Andover: 01264 400 500 Salisbury: 01722 412 000

Employment for Individuals

Our team of specialist employment lawyers offers high quality employment advice.  We have many years’ experience of employment work, acquired both in the City and more locally.  Much of our work comes from word of mouth referrals.

We provide practical, cost-effective and commercially astute advice.  We listen to you carefully, so that we can deliver bespoke strategies and solutions to meet your objectives.  We are approachable, but when it comes to representing you, we are robust. 

For employees of all levels (often senior executives and directors), we provide clear, sympathetic, practical advice on all employment matters.  Individuals typically consult us for an informed steer at the first sign of trouble, constructive solutions when work is making them unhappy, negotiation of the best possible exit terms for settlement agreements, or guidance on staying on the right side of the law when joining a competitor.

We assist employees when things go wrong – for example, accusations of misconduct, dismissals, discrimination and harassment at work, problems with working relationships, pay and promotion issues.  We always aim to meet your objectives in ways that are as quick, cost-effective and stress-free as possible.  When other methods of dispute resolution fail, we are very experienced employment litigators and can conduct claims in the Employment Tribunals and beyond.

We frequently advise employees on settlement agreements.  If your employer has asked you to sign one, please get in touch by telephone or email and we can arrange a time that is convenient to go through the terms with you.  If the terms are fair and you are happy with them, we will help you to finalise your settlement agreement swiftly.  If you are not happy with the terms, we can advise you of your options and help you to decide upon the best way forward.  This could include negotiating more favourable terms.

Alana recently provided my husband and I legal advice regarding an issue encountered in the workplace. She was a great support to us during a difficult time, explaining the facts in a clear and concise way but also showing compassion in her approach. I would recommend Alana to anyone requiring representation regarding an employment matter and as such Parker Bullen will be our solicitors of choice for future legal needs.

We have significant experience of advising on: 

  • Settlement agreements

  • Employment contracts and directors’ service agreements

  • Consultancy agreements and non-executive directors’ contracts

  • Staff handbooks and policies

  • Early conciliation

  • Employment Tribunal claims

  • Dismissal, disciplinary, and poor performance procedures

  • Grievance procedures

  • Discrimination, equality and diversity

  • Maternity and family friendly rights

  • Whistleblowing

  • Working time issues

  • Restrictive covenants

  • TUPE, outsourcing and restructuring

  • Redundancy

  • Bonus and commission arrangements

  • Boardroom disputes

  • Agency workers and recruitment sector compliance

Estimated cost to pursue a claim for Unfair or Wrongful Dismissal 

This will largely depend upon the complexity of the matter, and will ultimately depend upon the time spent pursuing the matter.  Pursuing a claim is rarely simple, as the onus is usually initially on the employee to establish a set of facts, which in itself can be complex. If the claim also includes discrimination, fees will be significantly greater. In addition, if the claim involves a lengthy campaign of discrimination, with a greater volume of documentation, fees will be greater than those for a claim which spans a short period of employment.  Wrongful dismissal claims are generally straightforward. These are likely to require far less time and therefore fees are likely to be lower than those relating to claims for unfair dismissal. 

The approach taken by the individual will also affect fees.  If the individual is willing to consider early settlement, this is likely to resolve matters swiftly, and therefore the fees to manage Early Conciliation may be as little as £500.  Conversely, if the individual wishes to pursue the matter until the claim reaches tribunal hearing, far greater time will be required, and therefore the fees may run into several thousands of pounds. 

Once we have obtained full instructions, we will be able to provide an estimate of fees for the work required.  This estimate will be updated as the case progresses and we will ensure that a course of action is agreed before pursuing matters further.  It is often sensible to agree upper limits on fees, and therefore we can review the claim regularly to ensure costs do not escalate. 

Basis of charges 

Our professional charges will be calculated using the hourly rate of whichever Parker Bullen lawyer is (or lawyers are) assigned to your matter.  These rates currently range from £170 to £200.  VAT is payable on our professional charges.  You may choose to set a limit on the amount which you wish to incur. 

We are also able to provide fixed fees for initial advice, which often will be sufficient for the individual to pursue matters themselves, and we are also able to consider alternative sources of funding, such as insurance. 

In addition, our Employment lawyers offer a free initial consultation to individuals, to enable employees to assess whether the matters are worth pursuing further. 

Disbursements 

There are currently no court fees in employment proceedings and therefore the only disbursements the individual is likely to incur are that of Counsel’s fees where the matter progresses to tribunal hearing. 

In addition, on those occasions we are required to attend Court or meetings other than at our offices, we shall need to charge to you any travel expenses which we incur as a result (mileage costs are currently £0.45 per mile).  We shall need to ask you to pay VAT on any such expenses. 

Experience and qualification of Parker Bullen’s Employment Lawyers 

Please see the ‘Our People’ section of our website for profiles and credentials of our Employment lawyers. 

Services provided and likely timeframes 

We are able to pursue a claim for unfair or wrongful dismissal in two ways: we can either pursue settlement, or we can pursue the matter within a tribunal.  ACAS provides a four-week window for the parties to consider settlement before a claim can be pursued in a tribunal. Therefore, if settlement can be achieved at the outset, this can be a fairly swift process. However, if the matter does not settle, or if the individual does not wish to settle, tribunal proceedings could take over a year before reaching a tribunal hearing.

Department contacts:

Salisbury 01722 412 000

Andover 01264 400 500