this is likely to be revisited throughout the matter and will change as the case develops).
  3. Reviewing the Response or Defence on an ET form ET3 filed by your employer.
  4. Preparing for (and attending or instructing your Barrister to attend) a Preliminary Hearing which takes place usually within 3 months of the ET3 being filed.
  5. Review the Schedule of Loss which you are required to submit to the ET showing what losses you allege you have suffered.
  6. Taking your and other witness statements, drafting statements and agreeing their content with witnesses.
  7. Exchanging documents with the lawyers for your employer and agreeing a bundle of documents required for the Judge at the Final Hearing.
  8. Reviewing and advising you on your employer’s witness statements.
  9. Agreeing a list of issues, a chronology and/or cast list with the lawyers representing your employer.
  10. Exploring settlement and negotiating settlement throughout this whole process.
  11. Preparation and attendance at the Final Hearing (usually 2 – 10 days for more complex cases), including instructions to your Barrister who will represent you at the ET.
  12. Dealing with any after Final Hearing steps eg confirming payment arrangements to you of any ET award to you, filing and agreeing any settlement if it is reached part-way through the Final Hearing as often happens.

 

The stages set out above are an indication and always some of stages above are not required. For example if we can help you settle the case part-way through the above Key Stages then you will only incur the fees upto that point.

 

Timescales

It will usually take between 9 and 15 months for your case to get to the Final Hearing.

 

Price:

We offer the following fee ranges as examples:

 

Low Complexity case Eg claim for unpaid wages: £3,350 – £8,000 (plus VAT) plus fees for attendance at the Final Hearing and your Barrister fees.

 

Medium Complexity case Eg claim for unfair dismissal based on lack of proper dismissal process: £5,600 – £12,500 (excluding VAT) (plus VAT) plus fees for attendance at the Final Hearing and your Barrister fees.

 

High Complexity case e.g. an unfair dismissal and a discrimination claim: £8,750 – £18,500 plus fees for attendance at the Final Hearing and your Barrister fees.

 

We will help you select a Barrister (also called Counsel) for your case. Counsel’s fees are estimated between £2,000 to £4,000 plus VAT per day (depending on experience of the advocate) for advising on your case, attending a Preliminary Hearing and Tribunal Hearing (including preparation) as necessary and are also £195 to £295 plus VAT per hour. We will always seek your Barrister’s advice on your case proceeding through the ET.

There will be an additional fee for attending a Tribunal Hearing of £2,000 per day (excluding VAT) assuming a 7 hour day at the Tribunal. Generally, the ET will set a trial window between 2 and 10 days depending on the complexity of your case.

 

Disbursements

Disbursements are costs related to your matter that are payable to third parties eg travel costs or experts fees. We handle the payment of the disbursements on your behalf to ensure a smoother process but will need those disbursements paid in advance by you before we pay them for you.

 

Funding Options

At the start of your case we will remind you to explore your funding options. Eg via your home or bank account insurance policy or as a result of trade union membership.

 

Recovering a Debt owed to your Business

We divide our debt recovery service into:

  1. Obtaining judgment in the Court; and
  2. Obtaining recovery of funds from the debtor.

 

The example below assumes an uncontested debt recovery process. If the debtor contests the debt (eg because of alleged poor service or a faulty product) then we will give you more detailed Scope, Timescales and Pricing information.

Step 1 – Letter Before Claim

 

Scope:

 

  1. Ask you for your instructions and case details and documents,
  2. Review your case details and documents,
  3. Prepare 1st draft Letter Before Claim for your review,
  4. When you have reviewed it produce the final letter with your comments to be sent to the debtor giving the debtor 14 days to pay, and
  5. Organise payment of your claim or move to Step 2.

 

Timescales: upto 1 week depending upon your other commitments to give you time to review the drafts

 

Price: £350 to £750 plus VAT depending upon the complexities.

Sometimes it is more appropriate to file a Statutory Demand in which case the price is the same plus a fee of £250 plus VAT for the process server to serve the demand on the debtor.

Step 2 Produce and File Court Claim

 

Scope:

  1. If the debt is not paid after expiry of the deadline in the Letter Before Claim, drafting and issuing claim.
  2. Where no Acknowledgment of Service or Defence is received form the debtor, applying to the court to enter Judgement in Default.
  3. When Judgement in Default in received, writing to the debtor to require payment.
  4. If payment is not received within 7 days, providing you with advice on next steps and likely costs.

 

Timescales:

Matters usually take 4 weeks and 6 months from receipt of instructions from you to receipt of payment from the debtor.

This depends on whether or not it is necessary to issue a claim.

This is on the basis that the debtor pays promptly on receipt of Judgement in Default.

If the debt recovery becomes contested or enforcement action is needed, the matter will take longer to resolve.

 

Debt Value Court Fee Our Price (ex VAT) Total
Up to £5,000 £25 to £185 £350 to £500 plus VAT
if filed on line
£375 to £685 plus VAT
£5,001 – £10,000 £410 £950 to £1,250 plus VAT £1,360 to £1,660 plus VAT
£10,001 – £50,000 4.5% of the value of the claim if filed online otherwise 5% £1,500 to £2,500 plus VAT plus Barrister fees depends upon the claim value plus £1,500 to £2,500 plus VAT plus Barrister fees

 

Clients wishing to proceed with a claim should note that:

  1. The VAT element of our fee cannot be reclaimed from your debtor.
  2. Interest and compensation may take the debt into a higher banding, with a higher cost.

 

Obtaining recovery of funds if the debt becomes contested or enforcement action is needed.

If the debtor contests the debt (eg because of alleged poor service or a faulty product) or enforcement action, such as the bailiff, is needed we will agree additional Scope, Timescales and Fees to recover the debt for you.

If the debtor fails to respond to a Statutory Demand then it may be necessary to petition for the debtor’s insolvency. This is a more complex process and we would then set out, and discuss with you the further Scope, Time scales and pricing information.

Please contact us for more information.

We look forward to working with you.

 

Our hourly fee rates

All the above fees are based on our published hourly rates for our experienced:

  • Business & HR lawyers Richard Mullett (24 years qualified), Nicholas Eldred (31 years qualified) and Abigail Oprey (22 years qualified): £350 per hour plus VAT
  • HR Mediator Partner Shân Veillard-Thomas and Philippa Mullett (Marketing Director and Legal Trainee CILEx Employment law & Practice): £175 per hour plus VAT.

 

For more details on our experience visit our team page.

Please do call us if you want to discuss your particular project or case and we can agree Scope, Timescales and Price for your required objectives and available budget.

We look forward to advising you.

 

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