Fees for Employees

UK Employment Law & HR Services aims to provide clear, accessible pricing information for employees seeking advice or representation in workplace disputes.

At a glance

Service	Fee information
Initial case assessment	Between £350 and £1,250, depending on the volume and complexity of the material provided.
Exceptionally large cases	A bespoke written quotation will be provided before any chargeable work begins.
No win, no fee	Usually between 25% and 35% of the sums recovered, depending on the value and demands of the case.
Maximum success fee	The fee will never exceed 35% of the sums recovered, including VAT, in line with the statutory cap for employment matters.
Before any work starts	No action will be taken until the proposed terms have been explained and accepted in writing.

Clear written agreement before work starts

No chargeable work will begin until the proposed fee arrangement has been explained, the scope of work has been set out, and a written agreement has been signed. This applies both to the initial assessment stage and to any later retainer, including any no win, no fee arrangement.

Before work starts, the written agreement will identify:

the fee or percentage applicable to the case;
whether VAT is included in the relevant figure;
what work is included;
what work is not included;
any likely disbursements or third-party expenses;
when any such expenses may become payable; and
the key stages and likely timescales of the matter, so far as they can reasonably be estimated.

Initial case assessment

Before ongoing advice or representation can be offered, an initial assessment is usually required. This assessment is intended to review the available material, identify the main legal and factual issues, check any urgent deadlines, and decide whether the matter is suitable for further work or a possible no win, no fee arrangement.

The assessment fee will usually be between £350 and £1,250 depending on the volume and complexity of the material provided. A lower fee will usually apply where the documents are limited and well organised, while a higher fee will usually apply where there are multiple allegations, substantial correspondence, extensive supporting documents, or an existing tribunal dispute requiring detailed review. VAT is not payable as yet and you will be notified if VAT is payable.

Some matters are exceptionally large and fall outside the standard range. Where this applies, a bespoke written quotation will be given before any review beyond the standard assessment is undertaken, and no such work will start unless the quotation is accepted in writing.

What the assessment usually includes

The scope of the assessment will be confirmed in writing, but it will usually include:

reviewing the material provided;
identifying the principal legal and factual issues;
considering urgent tribunal or Acas deadlines;
a preliminary view of strengths and weaknesses;
an initial view of possible value or likely recovery where that can reasonably be estimated;
identifying further information that may be needed; and
advising whether a further retainer, including a no win, no fee arrangement, may be offered.

What the assessment does not usually include

Unless the written agreement expressly says otherwise, the assessment fee does not include:

contacting the employer or its solicitors;
starting Acas Early Conciliation;
negotiation on the employee's behalf;
preparing tribunal documents;
representation at hearings;
instructing counsel or experts;
meeting any deadlines or complying with any tribunal/court orders; or
ongoing conduct of the case.

The assessment fee pays for the work involved in reviewing and evaluating the matter. It remains payable whether or not the case is later accepted for ongoing work or a no win, no fee arrangement.

No win, no fee arrangements

For suitable cases, representation may be offered under a damages-based agreement, commonly described as a no win, no fee arrangement. Under this type of agreement, the fee is calculated as an agreed percentage of the sums ultimately recovered by the client if the case succeeds.

For employment matters, the agreed percentage will usually fall between 25% and 35%. Lower-value claims may attract a higher percentage because they can require a disproportionate amount of time and work compared with the amount ultimately recovered, while higher-value matters may justify a lower percentage.

In every case, the exact percentage will be confirmed in writing before the agreement is signed. The payment under an employment damages-based agreement must not exceed 35% of the sums ultimately recovered by the client, including VAT.

How the percentage works

The percentage applied to a particular case will depend on factors such as:

the likely financial value of the matter;
the complexity of the factual and legal issues;
the volume of documentation;
the likely amount of time and preparation required;
the stage at which the case is taken on;
the need for negotiation, tribunal preparation or hearing work; and
the overall risks involved in acting under a no win, no fee arrangement.

What counts as success

The written agreement will define what constitutes a successful outcome. Depending on the case, this may include compensation awarded by an Employment Tribunal, sums paid under a settlement agreement, sums agreed through Acas, notice pay, unpaid wages, holiday pay, redundancy payments, discrimination compensation, or other financial sums recovered in connection with the dispute.

When a client may still have to pay

Under a no win, no fee arrangement, a client may still have to pay in some circumstances, for example:

if third-party expenses or disbursements are incurred with the client's authority;
if the agreement is terminated early and the terms allow recovery of costs and expenses for work already done;
if the client behaves unreasonably or breaches the agreement;
if the client rejects reasonable advice in circumstances set out in the written agreement; or
if a tribunal makes a costs order against the client, which is outside the firm's own fee arrangement.

Disbursements and third-party expenses

Disbursements are payments to third parties, rather than fees for the firm’s own work. Depending on the case, they may include counsel’s fees, expert fees, interpreter fees, medical report fees, travel costs, or other necessary external expenses.

If any significant disbursement is likely, this will be explained in advance and no such cost will be incurred without proper notice and authority under the written agreement. The statutory 35% cap for employment damages-based agreements applies to the payment taken by the representative and includes VAT.

Other funding options

Potential clients should consider whether assistance may be available through:

legal expenses insurance attached to household, motor or other policies;
trade union membership;
employer funded settlement agreement advice where relevant;
pro bono or charity assistance; or
private payment for limited scope or ongoing work.

Key stages and typical timescales

Typical stages in an employee employment matter may include:

receiving initial information and identifying urgent deadlines;
carrying out the initial assessment;
agreeing the scope of further work and the funding arrangement;
beginning or responding to Acas Early Conciliation where appropriate;
negotiation with the employer or its representatives;
preparation of tribunal documents where proceedings are necessary;
disclosure, witness evidence and preparation for hearings; and
settlement, hearing, judgment or final resolution.

Typical timescales vary significantly depending on urgency, complexity, the volume of documents, tribunal timetabling and whether the matter settles early. The initial assessment timescale will be stated in the written quotation or client care documents after the documents and scope have been reviewed, in line with SRA guidance for firms assessing whether to offer a conditional fee or damages-based arrangement.

Experience and supervision

All work will be carried out by a qualified solicitor or by an experienced caseworker working under the supervision of a qualified solicitor.

Our caseworkers have relevant academic or professional qualifications and/or practical experience dealing with employment law matters. Cases are allocated according to their nature, complexity and the experience required. Where a caseworker handles the day to day work, a supervising solicitor retains overall responsibility and provides appropriate guidance, oversight and review throughout the matter.

The level of supervision will depend on the circumstances of the case and may include:

Reviewing the initial assessment and proposed strategy;
Providing guidance on complex legal or procedural issues;
Reviewing important advice, correspondence and tribunal documents;
Monitoring deadlines and the progress of the matter; and
Remaining available to deal with issues requiring a solicitor’s attention.

Details of the person responsible for your matter, including their role, relevant qualifications and experience, will be provided when we accept your instructions. You will also be told the name and status of the qualified solicitor responsible for supervising the work.

Our current team includes experienced caseworkers with relevant academic qualifications whose work is supervised by a qualified solicitor.

Important points about deadlines

Making an enquiry, sending documents, or discussing fees does not itself protect any Employment Tribunal deadline. Unless and until a written retainer has been agreed and the firm has expressly accepted responsibility for a step in writing, the client remains responsible for protecting their position and meeting any deadline.

Website notice

No action will be taken and no chargeable work will begin until the proposed terms have been explained to you and you have accepted them in writing. Assessment fees usually range from £350 to £1,250 depending on the volume and complexity of the material provided. In suitable cases, a no win, no fee arrangement may be offered at a rate between 25% and 35% of the sums recovered, but never more than 35% including VAT.

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