No win no fee Employment Law Solicitors

No win no fee is exactly as it sounds. If we do not win your case against your employer, our solicitors will not take any fees and you will not be subject to any costs.

Our costs are covered by the compensation that we recover from your employer.

Under employment law, your employer will have to cover their own costs. In very rare circumstances an employee may be forced to pay their costs, but this is only if the tribunal decides that the claim is vexatious or had no merit. We never let it get to this stage as we will always do a thorough case assessment before taking the claim on.

The main benefit is that you, the employee, is able to pursue their claim without the worry of being subjected to costs that may out weigh the amount of compensation that you can recover from your employer. By entering a no win no fee agreement with our employment solicitors, you are able to have peace of mind and we are able to focus on getting the best result for you without any risk factors.

There are certain criteria which make it much easier for us to run your case on a no win no fee basis. These are as follows:
– You need to have at least two years service (unless you are claiming discrimination, whistleblowing or any other claim considered to be an automatic unfair dismissal).
– If you are making an unlawful deduction of wages claim, you would need to be claiming more than £3000. The reason being, anything lower than this figure would not cover the costs of us representing you.
– Whistleblowing and discrimination claims are often more complex, but in some cases we are able still offer no win no fee, if we consider them to be strong.
See our how it works page for more details

In order to make an assessment, one of our legal representatives will speak with you over the telephone, in most cases. If they think you have possible case for no win no fee, they will then pass you to one of our Employment Solicitors, who will further assess you claim and if they think you have a strong enough case, they will offer to represent you.

If you are not eligible, we have other affordable options that we can pursue. Sometimes we will offer to do a in depth case review, following an initial telephone consultation with a solicitor, to see if we are able to assist. We usually charge £500 +VAT for a full case review.
In other cases, we make fixed fee and conditional fee arrangements. Or if you have legal expense insurance, we may be able to cover our fees with this.

If you have legal expense insurance (usually under a home or car insurance policy), you would simple call them and let them know that you would like to pursue an employment claim and that you have found representation. We would then get in touch with them and start pursuing you claim. They would then pay our fees at the end of the case and you would get your full compensation.

The only other cost that you may be asked to pay is our disbursements. This means that if we have to travel to tribunal or stay overnight in accommodation, then you would be liable to these costs. We cap this at £200 +VAT, so you will never pay more than this. In most cases these costs are not required, as we usually settle the case before it goes to court.

Once you have signed our no win no fee agreement, you are able to withdraw at any point during the case. However, in these circumstances you would be liable to pay our costs (at our hourly rate) up until the point that you pulled out.
We put this clause in to reduce the risk to us. Without this, it could mean that a claimant could get a solicitor to run their case right up to the point of winning and then pull out, meaning that they would receive all the compensation and the solicitor would get nothing, having already done all the work for the claimant.

No. There are no court fees. These were deemed unlawful and abolished in 2017.

If you lose your case under a no win no fee agreement, you will not be liable to pay any fees except, potentially, the disbursements, as mentioned above. However this will never be more than £200 + VAT.

If you win your case, you will receive 65% of any compensation that we have been able to recover for you. Use our unfair dismissal calculator to find out what compensation you might be eligible for in an unfair dismissal claim.

If you have been offered a settlement agreement, ordinarily, our fees are paid by the employer. However if you would like us to negotiate a higher settlement figure for you, we can do this on a percentage basis. Meaning that anything we negotiate over and above what is already being offered, we would take 20% of this amount to cover our negotiation fees.
For example, if you had been offered £10,000 as your settlement and we managed to negotiate and additional £5000, we would take 20% of £5000.
Our fee would therefore be £1000.
Your would recieve £14,000.

You need to start the claim process, three months less one day from the date of your dismissal, last unlawful deduction of wages or last act of discrimination. Time limits are very strict. It is extremely rare to be able to submit a claim out of time. Our employment solicitors are able to advise on time limits and will be able to assist with getting your claim started.

You are only able to submit an employment claim if you have been working for your employer for more than two years. PLEASE NOTE – there are however exceptions to this rule. Please see our Automatic Unfair Dismissal page for more information.

Yes. The ACAS conciliation service will conciliate with your employer prior to going to tribunal. This is now a legal requirement. However, we advise that you should always seek legal advice from a qualified solicitor, at your earliest convenience. Our employment law experts will be able to give you all the advice that you need and they will also be able to assist with the ACAS process.

In order to make a claim you simply need to fill in our enquiry form or call us directly on 020 3835 3940 and we will start the process for you.

Employment claims can take up to 6 to 9 months to complete. However, in some circumstances and with the right employment solicitor, they can settle out of court sooner than this.
For more on the process of submitting a claim to the Employment Tribunal

In some cases yes. However, many cases settle before they get as far as the court stage.