0800 038 7171
  • Fixed Fee Services
  • Same Day Appointments for Most Settlement Agreements
  • Fixed Prices for Employers and Employees
  • Fixed Fee Unfair Dismissal
  • Direct Contact With Appointed Solicitor

Our charges in connection with employment law work


Claims by employees


Our pricing for bringing and defending claims for unfair or wrongful dismissal on behalf of an individual:


  • Simple case: £2,500.00-£3,500.00 (excluding VAT)
  • Medium complexity case: £3,250-£4,750 (excluding VAT)
  • High complexity case: £4,500-£6,500 (excluding VAT)


Defending claims on behalf of employers


Our pricing for bringing and defending claims for unfair or wrongful dismissal on behalf of an employer:


  • Simple case: £3,250.00-£4,500.00 (excluding VAT)
  • Medium complexity case: £4,250-£6,000 (excluding VAT)
  • High complexity case: £5,750-£8,500 (excluding VAT)


The estimate prices to defend on behalf of employers are higher than the estimated prices for helping an employee bring a claim because defending a claim can be more time-consuming for various reasons, which include (but which are not limited to):


  • Drafting a defence is more time-consuming than bringing a claim because of the need to receive exact instructions (and review all possible documentation) in relation to each material allegation made within the claim
  • The need to review large amounts of documentation and ask supplementary questions to determine (and set out) the correct defence
  • The need to review documents in order to identify which should be disclosed and, additionally, the usual work in preparing and sending bundles to the parties
  • There are usually numerous witnesses and multiple witness statements to draft (in comparison to acting for employees, who usually only need one)


Relevant factors for claims (whether instructed by an individual or employer)


Factors that could make a case more complex:


  • If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim
  • If it is necessary to make or defend applications to strike out some or all of the claims put forward on the basis of being out of time or for another applicable reason
  • Defending claims that are brought by litigants in person
  • Making or defending a costs application
  • Complex preliminary issues such as whether the claimant is disabled (if this is not agreed by the parties)
  • The number of witnesses and documents
  • If it is an automatic unfair dismissal claim e.g. if you are dismissed after blowing the whistle on your employer
  • Allegations of discrimination which are linked to the dismissal


There will be an additional charge for attending a tribunal hearing of £1,350 per day (excluding VAT). Generally, we would allow one to five days depending on the complexity of your case. In exceptional circumstances, a Tribunal Hearing could take more than 5 days and, in some circumstances, it would be advisable to instruct a barrister (known as Counsel).



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 are estimated at between £1,250 to £2,500 per day (excluding VAT), depending on experience of the advocate, for attending a Tribunal Hearing (including preparation).


Key stages


The fees set out above cover all of the work in relation to the following key stages of a claim:


  • Taking your initial instructions, reviewing the papers and advising you on merits and likely compensation (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 claim or response
  • Reviewing and advising on claim or response from other party
  • 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


The stages set out above are an indication and if some of stages above are not required, the fee will be reduced. You may wish to handle the claim yourself and only have our advice in relation to some of the stages. This can also be arranged based on your individual needs.


Subscription service


We offer a retainer-based service for employers, Canter Levin & Berg Employment Solutions. This service provides unlimited legal advice to employers for a monthly retainer fee. We offer all Employment Solutions clients reduced hourly rates for defending Tribunal claims which would act to reduce the above given estimates. Alternatively, we also offer all Employment Solutions clients legal expenses insurance and, if taken, the insurance company will cover the legal fees incurred in defending a claim from an employee (or ex-employee) which comes within the terms and conditions of the policy.


How long will my matter take?


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 3-6 weeks. If your claim proceeds to a Final Hearing, your case is likely to take 6-9 months. 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.


Team experience


Our employment law team has over 47 years of collective experience in delivering high quality work in all matters relating to employment law. The team has particular expertise in unfair dismissal and discrimination-related matters.


We have five members of the team who may work on your matter. Regardless of who works on your matter, they will be supervised by Martin Malone, Director and Chief Operating Officer or, alternatively, by our Head of Employment Law, Katharine Kelly.


Katharine Kelly – Head of Employment Law


Katharine is the head of our team and has over 10 years’ experience advising employees and employers on employment law-related matters. During her time heading our team, Katharine has focused on providing jargon-free, clear legal advice in an approachable, friendly manner and has overseen our successful Employment Solutions retained-based service for employers.


Katharine qualified as a Solicitor in May 2008 and has extensive experience in handling Employment Tribunal matters (and associated without prejudice settlement negotiations) for both employees and employers.


You can read more about Katharine here.


Thomas Sutherland – Associate Employment Law Solicitor


Thomas is currently the acting head of our team during Katharine’s period of maternity leave and has over 4 years’ experience advising solely in relation to employment law-related matters.


Thomas qualified as a Solicitor in July 2015 and has practised employment law continuously since 2014 due to his passion for this area. Since qualification, Thomas has represented both employees and employers in tribunal claims (and associated without prejudice settlement negotiations) including advocacy within tribunal hearings on behalf of clients.


You can read more about Thomas here.


Sean Carty – Head of Commercial Law and Employment Law Solicitor


Sean has been part of our team since December 2007 and qualified as a Solicitor in January 2010. He has experience in all areas of employment law and specialises in Employment Tribunal litigation, particularly matters of unfair dismissal, redundancy and/or discrimination.


Sean also has extensive experience of matters which are equally commercial and employment law-related in nature, including claims relating to restrictive covenant breaches, breach of contract claims and injunctions.


You can read more about Sean here.


Martin Malone – Director and Chief Operating Officer


Martin is a Director of Canter Levin & Berg and acts as its Chief Operating Officer.  He splits his time between employment law and practice administration and has over 25 years’ experience dealing with a wide range of varied employment law disputes.


You can read more about Martin here.


Louisa Gardner – Employment Law Paralegal


Louisa joined our team as a Paralegal in April 2018. During her time with us, Louisa has carried out work on many tribunal-related tasks, including preparation of schedule of loss documents, review of disclosed documents and assisting with disclosure of documents to the other party.


You can read more about Louisa here.

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