People are a major asset within any business and, like any asset, they need to be supported and managed effectively and efficiently. Our employment law solicitors work with employers across a variety of industry sectors, including both the public and private sector, registered providers and charities, advising on all types of employment law matters.

A different approach

As employment law solicitors, we believe our approach is different. Our clients tell us that our practical advice not only ensures that they manage their employees in a legally compliant manner but it is also in tune with the way they need to do business. Timely, commercial and pragmatic advice along with pro-active account management and transparent, flexible billing arrangements are all aspects of a first-class service which we aim to deliver over and above expert legal advice.  Our approach is on building long-lasting relationships with our clients and much of this is achieved by added-value elements such as training and regular updates.

Fixed fee employment law (YEAR)

Whatever the size of your organisation, dealing with people matters can be complex and time consuming. 

Through our fixed fee employment law retainer service (“YEAR”), we provide clients with a cost-effective solution to employment law matters.

YEAR membership includes the following:

  • An initial audit to review existing HR documents and to identify areas of improvement.
  • Staff handbook and employment contracts updating service (if required).
  • Employment law advice by telephone and email.
  • Bespoke letters.
  • Optional legal expenses insurance available.
  • Discounted rates for further visits including HR training and/or co-chairing meetings and/or providing face to face advice.

Please see our fixed fee employment law page for more details. 

Tribunal work

Our team conduct their own advocacy before both the Employment Tribunal and the Employment Appeal Tribunal, nationally as well as regionally. We have defended a wide range of cases on behalf of both corporates and senior directors involving, among other issues, whistleblowing, unfair dismissal, discrimination on the grounds of religious belief, age, race, sex and disability as well as TUPE dismissals. Recent cases have included:

  • Successfully defended a whistleblowing claim brought against our client by an employee alleging financial irregularity.
  • Successfully defended a client facing an unfair dismissal claim from one of its employees who, having been made redundant, contended that there was not a true redundancy situation and that it was procedurally unfair.
  • Successfully defended a disability discrimination, unfair dismissal and breach of contract claim made by an employee who was injured at work. This involved a six day hearing with eight witnesses. The case went to appeal which we, again, successfully defended.

TUPE

Our team specialises in TUPE work, supporting the TUPE aspects of the transactional work undertaken by the commercial, corporate and social housing teams. We have advised both purchasers and vendors in company acquisitions, sales and outsourcing transactions and is particularly experienced in advising Registered Providers on the TUPE implications of LSVTs. Recent experience includes:

  • Advising a financial services company on TUPE-related matters relating to the provision of outsourced services including advice on amending and negotiating the services agreement.
  • Advising a large corporate on a complex claim, which includes TUPE-related issues, brought by senior personnel relating to a company acquisition.
  • Advising a client in an EU Procurement situation regarding issues in relation to the staff potentially transferring from one contractor to another;
  • Advising on the harmonisation of contracts following TUPE, including full consultation, notification, and negotiation of changes to employment contracts which involved both unionised and non-unionised members of staff.

Operational HR

We have a HR consultancy team which advises and supports clients, from start-ups to established businesses on a regular or ad hoc basis, advising on a range of HR matters from policies and procedures to managing redundancy programmes and TUPE-related due diligence. Our HR consultants frequently act as an extension to clients’ own management and/or human resource team, providing practical, commercial support on all human resource issues. 

Our expertise

Our employment law solicitors are supported by specialist employment tax, HR management and information governance expertise to provide employers with a comprehensive employment-related service, whatever the size of workforce.

Our employment law solicitors and HR consultants advise on:

  • employment contracts
  • employment policies and handbooks
  • executive appointments and severances
  • employee benefits and incentives
  • employment tribunals and disputes
  • remuneration issues including bonus payments
  • settlement agreements
  • TUPE transfers
  • unfair dismissal
  • discrimination and equal pay
  • redundancy and restructuring
  • severance and settlement agreements
  • HR consultancy
  • Data protection and information governance

Pricing transparency

Quality assured: Wright Hassall is Lexcel accredited, the Law Society’s legal practice quality mark for practice management and client care.

The cost of running a tribunal depends on the complexity of the case: *complex cases involving multiple witnesses and extended documentation will, inevitably, cost more than straightforward cases where the employer has followed a fair process (based on the Acas Code of Practice) and has a genuine reason for dismissing the employee. Conversely, where it is clear that an employee has been unfairly dismissed because the employer did not follow fair process, this would also be considered straightforward.

Representing an employer: 

An employer defending a claim from an employee for unfair dismissal or discrimination will have to invest more time and money than the employee, even if the case is straightforward. This is because more people are involved (in the investigation and hearing stages) and an employer will have more contractual documentation to be reviewed. Employers also need to remember when defending a discrimination claim that, if the tribunal finds against them, compensation payments are uncapped.

Representing an employee:

An employee bringing a case for unfair dismissal or discrimination is likely to have less contractual paperwork to sift through and there are usually fewer witnesses involved (for instance those carrying out the investigation will appear on behalf of the employer, not the employee). Therefore the overall cost may be lower than that for an employer; nonetheless the complexity of the issues involved will determine the final cost.

The prices outlined below are indicative only and based on a tribunal case being run with a combination of junior and senior lawyers whose time will be apportioned depending on the complexity of the case.

Indicative fee scale

NB: the costs outlined below are based on the complexity of a case and apply to both employees and employers. 
  Average range of prices (including  VAT)
  From To
Straightforward case £6,000 £9,600
Medium complexity case £8,400 £12,000
High complexity case £12,000 £24,000
The above prices do not take into account any costs payable to a third party, such as the use of a barrister.
Face to face review meeting Price (including VAT)
Initial meeting to discuss the scope of claim, including review of documents prior to the meeting. £425

You can find out more about the status of your claim, and what constitutes fair process, by checking the Acas Code of Practice on the Acas website.  (http://www.acas.org.uk/index.aspx?articleid=2174)

The details

*Complex cases

The complexity of a case depends:

  • on the number of witnesses and documents involved;
  • issues around a claimant’s disability;
  • allegations of discrimination;
  • whether the case is constructive unfair dismissal or unfair dismissal;
  • claims linked to whistle-blowing; unlawful deduction of wages, and wrongful dismissal;
  • whether an application has to be amended or additional information about an existing claim is required; and
  • making or defending a costs application.