Employment Law
For over 40 years our employment law solicitors have regularly acted for a wide range of businesses and employees to assist them in the handling of all manner of HR and employment issues.
If you have an employment issue, taking legal advice and finding out what your legal position is as soon as possible is very important. Please do contact us as soon as possible to give you the best possible chance of success. In most cases, from the date of the incident (i.e. dismissal), you have three months to start proceedings. But time limits can be different for some situations. Time limits are affected by the ACAS early conciliation scheme which is compulsory for most claims. If you are unsure whether you would still be eligible to bring a claim, speaking to one of our experienced employment solicitors will provide you with clear and practical advice.
Being one of the largest solicitor firms in London and Essex, with offices based in Stratford, Romford, Barking and Grays, it’s no wonder why 98% of our clients would recommend us to others.
We are highly recommended by our employment law clients for: –
- Responding quickly to queries by both phone and e-mail. If the query can be simply and quickly answered, we do so without making a charge.
- Understanding the business pressures our employer clients face, day in, day out. Cost effectiveness is essential, and for any piece of work we are instructed to undertake, we will provide an estimate in advance, and stick to it.
- Preparing appropriate draft letters for our clients to use within an hour or two of being instructed.
- Giving clear advice and not “sitting on the fence” like a lot of other lawyers tend to do.
- Having a flexible approach. We are happy to run whole projects on our client’s behalf or simply fill in the gaps where required.
- Being experts in the field of Employment Law, with a proven track record for our employer and employee clients alike.
It is difficult to offer “menu pricing” in respect of our fees. In our experience, no two claims are alike and all claims will have a different final cost. What must be considered is that a case for an employer may be satisfactorily resolved with a very low initial cost.
Please note only a small number of our cases end at the employment tribunal. Most end with a settlement for our client. Some of course can end without a satisfactory outcome if our client’s case is too weak or not worth the legal fees to pursue. Of course we will always seek to advise on these issues at the outset of the case.
However, in order to comply with the requirements of our Regulator (the Solicitors Regulation Authority or “SRA”), we set out the following “menu pricing” for typical employment claim fees and also an estimated range of costs for defending a case from the start right to a tribunal judgment.
An unfair dismissal case can only be brought by an employee with 2 years or more employment history. A wrongful dismissal can be brought by either a worker or an employee for payment of their salary for their contractual length of notice (usually between 1 and 3 months). A wrongful dismissal case is normally worth much less than an unfair dismissal claim (an unfair dismissal claim normally incorporates a wrongful dismissal case).
Our pricing for responding to claims for unfair or wrongful dismissal (and please note these are only our fees and does not include tribunal fees, expert’s fees or other disbursements):
Please note we have 1 employment Partner in the firm, Julian Abraham, who charges £252.00 per hour (incl. VAT). We have 1 employment solicitor in the firm, Elliot Hammer, who charges £222.00 per hour (incl. VAT).
