Employment Law Solicitors

Employment law is one of the key areas for concern for both our personal and business clients.

There are a number of pieces of legislation that cover employment issues, everything from dismissals and discrimination to tribunals and TUPE. This means it can be a particularly challenging area of law.

You can expect to receive advice and guidance on a whole range of issues, as well as, if needed, we can also represent you at an employment tribunal. Here at Mullis & Peake LLP, the employment law team has many years of experience dealing with employment matters.

Man pointing to laptop screen

Do you feel you have been discriminated against in the workplace?

A settlement agreement is a legally binding contract, made between an employee and an employer.

Redundancy usually occurs when the job or one or more employees is no longer required by the employer.

Do you need help with the following?

Frequently asked questions

Resolving disputes and litigation matters through the Courts and Tribunals can sometimes be time consuming and expensive.  Since each case is individual to the person concerned, we need to take detailed instructions about a case before we can give a tailored estimate on costs.  

However, we recognise that costs are an important consideration when seeking legal advice and clients find it helpful to have an initial idea of what is involved. We aim to give you as much information as possible at the outset to help you consider whether you need expert legal advice.

If you would like to have a short initial discussion with us about your issue, establish a relationship with us and see if we can help you, this is not a problem. There is no cost for an initial 15 minute chat, but please note we are not able to provide advice to you until you instruct us as a client.

  • Taking your initial instructions, reviewing the papers and advising you on merits and likely compensation (this is likely to be revisited throughout the matter and subject to change);
  • Entering into early conciliation with ACAS to explore whether a settlement can be reached; 
  • Preparing claim (for the employee this means drafting and submitting the claim form which outlines the case and the nature of the dispute) or response (for the employer this means drafting the response form when a claim has been made);
  • Reviewing and advising on claim or response from other party;
  • Exploring settlement and negotiating settlement throughout the process; 
  • Preparing (if acting for the employee) or considering (if acting for the employer) a schedule of loss (a detailed statement of the losses that the employee has incurred to date and thereafter assessing future losses); 
  • Preparing for (and attending) a Preliminary Hearing or a Case Management Conference;
  • Exchanging documents with the other party and agreeing a bundle of documents;
  • Taking witness statements, drafting statements and agreeing their content with witnesses;
  • Preparing bundle of documents;
  • Reviewing and advising on the other party's witness statement;
  • Agreeing a list of issues, a chronology and/or cast list (who is attending the tribunal hearing);
  • Meeting with the barrister to discuss the claim prior to the Final Hearing;
  • Preparation and attendance at the Final Hearing, including briefing the barrister;

The stages set out above are an indication and if some of the stages above are not required, the fee will be reduced. You may wish to handle the claim yourself and only have our advice in relation to some of the stages. This can be arranged on your individual needs.

  • Any appeals made at the Employment Appeal Tribunal;
  • Any Court fees; currently there are no Employment Tribunal fees to be paid to bring or defend a claim, however if the law changes on this point, we reserve the right to amend our fees;
  • Any other employment claim or response, stand alone or otherwise;
  • Dispute employment status;
  • Additional conferences with your barrister (these are typically for medium to high complexity cases);
  • Any fees/costs for engaging experts e.g. translators, medical, IT experts;
  • Travel time;
  • Judicial mediation/Alternative Dispute Resolution;
  • Insurance liaison.
  • That the case involves one claimant and one respondent;
  • That all parties are represented by solicitors; 
  • That English law applies and that your case will be heard by an Employment Tribunal in England. 
  • What factors might mean your employment case is more complex?
  • There are many factors that could make your case more complex, and as a result increase your costs. If any such matters are identified by your solicitor these will be discussed with you and you will be given information about how those issues will increase our fees.

Simple case: £10,000 - £17,500 (excluding VAT)

  • Typically, 1-2 days in the Employment Tribunal
  • No more than one witness for each party 
  • No allegations of discrimination 
  • Less than 25 documents per party 

Medium complexity case: £17,500 - £50,000 (excluding VAT) High complexity case: £50,000+ (excluding VAT) The above is a general guidance of our costs; we will of course provide you with a bespoke cost estimate once we have a clearer understanding of your matter. There may be an additional charge for your solicitor/a member of the employment team attending a Tribunal Hearing of up to £1000 per day (excluding VAT).

“Disbursements” are fees that we have to pay to other organisations on your behalf. In addition to our charges there may be the following expenses:

  • Where required, barrister's fees are estimated between £750 - £2000 plus VAT per day (depending on experience of the barrister) for attending the Tribunal Hearing (including preparation); 
  • Travel expenses to the tribunal and to meetings;

Currently there are no Employment Tribunal fees to be paid to bring or defend a claim, however if such fees are introduced by the Government, then they would be payable in addition. 

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

If, however, your claim proceeds to a Final Hearing (where the decision on the claim is made), your case is likely to take between 18 months and two years. Timescales depend, to a large extent, on how busy the particular Employment Tribunal is. We will of course be able to give you a more accurate timescale for your own case once we have more information and as the matter progresses.

Employment Law Enquiry

Fill out the form and a member of our team will get in touch to discuss how we can help.

Mullis & Peake will use the information you provide in this form in accordance with our privacy policy. With your consent, we may from time to time send you general updates by email or post that we think you will find of interest.This includes notification of upcoming event and updates or alerts containing relevant legal news. You can update your preferences at any time and will be able to easily unsubscribe from anything that you do not wish to receive.

Meet OUR people

Dispute Resolution Team

Head of Dispute Resolution

Holly Minney

Holly is a Member and Head of Mullis and Peake’s Dispute Resolution Department

Contact Holly

Martyn Trenerry

Martyn ​is our Chairman and the firms' Compliance Officer for Legal Practice

Contact Martyn
Senior Associate Solicitor

Esther Marshall

​Esther is a Senior Associate Solicitor and works in our Dispute Resolution team 

Contact Esther

Call us now for employment law support

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