At Canter Levin & Berg, our employment law solicitors have extensive experience dealing with employment law litigation.

In most cases employment tribunal litigation should be a last resort. Over the decades that we have been practising employment law, we have learned that most disputes arising within employment can be dealt with via negotiation and compromise.

Even cases involving dismissal or constructive dismissal when the employee has left employment and has a viable cause of action against his or her previous employer can often be dealt with without the need for litigation.

If proceedings are issued, the majority of cases are settled via settlement agreements before a hearing. However, in some instances, mainly when the sides are entrenched and the employer is unwilling to settle, it is necessary to take a case before an employment tribunal in order to best serve the interests of our clients.

At Canter Levin & Berg, our employment law solicitors have extensive experience dealing with employment law litigation in employment tribunals and employment appeal tribunals, regularly appearing as advocates before both. We always ensure that our clients’ interests come first, that our clients have a full case plan at from the outset, that costs are agreed beforehand and managed within tight margins and that our clients always have a direct line of communication with their lawyer.

Unlike many law firms, our specialist employment law solicitors don’t have caseloads numbering in the hundreds and we put quality of advice and outcome at the forefront of our practise rather than volume. Employment law is complex and technical, nowhere more so than in an employment tribunal. That is why we strongly advise that all potential claimants obtain legal advice before embarking upon a case.

Funding an Employment Tribunal & our costs

We accept instructions for employment tribunal work on the following terms:

Hourly Rate – the rate will depend upon the experience and seniority of your lawyer and will be agreed with you beforehand. We will always provide you with an estimate of your total costs at the beginning of the case and update you should the position change.

Fixed Fee – a fixed fee is agreed to undertake either the entire case or for each part of the case as and when the requirement arises.

Legal Expenses Insurance – if you have household or motor insurance, you may be entitled to claim on your insurance policy for legal expenses in an employment tribunal. If you believe you enjoy the benefit of such a policy, please inform your employment lawyer when you provide your initial instructions. We will need a copy of the policy and will liaise with the insurer on your behalf.

Please note: We do not accept instructions on a No Win/No Fee basis unless we determine that the amount of compensation recoverable is over £25,000 and we assess the prospects of success as being over 65%.

We can help you
The employment law solicitors at Canter Levin & Berg have a great deal of experience when it comes to dealing with complicated employment law issues. We have been providing employment law advice to employees for over 30 years, during which time we have seen and dealt with a wide range of employment law scenarios, including numerous employment tribunal cases.

Call us now on 0151 239 1000. Alternatively, complete our online enquiry form at the top of this page and we will get back to you as soon as possible.

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