Legal advice has a reputation for being expensive but in employment situations its value can be enormous. Charges will vary depending on how complicated the work is and how quickly we can resolve matters for you. If an hourly rate is quoted we can agree a fixed spending limit and contact you when this is reached to get your agreement to continue. Very few of our clients have a concern about the costs at the end of their case, in light of the outcome.

We will always give you a costs estimate and we will always be up front and not be embarrassed to talk to you about costs. We will do our utmost to keep the costs down and to find ways of recovering your costs (e.g. from your employer) where possible. We ask in return that you are open with us about your situation and that you pay our interim bills – designed to let you budget and keep track of costs – on time.

You should always find out whether you are covered by legal fee insurance; check your mortgage policy or a household insurance policy and make a claim or talk to the insurers as soon as possible. Do tell us, when you contact us, whether you have insurance.
Legal Aid is not normally available for employment cases but please talk to us about possible no win no fee options if you are concerned about costs.

We are highly specialised in Employment Law – we do no other legal work. We will be sympathetic and understanding and once you have appointed us we will consult you at every important stage. We will find out from the start what you are hoping to achieve and aim to make sure that your expectations are realistic and are met as far as possible by the outcome. We will explain things clearly, explain what the costs are likely to be and update you on progress as work proceeds. We will treat you fairly and keep what you tell us strictly confidential.

Our clients give us excellent feedback and we enjoy very good relationships with our clients. Many still send us Christmas cards to let us know how they are getting on! Why not see for yourself in our testimonials section.

We are highly trained, experienced and subject to the strict rules of professional conduct issued by the Law Society. We are covered by Professional Indemnity Insurance. We will send you a client care letter and explain our terms of business at the beginning of your case.

You are welcome to use our services as you wish, and can take our advice and then deal direct with your employer/employee and if you wish handle an Employment Tribunal case yourself; however employment law has become more complex in recent years and it is now the norm for lawyers to get involved. Statistically parties using lawyers have greater success in court.

We can only give you our best advice if the information you give us is accurate and complete. When you attend your first appointment we will ask you to bring proof of identity documents with you so that we can comply with the recently introduced Money Laundering legislation. These can include: passport; a photo-card driving licence; a birth certificate or a recent gas, electricity or other household bill.

A compromise agreement is used to deal with a dispute or possible dispute between an Employer and an Employee. Usually the employee is leaving his/her job. The Employer usually pays a sum of money in return for the Employee agreeing not to take further action in relation to problems that may have arisen in relation to his/her employment. It is essential that the Employee gets legal advice and that the document is carefully drawn up for both parties’ interests to be safeguarded and for the agreement to be legally binding.

It is usual for the Employer to contribute all or part of the Employee’s legal costs. Very often the sum offered will cover the costs but it depends on the issues and whether the “deal” is straightforward. We will advise straight away whether we feel the amount offered by your employer will cover the advice you need.

It is correct that there is a requirement for one year’s service before an employee can complain about many forms of unfair dismissal. However there are a variety of claims that do not have the one-year requirement such as discrimination (sex, race, religious belief, disability, sexual orientation and age), also pregnancy related claims, maternity issues and parental rights.