Direct Employment Claims
Understanding your employment rights by speaking to a specialist employment law solicitor is vital when facing an employment dispute. You have to move quickly to protect your legal rights. Our employment law solicitors can provide you with a free, no obligation assessment of your case. Then you can decide with confidence and speed what action to take.
Our employment law solicitors often work on a “no win no fee” basis depending on the circumstances of your case. Just Contact Us or complete our online Assessment Form and one of our employment law advisors will be in touch within 2 hours!
No Win No Fee Explained
At www.directemploymentclaims.co.uk all of our solicitors work on a No Win No Fee agreement with all our clients. No Win No Fee refers to legal services provided by way of an arrangement that generally means you won’t be expected to pay legal fees unless you win your case. It allows normal members of the public to bring forward legal claims without having to fund the costs out of their own pockets up front.
No Win No Fee arrangement are generally made available by solicitors offering clients a Contingency Fee Arrangement or CFA.
Contingency Fee Agreements
A Contingency Fee Agreement is between a client and solicitor and revolves around the idea of the solicitor is only paid if the claim is successful. The main principle of a contingency fee arrangement is that when it comes to invoicing at the end of a case the solicitor cannot charge their client more than they would have done regardless of whether he had taken the case on the normal basis. If the case is lost then no fee will be paid to the solicitor.
Under a Contingency Fee Agreement you will generally be required to pay a % fee to your chosen law firm. This is a percentage-based fee that comes out of your compensation if you win the case. This amount will be agreed by you and your solicitors at the start of your claim but is no more than 25% of your total compensation.
The level of the success charged will be between 0 – 25% and is assessed by panel law firms on a case by case basis. When choosing the level of the contingency fee being charged each panel law firm will have an individual assessment criteria but generally the case will be assessed on:
- The prospects of the matter and level of risk for the firm bringing the case
- The cost associated with bringing the case
- The likely level of damages
- The timescale for the case to resolve
Will I Ever Have to Pay Anything?
In addition to the success fee set out above, in the event that you terminate the agreement with the panel law firm other than during the cancellation period then the firm may charge a termination fee. You should discuss this carefully with your solicitor so your fully understand your rights and obligations under your CFA.
Are there any other options instead of No Win No Fee?
If you do not want to enter into a No Win No Fee style arrangement with your solicitor, some other options to fund the cost of your case may be:
Legal expenses insurance: You may have this included with a home or car insurance policy. There is generally a limitation on the types of claim you can bring, but it may be worth speaking to your insurer for further details.
Public funding: Legal Aid is available in very limited circumstance in medical negligence claims. Each case is unique and we suggest speaking to the Legal Aid Agency for further information.
Private payment: You always have the option to fund your claim yourself by paying your chosen solicitor at an agreed rate. However, there may also be other costs called disbursements (court fees, expert’s fees, counsel fees etc.) which would also need to be paid.
What is ATE Insurance and Do I Need It?
After The Event Insurance is a product your solicitor may advise you to take out alongside your CFA. It provides an insurance policy to cover any potential costs in the event your case is unsuccessful. Generally, ATE is designed to cover the costs of disbursements incurred (Relevant records, expert Fees, barristers fees etc.) And/or and potential adverse legal costs orders made for you to pay the defendant’s legal costs. If you have ATE in place, such costs can be covered by the insurance policy.
In Employment Claims, generally a claimant who is unsuccessful does not have to pay the Defendant’s legal costs due to a rule called Qualified One Way Costs Shifting, which has made ATE insurance less of a necessity. However, it is a product that should always be considered and discussed further with your solicitor.
The costs of ATE Insurance Policies vary from case to case, but the costs are generally paid at the end of a successful claim, meaning there is no upfront costs to you. Also, if you lose your case, generally, ATE policies are “self-insured” are there is no cost to you. However, please discuss this further with your nominated solicitor.
How We Work
We work with a Panel of experienced employment law solicitors. This means we can find the right Solicitor for your case with the necessary expertise. If we believe you may be able to pursue a claim for employment law we can provide you with the dedicated details of one of our Panel of Specialist Solicitors so they can provide you with a legal assessment of your potential claim.
You are under no obligation to use or instruct the Panel Law Firms we work with and you are free to choose any legal representation you wish.
We do not charge any fee for our services but are paid an advertising fee by the Panel Law Firms we work with for the advertising services we provide, but our service is free of charge to you.
Free Employment Claims Advice
We want you to have all the information you need when thinking about making an employment claim. Please contact our friendly team with your query and we will provide you with the information you need.
Types of Employment Claim
Employees in the UK are protected in a number of ways from being treated unfairly, discriminated against or unlawfully dismissed. When employees are treated unfairly it is often difficult to obtain information on whether what has happened could lead to an employment claim and whether what has happened constitutes a particular type of employment claim.
The vast majority of employee rights in the UK come via the Employment Rights Act 1996 (which protects employees from being unfairly treated or dismissed) and the Equality Act 2010 (which protects employees from being discriminated against).
However, the type of employment claim you could make is often dependant on what has happened, and often there can be a significant overlap between the different type of employment claims you may be able to bring against an employer.