Clear, transparent pricing for Employment Tribunal defence work
Templeton Legal Services provides practical and commercially focused employment law advice to employers.
We understand that Employment Tribunal claims can be disruptive, time-sensitive and costly if not managed properly. Our role is to help your business understand the claim, assess risk, prepare a clear defence strategy and respond effectively at each stage.
This page sets out our pricing information for defending Employment Tribunal claims brought by employees for unfair dismissal or wrongful dismissal.
The fees below are a guide to our usual professional fees. The final cost will depend on the complexity of the matter, the amount of evidence involved, the number of witnesses, whether the claim settles early, whether hearings are required and whether any additional claims are brought.
Initial consultation
During the consultation, we can discuss the claim or workplace issue, provide initial advice on your position and explain the likely next steps.
Following the consultation, we will usually be able to provide a tailored quotation or estimate for the work required.
Employment Tribunal defence fees
Our fees for defending unfair dismissal and wrongful dismissal claims are usually charged on either a fixed-fee or hourly-rate basis, depending on the nature and complexity of the claim.
Where possible, we will agree a fixed fee for a defined stage of work. Where the matter is unsuitable for a fixed fee, we will provide an estimate based on the likely work required and the hourly rates of the fee earners involved.
Employment Tribunal defence fees
These figures are for our professional fees only. They do not include VAT, barrister’s fees, expert fees, tribunal fees where applicable, or other third-party costs
What is a simple case?
A simple case may involve a straightforward unfair dismissal or wrongful dismissal claim where the facts are limited, the documentation is clear, there are few witnesses and the matter is likely to settle or conclude without a lengthy final hearing.
This may include reviewing the claim, advising on prospects, preparing the response, engaging in settlement discussions and assisting with preparation for a short hearing if required.
What is a medium complexity case?
A medium complexity case may involve more detailed evidence, disputed facts, several witnesses, a more substantial document bundle, preliminary issues, more extensive correspondence with the claimant or their representative, or a final hearing lasting more than one day.
These cases usually require more time to assess the evidence, prepare the defence strategy, draft witness statements and manage the tribunal timetable.
What is a high complexity case?
A high complexity case may involve substantial evidence, senior employees, significant financial exposure, multiple witnesses, complex contractual issues, allegations connected to whistleblowing or discrimination, applications during the tribunal process, or a final hearing lasting several days.
Where a case includes claims beyond unfair dismissal or wrongful dismissal, such as discrimination, whistleblowing, victimisation or complex breach of contract issues, the cost is likely to be higher and we will provide a tailored estimate.
Hourly rates
Where work is charged on an hourly-rate basis, the hourly rates are as follows:
What our Employment Tribunal defence service includes
Our work may include the following key stages:
- Reviewing the claim and supporting documents
- Taking your instructions and advising on the merits of the claim
- Advising on prospects, risk and possible outcomes
- Preparing and submitting the response to the Employment Tribunal
- Advising on ACAS Early Conciliation and settlement strategy
- Liaising with the claimant or their representative
- Preparing or reviewing tribunal correspondence
- Advising on disclosure and reviewing relevant documents
- Preparing the hearing bundle or assisting with bundle preparation
- Drafting or reviewing witness statements
- Preparing for preliminary or final hearings
- Instructing a barrister where appropriate
- Advising on settlement agreements where a commercial resolution is possible
The exact scope of work will depend on the stage at which we are instructed and the needs of your business.
What is not included
Unless expressly agreed in writing, the fees above do not include:
- advice on discrimination, whistleblowing or other additional claims
- counterclaims or separate contractual proceedings
- appeals
- judicial review
- enforcement action
- internal HR advice unrelated to the tribunal claim
- attendance at long hearings beyond the agreed scope
- barrister’s fees
- expert evidence
- settlement agreement advice for the employee
- work required because of urgent deadlines, missing documents or significant changes in instructions
If additional work is required, we will explain this and provide a further estimate or quotation where possible.
Disbursements and third-party costs
Disbursements are costs payable to third parties. These are not included in our professional fees.
The most common disbursement in Employment Tribunal matters is a barrister’s fee for representation at a preliminary or final hearing.
Typical barrister’s fees may range from:
Barrister’s fees vary depending on the experience of the barrister, the complexity of the case, the length of the hearing and the amount of preparation required.
We will discuss barrister’s fees with you before any barrister is instructed.
Other possible disbursements may include expert reports, courier fees, transcription costs or document production costs where required.
VAT
VAT is charged at the applicable rate, currently 20%, where VAT applies.
All fees listed on this page are exclusive of VAT unless stated otherwise.
How long will the matter take?
The timescale for defending an Employment Tribunal claim depends on the tribunal timetable, the complexity of the case, whether the matter settles and whether a final hearing is required.
As a general guide:
Some cases settle at an early stage through ACAS Early Conciliation or negotiation. Others proceed to a final hearing, which can take significantly longer depending on tribunal availability.
We will keep you updated on likely timescales as the matter progresses.
Factors that may affect the cost
The final cost of defending an Employment Tribunal claim may be affected by:
- the complexity of the claim
- whether the claim includes allegations beyond unfair dismissal or wrongful dismissal
- the number of witnesses
- the volume of documents
- whether urgent work is required
- whether preliminary hearings are listed
- whether expert evidence is required
- whether the claimant is represented
- whether settlement is achieved early
- the length of the final hearing
- the number of applications or procedural issues during the claim
We will provide clear costs information at the outset and update you if the likely costs change.
Other employment law services
We also advise employers on employment contracts, staff handbooks, disciplinary procedures, grievances, redundancy, restructuring, workplace investigations, settlement agreements and general HR risk management.
These services are not always covered by the SRA price transparency rules for Employment Tribunal defence work, but we can provide a tailored quotation after discussing your needs.
Request a quotation
To receive a tailored quotation, please book an initial consultation with Templeton Legal Services.
Following your consultation, we will usually be able to confirm the likely scope of work, our professional fee and any additional costs you may need to consider.
