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You need to add VAT onto all of the figures on this page, which is currently 20%
A - Yes! When we first speak, it is for us to understand the broad gist of your problem, so that we can see how we can add value and help resolve it for you. It is also a two-way conversation to see whether we both want to work with each other. It usually takes about half an hour, though we don't put a time limit on it, and there is no obligation to instruct us afterward. Any in-depth analysis of your case and examination of your documents will come later if you come on board as a client.
A - It depends on what we agree as the scope of the work, and the type of work involved. We will always give you an advance estimate or fixed fee and keep you informed if anything changes.
A - Yes we do - our clients love fixed fees! That way you can have some certainty over what you need to budget, and we don't need to clock watch! See the examples on this page, and give us a call so we can discuss your needs because we try and tailor our fixed fees to suit each client's affordability.
A - Yes, sometimes. Our fee estimates and fixed fee quotes are subject to certain assumptions including that all proceeds smoothly, both parties are reasonable, and no unexpected issues or additional complexities arise. Full details will be set out in our client engagement letter and terms of business that we send you prior to the work being carried out. We may have to charge additional fees if things do not proceed according to these assumptions.
A - Yes, sometimes, where the time and work involved is not suitable for a fixed fee, or is highly variable, or where our client prefers. We will still provide an estimated range of fees so you have an idea of likely cost at the start. Our hourly rates range from £250 to £350 plus VAT depending on the expertise required, the complexity of the matter, and taking into account your budget too.
We have four tiers (ex VAT). These fees include one draft and one round of minor amendments.
A short, simple, basic statement of employment terms suitable for your needs
A fairly short and simple contract of employment tailored to your needs
A longer more complex contract of employment with restrictive covenants for managers
A bespoke, detailed and comprehensive contract of employment for senior managers or director's service contract with appropriate restrictive covenants
For clients that want a high level of support, detailed advice and drafting bespoke elements, where there are complex or unusual arrangements to cover, or want significant amendments made to a contract, then we will provide a tailored fee quote for this additional work on top of the Tier fee above.
We have three tiers that we charge employees to advise them on the terms and effect of the settlement agreement their employer has proposed. In most cases the employer covers our fees. You need to add VAT to these figures, which is currently 20%.
Short, simple agreements
Longer agreements, often with restrictive covenants
Lengthy, complex agreements for senior professionals, often with restrictive covenants, and/or a second round of advice and affirmation
Here are some typical examples for bringing or defending claims for unfair or wrongful dismissal. These are not prescriptive and we'll always provide a tailored fee estimate for you to agree, before we go ahead. Expenses (known as disbursements) such as expert reports, court fees and fees for a barrister to draft documents or attend a hearing, are not included, but will be agreed with you in advance. You should be aware that you do not usually get your costs back in the tribunal if you win.
You need to add 20% VAT to these figures
We’re legally obliged to give you some transparency about what it costs to bring an unfair dismissal claim at the Employment Tribunal. We’d do that anyway - we hate hidden fees and lawyer waffle. Every case is different, but here’s an indication of what you can expect.
Our costs typically cover:
We’ll handle the process from start to finish - you won’t be left wondering what’s happening.
There are a few extras you’ll need to budget for:
We’ll always tell you about these in advance and get your agreement before incurring these expenses or disbursements.
Some unfair dismissal cases are straightforward: you were dismissed, the employer botched the procedure, and that’s that. Others are a tangle of allegations, long email chains, and multiple witnesses.
Costs can go up when:
We’ll give you a stage-by-stage cost forecast and revise it if things get complicated.
We know legal fees are a big deal. There are a few ways to structure things:
We’ll discuss all this at the outset and confirm the funding arrangements in writing, so you know exactly what you’re signing up to.
We will invoice you at the start for the first stages of work, and then usually monthly or at other appropriate intervals in advance of work to be done, and then a final invoice at the end (unless we’ve agreed a conditional fee arrangement). You will need to pay your invoice within 7 days or earlier if you want work undertaken sooner.
If you are paying an hourly rate based on estimates, then you’ll get an account of the time spent and work done at each stage. If you are paying fixed fees, then we don't time record our work (to save time and costs) so we provide a detailed description of the scope of the work at each stage in advance. If anything is likely to exceed an estimate, or the work exceeds the agreed scope of a fixed fee, then we’ll tell you as soon as we can.
Q - Do I have to pay if I lose?
A - If you’re on a standard hourly or fixed fee arrangement, yes you pay for the time we spend on your case. If you’re on a “no win, no fee”, you don’t pay our legal fees if you lose, but you will still need to pay for disbursements like barrister or expert fees.
Q - Could I be ordered to pay my employer’s costs?
A - It’s rare. The Employment Tribunal only does this if someone acts unreasonably or vexatiously - for example, bringing a hopeless claim or ignoring tribunal orders, or acting purely out of spite. We’ll advise you about the risks of this.
Q - Would I get my costs back from my employer if I win?
A - Very unlikely. The Employment Tribunal only awards costs if the employer acts unreasonably - for example, by pursuing a defence that is hopeless or ignoring tribunal orders, or in some cases refusing to accept a reasonable offer of settlement.
Q - Can we settle early?
A - Yes, and often we do. Most cases settle before a final hearing. We’ll push for a good deal early on to save you time, stress, and money.
Employment litigation is inherently risky and unpredictable. Your employer might behave sensibly and settle. Or they might dig in and spend a fortune fighting. It's a very difficult to predict tribunal outcomes, because evidence can change even during a hearing, and Employment Judges have a wide discretion when deciding what damages to award, and each case is considered on its own merits with first instance decisions not forming binding precedents.
We’ll be clear about the risks, realistic about your prospects, and transparent about the costs at every stage.
That’s how we work. No smoke, no mirrors, no hidden charges.
These fees exclude VAT and are subject to certain assumptions including that all proceeds smoothly, both parties are reasonable, and no unexpected issues or additional complexities arise. Full details will be set out in our client engagement letter and terms of business that we send you prior to the work being carried out. We may have to charge additional fees if things do not proceed according to these assumptions.
Review of the initial referral letter from the regulator, brief advice on what to expect from fitness to practise proceedings, and guidance on whether or not to provide an initial response.
Review and advise on your draft response statement to the regulator, including meeting with you to discuss the content and offer detailed guidance on key areas to address in response to the regulator’s concerns.
Carrying out a thorough review of the case bundle and investigation report and meeting with you to offer advice on your response to the regulator’s concerns. Fees dependant on size of bundle.
If you are faced with your regulator putting an interim order on your registration, not only is this likely to have a huge impact on your ability to earn a living and your professional reputation, it is likely to cause you huge stress. We can assist by advising on the law relating to interim orders and how to approach an interim order hearing. Fees dependant on size of bundle and complexity of issues.
We can offer full representation at both interim order hearings and full fitness to practise hearings, including written representations, case preparation, and advocacy during hearings. Representation can be offered from the initial stages of fitness to practise proceedings up to final hearings. We recommend securing representation earlier in proceedings rather than later – cases can often be resolved at the earlier stages without proceeding to a hearing if the correct approach is taken.
Representation in writing, including chasing investigation reports, responding to procedural issues, and addressing fairness of the investigation.
Preparation for and representation at interim order hearings, typically requiring 6 to 8 hours of work (including preparation and the hearing day itself). Fees dependant on complexity of the case.
Preparation, case management, and advocacy during the hearing, including cross-examination of witnesses, and preparation of submissions. Fees for preparation for the hearing are dependent on the complexity of the case.
You may want to check your home contents, business and motor insurance policies to see if you have "before the event insurance" which might cover your legal fees. This is sometimes called Family Legal Protection or Legal Expenses Insurance. If you have this, then you can choose to use the insurance company's advisers for free (they may or may not be qualified solicitors) or you can choose your own legal representatives (like us of course), and we will need to enter into an agreement with your insurer. The insurer may not pay all of your fees, so please discuss this with us. You may also be a member of a Union, and should ask if they will either provide legal representation for you, or if they will cover your legal fees with your choice of solicitors.
Rebel Law Ltd is a company registered in England and Wales, company number 11394067
Authorised and regulated by the Solicitors Regulation Authority, SRA ID 816050
Copyright © 2025 Rebel Law Ltd All Rights Reserved
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