Employment and HR
- Bonus Disputes and Clawback
- Discrimination, Bullying and Harassment
- Dismissals, Grievances and Settlement Agreements
- Employment Contracts and Handbooks
- Employment Disputes: Defending you in the courts and tribunals.
- HR Advisory
- Redundancy, TUPE and Re-organisation
- Restrictive Covenants and Team Moves
A good workforce is key to the success of any business. It is therefore vital that employers are equipped with the right tools to handle employment issues and avoid the potential pitfalls that can lead to costly employment disputes and dissatisfied personnel.
Should litigation become necessary, Howat Avraam Solicitors are here to fight your corner but we will also do everything possible to avoid claims and issues arising in the first place. We work to become your business advisors taking the time to learn about your business and HR needs and provide pragmatic advice, leaving you with the time and energy to get on with the business of running a business.
“Howat Avraam’s legal advice and support is invaluable to the business and we couldn’t be without it. Whether acting as a legal hotline or advising on preventative action to minimise legal risk and strengthen the business, we regard Howat Avraam Solicitors as a valuable member of our team here at Odysea Limited. Niki Avraam’s advice on HR and employment law issues in particular, assures us on a regular basis, that we are indeed in safe hands.“
Examples of our work
Bonus Disputes and Clawback Clauses
pay bonuses. Reviewing and advising on complex clawback provisions.Less
Discrimination, Bullying and Harassment
pregnancy and maternity discrimination. Acting for a financial business responding to a race and disability discrimination claim.Less
Dismissals, Grievances and Settlement Agreements
personnel across the workforce and negotiating terms on behalf of a Surveyor’s firm.Less
Restrictive Covenants and Team Moves
covenants and defending court proceedings brought against them by their former employer seeking an injunction to prevent them from working for their new employer.
Employment Contracts and Handbooks
Documents included employment contracts and directors’ service agreements, consultancy agreements and HR polices and handbooks.Less
Employent Disputes: Defending you in the courts and tribunals.
failure to pay sick pay as an act of discrimination.Less
Redundancy, TUPE and Re-organisation
implementation of new terms. Providing employment advice to a client on the merger of two firms and subsequent restructuing which included a TUPE transfer of business.Less
Appointment and Termination of Executives
advice on limiting disruption to the business by considering issues of confidentiality, speed and the importance of announcements.Less
LEGAL COSTS FOR DEFENDING CLAIMS FOR UNFAIR DISMISSAL OR WRONGFUL DISMISSAL
Our pricing structure for defending claims for unfair or wrongful dismissal, by a former employee is:
Simple case: £5,000 - £10,000 (excluding VAT).
Medium complexity case: £10,000 - £30,000 (excluding VAT).
High complexity case: £30,000 - £100,000 (excluding VAT).
Factors that could make a case more complex and increase costs:
• The number of documents to review;
• If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim;
• Defending claims that are brought by litigants in person;
• Making or defending a costs application;
• Complex preliminary issues such as whether the claimant is disabled (if this is not agreed by the other party) or where the other party are arguing that the claim is out of time;
• The number of witnesses in your case;
• If it is an automatic unfair dismissal claim e.g. if you are dismissed after blowing the whistle on your employer;
• Allegations of discrimination which are linked to the dismissal;
• Length of the Tribunal Hearing.
Disbursements are costs related to your matter that are payable to third parties, such as court fees, to counsel or printing. We handle the payment of the disbursements on your behalf to ensure a smoother process.
The fees set out above cover all of the work in relation to the following key stages of a claim:
• Taking your initial instructions, reviewing the papers and advising you on merits and likely compensation (this is likely to be revisited throughout the matter and subject to change);
• Entering into pre-claim conciliation where this is mandatory to explore whether a settlement can be reached;
• Preparing a response;
• Exploring and negotiating settlement throughout the process;
• preparing or considering a schedule of loss;
• Preparing for (and attending) a Preliminary Hearing;
• Exchanging documents with the other party and agreeing a bundle of documents;
• Taking witness statements, drafting statements and agreeing their content with witnesses;
• Preparing bundle of documents;
• Reviewing and advising on the other party's witness statements;
• agreeing a list of issues, a chronology and/or cast list;
• Preparation and attendance at Final Hearing, including instructions to Counsel.
The stages set out above are an indication and if some of stages above are not required, the fee will be reduced. You may wish to defend the claim yourself and only have our advice in relation to some of the stages. This can also be arranged on your business’ needs.
How long will my matter take?
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. If a settlement is reached during pre-claim conciliation, your case is likely to take 4 – 6 weeks. If the claim proceeds to a Final Hearing, the case could last for up to a year and is dependent on the Employment Tribunal’s availability to hear the claim. This is just an estimate and we will of course be able to give you a more accurate timescale once we have more information and as the matter progresses.
This is just an estimate and we will of course be able to give you a more accurate timescale once we have more information and as the matter progresses.