Skip to the content

Employment law services to protect you and your business

Inform and underpin your workforce decisions and protect your business.

Employment law services to optimise staff performance

Support your Human Resources team with practical and commercial advice tailored to you.

Employment law services to help you meet your financial objectives

Achieve your strategic objectives with profitability, good employee relations and a strong reputation.

How we can help you

Managing employees effectively is crucial to the success of every business.

We collaborate closely with you to integrate seamlessly with your people management processes and truly understand your corporate goals and people culture. We help protect you and your organisation, optimise staff performance and meet your financial objectives.

Our flexible pricing options are clear and competitive, and we offer accurate fixed pricing for each stage of the project.  

Read more…

Get in touch with us

Rebecca Jorgensen Partner Head of Employment asb law Crawley

Rebecca Jorgensen

Partner, Head of Employment
Rebecca provides commercial advice to employers and senior executives on a full range of contentious and non-contentious matters.

Tell us a bit about you and the issue and we can get ahead of the game.

Employment documentation

How can I ensure my employment contracts meet my business needs?

We work with you to ensure your employment contracts are correctly balanced between protecting your business and clearly expressing your policies, contractual commitments and reward structures.

Our expert employment lawyers help with contract advice and creation, consultancy agreements, director’s service agreements, reward and remuneration documentation, employee handbooks, tailored restrictive covenants and settlement agreements.

We make sure your employment documents are reflective of your corporate culture and form a solid foundation on which to manage your employees effectively and fairly.

Contact us to find out more

Disciplinaries and dismissals

Can you help me resolve an employee performance issue?

Dismissing an employee is one of the hardest parts of managing a workforce. A mishandled dismissal procedure can leave you open to the possibility of claims.

Working closely with you, we provide comprehensive legal expertise to ensure disciplinary procedures and investigation outcomes are fair and robust.

We directly support your investigation into the issues and ensure that nothing gets missed, advising on any dismissal action impartially and with a view to minimising risk to your business.

Contact us to find out more

Restructures and redundancies

How can I make changes to my workforce?

Fast changing business environments mean you may need to restructure your workforce, particularly when you’re striving for more innovative and cost-effective ways to deliver your products and services.

We advise on and help execute contractual changes to employee terms and conditions, job role changes, compulsory and voluntary redundancies, outsourcing decisions and issues relating to transfers of business (also known as TUPE).

We plan and deliver your changes sensitively and efficiently, with minimal risk exposure. When the business need for change impacts on your workforce, we’ll help deal with any potential legal implications.

Contact us to find out more

Settlement agreements and senior exits

How can I protect my business when a senior employee leaves?

When a senior employee leaves your business, you’ll want to make sure you know how their departure will impact your business and protect against it accordingly.

We work with you throughout, from initiating discussions to negotiating acceptable exit terms. We’ll identify any particular areas of risk and make sure to mitigate them with the appropriate restrictions on exit.

Our employment settlement services include negotiating exit terms, advice on potential claims, settlement agreements, tailored post-termination restrictions and confidentiality terms.

Contact us to find out more

Tribunal claims

How do I minimise the impact of employment tribunals?

Employment tribunals can be very disruptive to your business, particularly with the time they take and expense they incur. We’ve developed a fixed-cost solution that gives you greater certainty and control when managing employment tribunal claims like unfair dismissal or discrimination.

Our approach gives you the certainty of a fixed fee, a clearly defined scope of work, transparency with regular project reports and the ability to fully collaborate and take control of any aspect you choose. It also means you only pay for the steps and advice you feel need the attention of an employment lawyer.

Contact us to find out more

Costs estimate for asb law defending the claim up to the employment tribunal hearing

Simple case £5,000 + VAT to £8,000 + VAT
Medium complexity case £8,000 to £11,000 + VAT
High complexity case £11,000 to 16,500 + VAT

Version created 29/11/2018

To assist you in deciding whether or not to instruct us to defend your business you will receive a detailed scope of work including fixed fees for each phase of the project. 

The above range of fees applies to claims for unfair dismissal and wrongful dismissal raised in the employment tribunal only. If a discrimination claim is brought with the unfair dismissal claim, then this would be outside the above costs estimates and we would provide a separate fixed fee.

Our Employment team has over 50 years of collective experience in bringing and defending employment tribunal claims. The Team has particular experience in defending complex discrimination and dismissal claims. We have 5 members of the team who may work on your matter. See profiles for members of the Employment Team including number of years qualified and areas of specialism.


If you have any queries, please contact Rebecca Jorgensen, Partner and Head of Employment – we would be happy to discuss.


Full details of what is included, is available to download - Pricing sheet (pdf)


Factors that can make a claim more complex and affect pricing

The range of fees set out above and the level of fixed fee in your matter is based on a number of conditions and exclusions relating to your claim, which will include some or all of the below:

  • Whether whistleblowing is raised in the context of an unfair dismissal claim. These claims can be extremely complex. If the complexity is such that it is likely to exceed the costs estimates above, we will advise you of this at the outset. 
  • The number of days that the hearing in your claim is listed by the employment tribunal.
  • The number of witnesses for the business and the Claimant.
  • The form, manner and how far in advance of the deadline for the defence to be filed at tribunal all the relevant documentation is provided to us.
  • The volume of documentation relevant to the claim and the amount, if any, of redaction required.
  • The nature of the claimant and whether or not they are represented by a qualified solicitor/barrister.
  • The number of turnarounds with you before the defence is finalised.  1 turnaround = we provide you with a draft of the defence including requests for information and points to clarify; you respond addressing all the requests for information and points to clarify; we send you back a revised draft. 
  • The number of turnarounds with the Claimant before the list of issues and tribunal bundle index is agreed.
  • Whether the claim is listed for a preliminary hearing and if so, the length of the preliminary hearing and whether it is on the telephone or in person.
  • Whether there are any interim applications from either party, such as a request for further and better particulars, specific disclosure, witness order.
  • Whether a counter schedule of loss is required.
  • Whether the business’ witnesses are still employed, in the business' control and available for the hearing.
  • Whether witness statements are drafted from the documents and finalised with the witnesses over the phone/ email or if site meetings are required.
  • The number of turnarounds with witnesses before the witness statements are finalised.
    Whether supplemental witness statements are required.
  • The volume of additional disclosure from your witnesses and the Claimant.
  • Whether the original hearing is postponed.

Key stages in the claim

The fees set out above cover all the work in relation to the following stages of the claim:

  • Review claim form & initial instructions
  • Review documents & arrange into tribunal bundle
  • Draft Chronology
  • Draft defence
  • Finalise & file defence at the tribunal
  • Liaising with ACAS & settlement negotiations at appropriate times during the claim
  • Merits advice
  • Review of schedule of loss & related advice
  • Disclosure & finalise ET bundle
  • Updated merits advice
  • Drafting & finalising witness statements
  • Reviewing & advising on Claimant’s witness statements
  • Instructions to Counsel
  • Instructions to & liaising with Counsel
  • Final preparations for hearing

What is not included in our fee

  • Representation at hearing.  We outsource representation at the hearing to barristers with whom we have established relationships because this is more cost effective for our clients. Barristers’ fees will be between £950 + VAT - £3,000 + VAT per day, depending on the experience of the barrister and the complexity of the case.
  • The cost of any expert advice or evidence such as actuarial advice.
    Conference call with your barrister pre-hearing or witness familiarisation training.  If you require either we can agree a fixed fee with you.
  • The cost of the preparation for and representation at a further hearing in the event that the original hearing is part-heard or if a remedy hearing is required.
  • Any work relating to an appeal against the Tribunal’s decision at the final hearing

How long will the unfair/wrongful dismissal claim take to conclude?

The time that it takes from taking your initial instructions to the final resolution of your matter depends largely on the stage at which your case is resolved and the employment tribunal where your claim is listed. 

If a settlement is reached during pre-claim conciliation, your case is likely to take 4 to 6 weeks. If your claim proceeds to a final hearing, your case is likely to take 16-52 weeks. This is just an estimate and we will, of course, be able to give you a more accurate timescale once we have more information, directions from the tribunal and as the matter progresses.

Employment data protection

What are my data protection employer responsibilities under GDPR?

Under the General Data Protection Regulations (GDPR), if your business employs or engages staff then it’s a data controller. You should therefore provide those staff with the necessary information about how your business collects, stores and uses their data.

To help you ensure you abide to GDPR when processing employee data and to provide transparency and certainty, we have a range of fixed-price employment data protection legal services. These include GDPR compliant staff privacy notices, recruitment privacy notices, employee data protection policies and employment contract updates.

Contact us to find out more

Human Resources consulting

I need external HR consulting services, can you help?

Our Human Resource (HR) consultants work closely with you as trusted advisers to help protect your business. We provide HR consulting services and advice that gives you the flexibility and support to achieve your workforce goals. 

We help with a wide range of day-to-day employment issues, including grievance and disciplinary investigations and appeals, restructuring and redundancy, recruitment assessment and selection, leadership development, performance management, employee engagement and talent management.

Contact us to find out more

Looking for a career at ?

To start a conversation about how we can help

Call us on +44 (0)345 521 4545 or send an email.

News and insights

Improving the balancing act

Improving the balancing act

Last month, ‘National Work Life Week’ encouraged employers and employees to look at creating a healthy balance between work and home life.
Read more
Employee retention across a generation gap

Employee retention across a generation gap

We are now living and working for longer than ever before, which means that for the first time, there can be up to five different generations in the workplace at any one time.
Read more
Creating a true culture of equality

Creating a true culture of equality

Today’s businesses are more diverse than ever before, putting pressure on companies to ensure that their culture is one of equality and fairness.
Read more