Our multi-award winning employment law solicitors are ranked in The Times Best Law Firm Guide for their employment law expertise and are well-known for their proven track record in winning Employment Tribunal claims.
Whether you are a large employer needing to defend an employment claim or an individual looking for an employment solicitor to bring an employment claim against your current or former employer, our specialist employment law team is the go-to choice for countless of satisfied clients each year.
You can call us on 02920 829100 for a free no-obligation initial chat with one of our specialist employment law solicitors to see how we can help you. We can then discuss the facts and circumstances surrounding your employment claim and explore how we can help you.
Our employment solicitors are experts in UK employment law, but they also understand the need to explain things to clients in every day language. So from the moment you seek legal advice, our employment lawyers are trained to help put you at ease. They are also hugely experienced players in the Employment Tribunal.
Our Employment Tribunal solicitors have between them acted in hundreds of successful Employment Tribunal claims, involving all areas of employment law. These can vary from unfair dismissal claims (including constructive dismissal) and discrimination cases, through to holiday pay and breach of contract claims.
Our employment law experts provide employment law services of the very highest standard and have a proven track record of getting results in the Employment Tribunal.
Yes, whether you are an employer defending a claim or an employee bringing a claim, our solicitors are vastly experienced at winning Tribunal claims. To put it simply, if you need a solicitor to represent you in the Tribunal, we can get you the best solicitor for the job.
Our specialist employment solicitors will always be up-front and open with you about the likely legal fees involved with an Employment Tribunal claim. We appreciate that legal costs can add up and that the more clarity and flexibility you can get about likely cost early on the better.
It will often be possible for us to give you a quote on a fixed fee basis for our employment lawyers to act on your behalf. We can also offer you an hourly rate fee basis (as opposed to a fixed fee basis) but we will always be up-front with you about fees.
Yes. If you have a legal expenses insurance policy, our employment solicitors are hugely experienced at conducting Employment Tribunal claims under those policies. Sometimes these policies are tucked away in a home insurance policy or a separate car insurance policy. As long as your claim has sufficient merit (we can advise you on that of course), we can then act under the policy, saving you potential costs and avoiding financial risk.
No. However, feel free to call us to discuss funding options, because we might be able to act on a fixed fee basis or under a legal expenses insurance policy. We find that clients really value our transparency and openness about fees.
We sometimes get asked about acting for clients on a no win no fee basis. Unfortunately, we cannot act under a no win no fee agreement. It’s extremely rare to find specialist employment solicitors who can act on a no win no fee basis. That said, despite not being able to act on a no win no fee basis, we are very flexible in discussing other fee options.
Before any claim can get off the ground, a Claimant must fill in on online form and start the ACAS early conciliation process. From that point, ACAS will try and conciliate between the parties in the hope of avoiding a formal claim. If that conciliation fails, a full claim will usually follow. Our employment solicitors can provide expert advice on the ACAS early conciliation process and practical advice on getting the best results from it.
No. Since as far back as 2017, no fee is payable to bring a claim to the Tribunal. The abolition of Tribunal fees around the summer of 2017 caused a huge increase in the number of claims being brought about employment issues.
Yes, and these can be quite strict. For example, when it comes to the time limits of bringing a standard unfair dismissal claim, an individual will need to bring that claim within 3 months (less 1 day) from the date that they say they have been unfairly dismissed. For other types of employment dispute, the time limits can vary from 3 months to 6 months. For a discrimination claim for example, the time limit to bring a claim is 3 months from the date of the last act of alleged discrimination. It’s crucial that you always obtain legal advice on this. limits.
If a time limit is missed, such as a case is brought out of time, the individual bringing the case would need to argue to the Tribunal that there was a good enough reason for them to have missed the original deadline and that it’s only fair that they can now bring their case out of time. On the flip side, an employer in such a situation would be arguing that the time limits are clear for all to see and that the individual is simply trying to have another bite at the cherry. Our experts are experienced in running and defending such arguments to ensure a successful outcome.
Employment Tribunals are strict when it comes to procedure. As such, it’s important to get expert employment law advice as early as possible when bringing or defending a claim. In more complex cases, the Tribunal might arrange a preliminary hearing to deal with some of the case management aspects of the claim. From that point, the parties to the employment dispute should get a timetable for disclosing documents, preparing witness statements and a date for a full hearing. Obtaining early legal advice is crucial.
Yes, where a case clearly has no merit at all, it’s possible for an employer to argue that it was unreasonable for the individual to have brought the case in the first place. It’s not easy for an employer to succeed with this type of argument, and sometimes it will tactically be more effective for an employer to try and get a ‘deposit order’ against an individual. A deposit order is where the Tribunal orders the individual to pay a sum of money (known as the deposit order) before they can be allowed to continue with their claim. The maximum amount that a Tribunal can award as a deposit order is £1,000. However, it can prove an effective weapon for an employer when trying to defend a case.
This will depend on the type of employment law issue being considered. For example, if the claim is about discrimination, there will usually be a panel of 3 hearing the case (to include a qualified employment law judge). In non-discrimination claims, a judge will usually hear the case alone. We will often be asked to provide representation to clients at a hearing.
Apart from the fact that an Employment Tribunal is there to hear cases specifically involving an employment issue or dispute, a Tribunal is also slightly less formal than most court hearings. For example, all witnesses (along with each parties’ solicitor) will give evidence or speak whilst sitting down (as opposed to standing up as is customary in most court hearings). That said, for most employers and employees, a Tribunal hearing can still be as daunting as any other court experience.
Yes. Our employment solicitors are experts at achieving the best settlement results possible for clients. Therefore, whether you want to settle before a claim has been issued or wait until shortly before the claim reaches a hearing, our solicitors can advise on getting the best outcome for you. To achieve this, a settlement agreement will usually need to be put in place, and our solicitors can advise you on the most effective way of using settlement agreements to your advantage.
Whilst settling may make sense financially for a party, others benefits include being able to avoid the time, stress and publicity involved with going all the way to a hearing. For example, hearings are open to the public, and an employer may not like the idea of stories about a claim involving them being run by local or national media. Our experts have experience of acting in high-profile cases, including those that have ended up in the national and international media, so are adept that managing the publicity risks in an effective way.
Whilst a Claimant can get compensation if they win a Tribunal case, a Tribunal can also be asked to make a declaration. An example of a declaration would be where an employer is declared to have acted in a discriminatory way towards an employee.
It’s rare to be able to recover your legal fees from the other side even if you win a Tribunal case. That said, there are circumstances in which the losing party will be ordered to pay some or even all of your legal fees. Therefore, whilst challenging, our experts have often managed to successfully argue for costs for our clients.
Yes, there are a few options open to you, such as applying for a reconsideration or appealing the outcome to the Employment Appeal Tribunal. Our solicitors have considerable experience of these options.
To speak to one of our experts today, please contact us on 02920 829 100 or by using our Contact Us form for a free initial chat to see how we can help.
02920 829 100 
