Our law firm is dedicated to helping HR Managers and employers as part of the team, to find and implement initiatives, strategies and business solutions.
We are a team of senior employment solicitors. For further details of our solicitors’ expertise please visit Our Team page.
For businesses – Employment tribunals (defending claims for unfair or wrongful dismissal)
Our standard charges are based on time spent advising and assisting your business.
Our hourly rates can be found below.
The estimated costs of pursuing an unfair dismissal or wrongful dismissal claim in the employment tribunal:
- Simple case: £7,000 – £,8000 (excluding VAT)
- Medium complexity case: £8,000 – £15,000 (excluding VAT)
- High complexity case: £15,000 – £25,000 (excluding VAT)
The above figures include our attendance at a final hearing that is up to 1 day for a simple case, up to 3-days for a medium complexity case, and up to 5 days for a high complexity case.There will be an additional charge for each additional day we are required to attend a hearing of approximately £1,500 (excluding VAT) (based on time spent applying our hourly rates).
In medium and high complex cases Counsel may act as your advocate at the final hearing. Counsel’s fees are in addition to the above figures and are estimated between £1,500 to £2,500 per day (depending on experience of the advocate) (excluding VAT) for attending a Tribunal Hearing (including preparation).
Many cases will cost less than the above because we are able to secure an early withdrawal of the claim or a low value settlement. However, some cases can cost more if they are particularly complex.
Individual Rates (per hour)
- Phil Bramhall: £290
- Rehan Pasha: £270
- John Hassells: £270
- Helen Owen: £240
- Steve Davies: £240
Factors that could make a case more complex and expensive:
- If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim.
- Defending claims that are brought by litigants in person.
- Making or defending a costs application
- Whether we need to attend preliminary tribunal hearings. These are more likely in more complex case.
- 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 the Claimant is dismissed after blowing the whistle on your employer.
- Allegations of discrimination which are linked to the dismissal.
- The type of other claims brought within the unfair/wrongful dismissal claim, such as discrimination.
- The factual and legal complexity of the claims.
- The likely length of a final hearing.
- The need for expert evidence such as medical report, actuarial pension report, or employment report.
- The way the Claimant and the Respondent elect to approach the litigation and whether instructions and documents are received in an orderly and/or timely way and/or whether advice is followed.
- For multi-day hearings in particular, the level of seniority of counsel instructed.
Typically, an ordinary simple unfair dismissal / wrongful dismissal claim will take six months to conclude (from the date the claim is lodged to the end of the final hearing). Medium and high complex cases are likely to take between 6-18 months but can take longer.However, please note that these timescales are likely be significantly affected due to the backlog of cases which Employment Tribunals are currently experiencing in light of the covid-19 pandemic.
The fees set out on this page cover all of the work in relation to the following key stages of a claim:
- Taking initial instructions, reviewing the papers and advising 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 challenging/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 (if applicable”).
- Liaising and corresponding with all parties involved, including Claimant, Respondent, Employment Tribunals, and ACAS where appropriate.
The fees set out on this page do not include the costs of any appeal by the Claimant or the Respondent, which will be advised at the time.
The stages set out above are an indication only 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 on your individual needs.
For individuals – (bringing claims for unfair or wrongful dismissal)
We usually only act for employers in relation to employment tribunal claims.
In exceptional cases, if we do accept instructions from an individual in relation to an employment tribunal claim, we will not be able to do so on a contingency fee basis. You may have the benefit of legal expenses insurance that covers part or all of the legal costs of bringing or defending an employment tribunal claim, but you will remain liable for our costs.
The costs of pursuing an unfair dismissal or wrongful dismissal claim in the employment tribunal for an individual will be the same as for businesses, as will the key stages and factors that determine complexity (see above).
The above information is not to be treated as a quote or estimate specific to your matter. If you would like to instruct us, please get in touch, and we will be able to provide tailored cost information for you.
Phil Bramhall is the most competent advisor on employment law issues that I have encountered in over 20 years in the industry. Real pragmatism and a proven ability to meet the needs of the most demanding of clients combines to produce an overall service offering that is second to none.
Russ McCallion, Human Resources Director, PD Ports PLC
I have no reservation in highly recommending Bramhalls, I write to express my sincere and heartfelt appreciation and gratitude to a team of professional lawyers who are exceptional at what they do!
Sudhakar Surampally, Human Resources , Poundstretcher
It is an absolute pleasure working with the team at Bramhalls. They don't overcomplicate matters or try to tie you up in lots of legal jargon. We have worked with the team for over 10 years now and they know our business and culture really well, which helps them to advise based on the realities of the operating environment. Whenever we need some advice or a second opinion, they are always on hand to guide us and their calm and consistent approach helps us to deal with matters quickly and efficiently.
Zoe Brunswick, Group Human Resources Director, RSK.
Worth every Penny
Corporate Personnel Services, Conwy County Borough Council
Phil and the team at Bramhalls have provided employment law advice to me and the HR team at the college for over 12 years. They are great and fun to work with. They understand our organisation, are knowledgeable about the Education Sector and they're always quick to grasp the matter at hand. They provide pragmatic advice to enable us to move forward in a sensible way and are always quick to respond.
Sue Atkinson, Director of Human Resources, Warrington & Vale Royal College.
Rehan is a lovely guy who is very knowledgeable and considerate. My experience on every occasion over the past 6 years has been excellent. If I experience a problem where I need advice for a situation, it doesn't matter who answers the phone, I know I will get the best advice in a way that I understand the thought process of how the recommendations have been considered. They are a lovely friendly team, who I will continue to recommend on a daily basis to fellow HR professionals who need employment law advice.
Jenny Cook, Head of HR, Dover Fueling Solutions.
I have used many law firms throughout my career in further education, including the top tier firms, but the speed and quality of service we get from Phil and his team beats them all. Their approach gives good value for money and I enjoy working with them.
Dhesi, Principle/CEO, Cheshire College - South & West.
Bramhalls have provided us with employment law support for several years. This has covered many different aspects of day to day employment issues including recruitment, sickness and disciplinary. We have benefited from discussing issues directly with a specialists and have always received excellent and quick advice. This professional advice has saved us a significant amount of time and money and we have with their help managed to bring sensitive issues to a satisfactory conclusion for all parties. I would have no hesitation in recommending Bramhalls to other Companies.
Sandra Forkin. HR & HS Manager, Imperial Machine Company Ltd
Billington’s longstanding relationship (over two decades) with Bramhalls has always been a partnership based on trust. Bramhalls provides a personal service, and its team of senior solicitors consistently takes care of our corporate concerns and employment matters with our best interests at heart. They deliver cost effective, honest legal advice, with integrity and professionalism always at the fore.
Phil has an exceptional understanding of the law, but more importantly, he has a very astute business acumen and he is able to advise on practical and strategic angles and not solely on legalities
Lindsey Broadbent, Group People Director, The Billington Group
Really approachable, results focused and not just there to advise what the law is - more about finding the best solution for clients in the real world - not something you get from every lawyer!
Toby Williamson, , QED Legal
I need good advice, but I also need it quickly; hence the reason I have had a 15 year association with Phil and his team.
Andrew Waldron, Managing Director, ADR Network