It depends. Advice on dealing with a straightforward disciplinary where you expect a warning might take very little time. A full tribunal case can be expensive because of the amount of preparation required to do the job properly. But you may be covered by an insurance policy. We guarantee that we will make our assistance cost-efficient and not to charge anything without agreeing it with you in advance.

You will still have to pay for expenses (known as ‘disbursements’) such as counsel’s fees, fees for medical records and any experts’ fees; other than these we will not add expenses to your bill.

If you end the agreement before the case is won or lost, you are liable to pay our costs at the rate of £200 per hour with letters and telephone calls charged at £20 +VAT each unless they last for ten minutes or longer in which case they will be charged at the appropriate proportion of the hourly rate. All of these figures include VAT at the standard rate of 20%.

It’s unlikely, unless your case is very strong. Our employee clients are a mix of insured and privately-paying.

Many of our clients have legal expenses insurance in their home contents policies, often this is a free add-on that you don’t know about. If so, you should take advice before telling your insurers, because it is in their interests not to pay out wherever possible and we are familiar with their tactics.

If you’re thinking of resigning and citing constructive dismissal – don’t! There are often a number of steps you can take to improve your position before you go. These include raising a grievance that says the right thing, gathering evidence and giving the employer a chance to make things worse.

Not while you are still employed. It is always better for the employer not to know that you are taking legal advice. That way, they may (and often do) make mistakes instead of going off to get legal advice on their own.

Our standard terms and conditions and complaints procedure are here.