From 6 December 2018, new rules require us to provide a range of prices for certain services.
At LCS, we are well known for:
The quality of our work and our reputation for solving complex issues which often require innovative solutions; and
The attention of partners to client matters.
We strive for excellence in our work and as such, we are not likely to be the cheapest law firm in relation to the services we provide, but we are also not the most expensive.
The new rules require us to provide you with a range of prices and linked information, including hourly rates, for our tribunal work for employers and employees in relation to wrongful and unfair dismissal claims and immigration applications.
Our hourly rates range between £250 - 400 per hour excluding VAT (which is 20%). The quotes below are based on an hourly rate of £400 per hour excluding VAT.
The details are available at the below links.
Unfair or wrongful dismissal claims
The costs below are indicative and all exclude VAT. This information is not to be treated as a quote or estimate specific to your matter. If you would like to instruct us, please get in touch, and we will be able to provide tailored cost information for you.
Unfair or wrongful dismissal claims
We are experienced in all types of Employment Tribunal claims, from straightforward unfair and wrongful dismissal claims (for which price indications are below) to complex, high-value discrimination and whistleblowing claims.
The likely range of costs (excluding VAT) below relates to the work we undertake representing employers or employees in the context of claims for unfair dismissal and/ or wrongful dismissal.
We also highlight the factors which are likely to result in the case falling into the high complexity category and so incurring fees at the higher end of the range or, in the case of work which goes beyond unfair or wrongful dismissal claim work, falling outside the ranges provided.
Simple case - £10,000 to £30,000
Medium complexity case - £25,000 to £50,000
High complexity case - £30,000 - £100,000
The factors that tend to make a case more complex and therefore more expensive include:
the facts of the case;
the number of documents to be considered at the outset to determine the merits of the case;
there being a large number of witnesses;
the nature and extent of the disclosure process (involving each party searching for, listing and disclosing to the other party/ies every document that is relevant to the claim) entailing a large volume of documents and / or documents in multiple formats or from multiple sources (e.g. paper and computer records, telephone logs and emails);
it being necessary to submit applications to amend claims or to respond to applications to amend claims;
defending claims that are brought by litigants in person (i.e. someone who does not have their own legal representation);
making or defending a costs application;
making or defending applications before the Employment Tribunal about how the litigation is being conducted such as an application for further and better particulars (where, in acting for an employer, a claim form has provided insufficient detail of the allegations made) or for an unless order (an application for the other party’s claim or response to be struck out if it fails to comply with a specific order of the Tribunal);
complex preliminary issues, such as where the claimant is disabled (if this is not agreed by the parties) or if a medical report is required;
the claim being an automatic unfair dismissal claim e.g. if the claimant is dismissed after blowing the whistle;
the claim including allegations of discrimination or being combined with other claims;
the claim involving judicial mediation;
the likely length of any hearings;
The need for expert evidence such as medical report, actuarial pension report, or employment report.
The way the Claimant and the Respondent elect to approach the litigation and whether instructions and documents are received in an orderly and/or timely way and/or whether advice is followed;
For multi-day hearings in particular, the level of seniority of counsel instructed.
We normally attend the tribunal hearing in addition to a barrister who we may engage with your consent, to represent you at tribunal hearings.
Disbursements are costs related to your matter that are payable to third parties, for example a barrister’s fees and/or courier costs. We discuss and agree such fees with you before they are incurred. We request funds on account for specific disbursements which are agreed to be incurred. Such disbursements appear on your invoice.
Fee rates for barristers are set by their chambers and they differ depending on the experience of the barrister used, the complexity of the case and the number of days estimated for the hearings. We are not responsible for setting counsel fee rates and provide the following indicative range of the fee rate, for advocacy, by way of example only (excluding VAT charged at 20%):
Instructing a junior barrister on a two day Hearing
£3,500 to £8,000
The ranges of fees set out above cover all work in relation to the following key stages of a straightforward unfair or wrongful dismissal claim:
taking your initial instructions, reviewing the papers and advising you on merits and the possible level of award for or against you if the claim succeeds (this is likely to be revisited throughout the matter and subject to change);
preparing the claim (if an individual) or defence / response to a claim (if an employer);
if an employer, reviewing and advising on the claimant’s claim;
advising on and making relevant applications prior to the Tribunal Hearing such as an application for further and better particulars (where a claim form has provided insufficient detail of the allegations made) or for an unless order (where you apply for the other party’s claim or response to be struck out if it fails to comply with a specific order of the Tribunal);
preparing or considering a schedule of loss;
preparing for and attending a Preliminary Hearing;
preparing for the Tribunal Hearing including instructing counsel;
advising on the obligation to disclose to the other party all documents relevant to the claim;
exchanging documents with the other party and agreeing a bundle of documents;
taking witness statements, drafting statements and agreeing their content with witnesses;
preparing a bundle of documents;
reviewing and advising on the other party’s witness statements;
agreeing a list of issues, a chronology and / or cast list;
reviewing the barrister’s skeleton arguments and the skeleton arguments of the other side’s barrister (if any);
reviewing any judgement and working with the barrister to advise on the chances of success on appeal, if necessary
For individuals – (bringing claims for unfair or wrongful dismissal)
We will not be able to do so on a contingency fee basis. You may have the benefit of legal expenses insurance that covers part or all of the legal costs of bringing or defending an employment tribunal claim, but you will remain liable for our costs.
The costs of pursuing an unfair dismissal or wrongful dismissal claim in the employment tribunal for an individual will be the same as for businesses, as will the key stages and factors that determine complexity (see above).
The stages set out above are only an indication of the likely process. It may be that not all stages are required or relevant, in which case fees may fall at the lower end of the ranges given. It may be that you only require our advice in relation to some of the stages and you will otherwise handle the case personally. We can discuss this with you, as needed.
The range of fees set out above will not include:
entering into pre-claim conciliation where this is mandatory to explore whether a settlement can be reached;
exploring settlement and negotiating settlement throughout the process, including drafting and negotiation of a settlement agreement, where settlement negotiations are successful;
advising on a subject access request (where a claimant requests disclosure of information under data protection laws);
attendance at the Employment Tribunal for any hearing (including preliminary hearings);
advising on any claim other than unfair dismissal and / or wrongful dismissal;
advising in respect of a claim brought in conjunction with a claim for unfair dismissal and / or wrongful dismissal but which is a separate claim (such as for discrimination); or
defending any related claims in the High Court for example in respect of uncapped wrongful dismissal claims or making applications in the High Court for example for injunctive relief.
Length of claim process
The period of time from taking initial instructions to final resolution of the matter will depend on the stage at which the claim is resolved.
The mandatory pre-claim conciliation period may last for up to a maximum of one month and two weeks. If settlement is reached during pre-claim conciliation, then the matter should be dealt with in that time frame.
If the claim proceeds to a Tribunal Hearing then the length of the process will depend upon the complexity of the claim, the availability of the relevant Tribunal to hear the claim and how many days the Tribunal Hearing is set for, as determined by the Tribunal. Typically a more straightforward case may take up to nine months and a more complex case may take up to 12 to 18 months.
These time periods are indicative only and depend on the Employment Tribunal in question. We will discuss the timescale of the process with you as the matter progresses.
We provide services in relation to UK executive immigration and have over 20 years experience in advising and assisting employers and individuals on executive immigration law. The partner in charge of this area is Jessica Learmond-Criqui and her biography can be seen at the link to her name.
Our fees for advising you and representing you on the most common UK executive immigration applications are likely to fall within the ranges (excluding VAT) set out below.
Tier 1 (Investor) - £10,000 to £45,000
Tier 1 (Entrepreneur) - £10,000 to £45,000
Tier 1 (Exceptional Talent) - £8,000 to £20,000
Tier 2 (General) and Tier 2 (Intra-Company Transfer) - £3,000 to £8,000
Tier 4 (General) and Tier 4 (Child) - £2,500 to £5,000
Tier 5 (Government Authorised Exchange) - £2,500 to £5,000
Tier 5 (Youth Mobility Scheme) - £2,000 to £5,000
UK Ancestry - £2,000 to £7,000
Partner of a person present & settled in UK - £3,000 to £9,000
Visitor - £2,000 to £6,000
Overseas Domestic worker - £6,000 to £11,000
EEA Family Permit - £3,000 to £9,000
EU Residence Document - £2,000 to £6,000
Document Certifying Permanent Residence - £4,000 to £9,000
Indefinite leave to remain - £4,000 to £12,000
Naturalisation as a British citizen - £5,000 to £10,000
Registration as a British citizen - £3,000 to £9,000
UK Passport - £2,000 to £8,000
Disbursements are costs we incur on your behalf such as:
Home Office application (https://www.gov.uk/government/publications/visa-regulations-revised-tabl...)
priority processing fees;
barrister’s fees; and
fees of service providers, such as translation costs and overseas lawyers’ fees.
We discuss and agree such fees with you before they are incurred. We request funds on account for specific disbursements which are agreed to be incurred. Such disbursements appear on your invoice.
If the application you wish to submit in relation to executive immigration is not set out above, please contact us and we will be pleased to provide a fee quote and scope of work for the relevant application.
The fees quoted above are for assisting with straightforward applications. We do not charge on a fixed fee basis but on the time taken to complete the work involved. Such time may increase where a matter is complex (for example, if you have previously been refused a visa for the UK or another country) or involves providing a significant amount of strategic advice.
Factors which can make an application more complex and involve our charging fees either at the higher end of the above stated ranges or which exceed them, include:
the amount and quality of supporting documentation;
the level of correspondence involved;
the time taken to assist with the matter;
the urgency of the matter;
the likely level of engagement with the Home Office; and
the need to engage and liaise with third parties.
The fees quoted above are for assisting with single applications by a principal applicant. They do not include the costs of assisting with applications for dependant family members, even if submitted simultaneously.
If you would like assistance with submitting a number of applications, for example an application for indefinite leave to remain followed by an application to naturalise as a British citizen, or applications involving dependant family members, please contact us and we will be pleased to provide a fee quote and scope of work for the relevant applications.
Applications by employers
The fees set out above only cover assisting with applications submitted by individuals. We are also specialists in assisting corporates and other employers with submitting applications, such as:
representative of an overseas business applications;
Tier 2 sponsor licence applications; and
reviewing and drafting policies to ensure companies comply with their Tier 2 sponsor licence duties and responsibilities and the law in relation to the prevention of illegal working.
Range of work
The costs above will take into account the work required on your case which may include the following stages for assisting with a UK immigration application, depending on your circumstances.
A preliminary meeting with you, if required, and understanding your case
Obtaining information in relation to your particular circumstances and advising on the UK immigration options available
Providing detailed advice on the documentation required and the procedure for submitting the relevant application
Providing advice on the timelines and likely outcome
Meetings, where required
Providing draft suggested wording for any documents required in support of the application.
Drafting the relevant application form.
Providing a covering letter in support of the application (if required).
Assisting you in preparing the bundle of documents which need to be submitted in support of the application.
Booking an appointment for submission of the application and / or submitting the application directly to the Home Office.
Attending appointments with you if required.
Answering any routine queries that the Home Office may have in relation to the application.
Once the application has been approved, reviewing the approval documentation, which may include a passport endorsement and / or a Biometric Residence Permit (BRP) to ensure that it has been validly issued.
Providing advice on the next steps.
The above work does not include assisting with challenging a refusal decision if the application is not approved. If you wish to challenge a decision to refuse your application, we would provide a separate fee quote for this work.
The timing of preparation of your application depends on the speed with which you can gather documents and respond to information requested by us. In our experience, the preparation of applications can take between 3 – 6 weeks.
Typical Home Office processing times from the date of submission of a straightforward application are as follows:
Between 1 and 15 working days to process applications for temporary immigration permission submitted overseas, depending on the complexity of the application and whether the application is submitted using one of the priority services.
Between 15 and 30 working days to process applications for settlement submitted overseas, depending on the complexity of the application and whether the application is submitted using one of the priority services.
Between 1 day to 6 months to process applications submitted in the UK, depending on the type of application, its complexity and whether the application is submitted using one of the priority services.
Are there drawbacks to Branson's flexi-holiday plan?
'Unlimited holiday' is laced with legal pitfalls for small businesses. It sounds good in principle, but the policy - championed by SIr Richard Branson - could open businesses up to discrimination claims.
Right to be forgotten: what does it mean for employee's references? In the employment area the balancing act between transparency and privacy is difficult and the issues much less understood.
"Jessica is an outstanding lawyer. She is sharp minded, diligent, quick and gets into detail with amazing insight. Importantly, she understands what is needed to achieve business goals and is able to come up with creative solutions. Aug, 2010"
Top qualities: Great Results, Expert, CreativeAugust 22, 2010
Dan Lustighired Jessica as an Attorney in 2008