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Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

Newsletter Sign Up

General Private Client UpdatesGeneral Commercial UpdatesConstruction UpdatesCourt of Protection UpdatesAgriculture & Rural Affairs UpdatesCommercial Property UpdatesEmployment UpdatesDispute Resolution UpdatesCorporate & Commercial UpdatesCharities & Not for Profit UpdatesFood & Drink UpdatesEducation UpdatesTransport & Logistics UpdatesFamily Business & Owner Managed Businesses Updates

I agree to be ‘opted in’ to receive Thomson Snell & Passmore newsletters, event invitations and other publications that are related to the subject matter of this event or my industry sector. I understand that this means they will send me these communications by email

I agree

If you want to update what types of information you want to receive from us, or if you wish to stop receiving these communications, you can do so ay any time using the following link: or emailing us at .

We respect your privacy, information you submit to us will be treated in accordance with our & .

  • Overview

    We have a 100% success rate in seeking a commercial solution or successfully defending employment tribunal claims when representing employers in claims brought by employees, or potential employees, for unfair dismissal, discrimination or unlawful deduction from wages. We know that protecting your company’s reputation is a key concern when defending a claim and will keep this at the forefront of our mind as we provide you with strategic and tactical advice when guiding you through every stage of the tribunal process.

    How we can help you

    • Identify the risks and approach to a claim at an early stage
    • Assess the legal costs involved in defending the claim
    • Establish your prospects of success; assess the risk of not succeeding and the costs involved
    • Calculate the necessary time and resources from you to defend the claim
    • Establish whether a commercial settlement is appropriate or whether (for business or reputational and policy reasons) you should pursue the action to final hearing
    • Prepare a robust response, where necessary, to ensure that your business and its reputation are protected
    • Consider whether there are any lessons to be learnt from the process, identify any potential training requirements or if changes to your policies and procedures are required.


    Why use Thomson Snell & Passmore?

    • We are 100% successful in securing the best outcome at tribunal or a sensible commercial settlement 
    • We offer highly competitive legal services with fixed fees and no hidden extras
    • We make it easy for you to contact us, you will have a dedicated lawyer, a direct dial and email address 
    • We ensure that you are always aware kept up to date with how your matter is proceeding 
    • We are committed to full transparency and giving our clients meaningful choice as to the basis on which they wish to proceed
    • 98% of our clients rated our service as ‘excellent’.


    Our fees for defending unfair dismissal and wrongful dismissal employment claims

    We have set out below our typical fees for defending employment tribunal (ET/tribunal) claims on behalf of employers for unfair or wrongful dismissal. These fees are based on matters that proceed to a final tribunal hearing. If the matter concludes earlier the fee will be less, for example if an out of tribunal settlement is agreed. 

    There are typically three levels of employment claim depending on the complexity and the fee varies accordingly. See a full explanation here of how we reach the fee ranges below. We have also set out in more detail how we charge and the factors that will affect what the total fee will be for the claim. 

    • Simple ET claim – fees range from £8,000 - £13,000 
    • Medium ET claim – fees range from £13,001 – £22,000 
    • Complex ET claim – fees range from £22,001 - £35,000.

    (all fees are exclusive of VAT charged at 20%).

    We can put you in touch with employment practice risks indemnity insurers to arrange before the event insurance to help cover the costs of defending any claims, if you wish. 

    Contact us

    If you would like to discuss the background to your claim, how we help and how much it might cost in more detail, please contact a member of the employment law team, details can be found at the bottom of the page. 

    Key stages in the process

    The fee ranges set out above will cover all of the work in relation to the typical stages of an employment tribunal claim which can be seen here

    These stages are an indication only. If some of stages above are not required, the fee will be at the lower end of the scale and if there are additional stages, the fee will be higher. We have set out below the factors that will usually affect the overall fee. There are also things outside of our control, such as court availability and location. We would ensure that you are updated on these factors at the outset and as the matter progresses.

    You may wish to handle the claim, or parts of it yourself and only seek our advice in relation to some of the stages. This can also be arranged based on your business needs.

    Factors affecting the overall fee

    Unfortunately, it is impossible to list all the factors that could affect the overall fee, as each case varies. We have set out below the most common factors, and a more extensive list can be seen here:

    • The conduct of the employee opponent
    • The amount of correspondence and documents
    • The length of the ET hearing.


    Disbursements

    Disbursements are costs and expenses related to the matter that are payable to third parties, such as barrister’s fees. As we instruct the barrister on your behalf we handle the payment of their fees on your behalf, having first obtained money on account from you. 

    Counsel fees ranging from £1,500 - £5,000 per day, depending on their level of experience and availability, we would obtain a quote.

    Fees will depend on availability and level of experience and are subject to quotes from barristers. 

    Travel expenses will be charged to you for attending any hearings on your behalf or with you. The amount of the expenses will depend on the location of the hearing and the number of times that travel is incurred. 

    How long will my matter take?

    The time from taking your initial instructions to the final resolution of the matter depends largely on the stage at which the case is resolved. If a settlement is reached during pre-claim conciliation, the case is likely to take two to six weeks to conclude.

    If the employee’s claim proceeds to a final hearing, then typically a final hearing takes place between four and nine months from when the claim was submitted to the tribunal.

    The date for the final hearing is usually set at the preliminary hearing, which generally takes place up to a month after the deadline for your formal response to the employee’s claim.

    Working with you

    All work is supervised by the Head of Department or a senior, fully qualified member of the team who also has supervisory authority. If you instruct us, we will advise you as soon as possible who will be working on your matter and who the supervisor is. 

    See below for details of the team who may work on your matter. 

  • Related Client Stories

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    London based academy school who needed advice on handling a grievance from a longstanding employee.

    Defending an employment tribunal claim for a care provider

    A longstanding client of the firm who is a major provider of care homes for elderly and vulnerable adults approached us after receiving an employment tribunal claim for unfair dismissal and disability discrimination.

  • Latest Updates

    The Good Work Report – now we have the Plan!

    Employment Tribunal statistics

    We are certain that you’ve never read a more enticing heading.  

    Workplace Law - November 2017

    In the wake of a number of high profile allegations of sexual harassment we consider how to deal with sexual harassment in the workplace in this month’s Workplace Law. We also consider on going case law developments in respect of employment status and the risk assessment you need to perform for women who want to breastfeed at work.

    Employment Appeal Tribunal upholds the ruling that Uber drivers are workers

    Just over a year ago two drivers brought an action against Uber in the Employment Tribunal (ET) arguing that they should be treated as employees. The ET concluded that Uber drivers were not employees but that they were workers as a result of which they were entitled to be paid the minimum wage, receive paid statutory holiday and be paid statutory sick pay.

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

Newsletter Sign Up

General Private Client UpdatesGeneral Commercial UpdatesConstruction UpdatesCourt of Protection UpdatesAgriculture & Rural Affairs UpdatesCommercial Property UpdatesEmployment UpdatesDispute Resolution UpdatesCorporate & Commercial UpdatesCharities & Not for Profit UpdatesFood & Drink UpdatesEducation UpdatesTransport & Logistics UpdatesFamily Business & Owner Managed Businesses Updates

I agree to be ‘opted in’ to receive Thomson Snell & Passmore newsletters, event invitations and other publications that are related to the subject matter of this event or my industry sector. I understand that this means they will send me these communications by email

I agree

If you want to update what types of information you want to receive from us, or if you wish to stop receiving these communications, you can do so ay any time using the following link: or emailing us at .

We respect your privacy, information you submit to us will be treated in accordance with our & .

At every stage in instructing TS&P (and I have used them for Residential Conveyancing, Family Law and Employment Law) I have always been very impressed with the quality of the people I have dealt with. Keep doing what they are doing and they will keep my business as well as be warmly recommended by me.

Client

Thomson Snell & Passmore's particular strengths are customer care and the speed at which they respond. Often when you are dealing with complicated issues speed is of the essence. I have not seen any weaknesses.

Client

Clear, high quality communication and guidance.

Client

Quick response to questions and successful outcomes due to good advice.

Client

A huge thank you for helping to resolve such a difficult situation.

Client

Realistic, pragmatic, good speed of response. They have built a relationship with us.

Chambers UK 2015

I feel confident in the way forward after speaking or meeting with the firm. They're very open and easy to talk to, with great expertise.

Chambers UK 2015

Thomson Snell & Passmore in my experience can meet expectation when dealing with employment matters and I would not recommend another practice before them. A highly professional service for a fair price.

Commercial client

I am delighted that we work with Thomson Snell & Passmore and look forward to continuing the partnership.

Commercial client

I would just like to thank you and your team so much for all the hard work, long hours and weekend working that you have put in over the last weeks and months on this case. We have definitely got a great result for our business.

Client

Meet The Team

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