Regulatory Information

As of the 6 December 2018, the Solicitors Regulation Authority requires all practising law firms to publish certain information, concerning their team of solicitors, specific costs information relating to tribunal claims for unfair and wrongful dismissal and their formal complaints procedure.  This information as it relates to Jones Chase can be found below.

Our Team

Our team has over 89 years of collective experience in delivering high quality work in all aspects of employment law and are experts in the field.

All work is carried out by one of the following six qualified solicitors.  They will each have sole responsibility for your matter, often with the supervised assistance of one of the firm’s trainee solicitors or paralegals.

Qualified Solicitors

Dean Jones – Managing Partner

Dean qualified as a solicitor in 2003.  His hourly rate is £400 plus VAT.

Susanna Rynehart – Partner

Susanna qualified as a solicitor in 1998.  Her hourly rate is £400 plus VAT.

Carl Soan – Senior Associate

Carl qualified as a solicitor in 2007.  His hourly rate is £325 plus VAT.

Liza Knight – Senior Associate

Liza qualified as a solicitor in 2002.  Her hourly rate is £375 plus VAT.

Louise Paull – Senior Associate

Louise qualified as a solicitor in 1999.  Her hourly rate is £375 plus VAT.

Alison Phillips – Senior Associate

Alison qualified as a solicitor in 2010.  Her hourly rate is £300 plus VAT.

Non-qualified staff 

Zainab Hakim – Trainee Solicitor

Zainab began her training contract with us in September 2018.  Her hourly rate is £175 plus VAT.

Deborah Leonin – Paralegal

Deborah’s hourly rate is £175 plus VAT.

Katherine Budge – Paralegal

Katherine’s hourly rate is £150 plus VAT.

Roberta Imperial – Paralegal

Roberta’s hourly rate is £150 pus VAT.

All of the work undertaken by non-qualified staff will be supervised by one of the firm’s partners or senior associates.

Costs Information

Cost Estimates

Our pricing for bringing and defending claims for unfair or wrongful dismissal is as follows:-

Simple case: £7,500 – £10,000 (plus VAT)

Medium complexity case: £10,000 – £20,000 (plus VAT)

High complexity case: £20,000 – 40,000 (plus VAT)

Factors that could make a case more complex:

  • 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 parties)
  • The number of witnesses and documents
  • If it is an automatic unfair dismissal claim e.g. if the claimant is dismissed after blowing the whistle on his or her employer
  • Allegations of discrimination which are linked to the dismissal

Disbursements

Disbursements are costs related to your matter that are payable to third parties, such as court fees. We handle the payment of the disbursements on your behalf to ensure a smoother process.

Counsel’s fees estimated between £750 to £2000 plus VAT per day (depending on experience of the advocate) for attending a Tribunal Hearing (including preparation).

Key stages

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 claim or response;
  • Reviewing and advising on a claim or response from the other party;
  • Exploring settlement 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 a 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 the stages above are not required, the fee will be reduced. You may wish to handle the claim yourself and only have our advice in relation to some of the stages. This can also be arranged on your individual needs.

Timescales

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. It can take between 3 – 14 days to prepare and lodge a claim form. It may be the case that your matter settles shortly after a claim, or response, is lodged, which would mean that the matter may take 2 – 4 weeks to settle. Otherwise, a claim may be settled during the course of the proceedings, meaning that the matter will run for longer.  If your claim proceeds to a Final Hearing, your case is likely to take between 26 – 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 and as the matter progresses.

In addition to the above, it is general practice for the firm’s solicitor assisting you with your matter to provide a more case specific costs estimate and breakdown of key stages, as the case develops.

As a firm, Jones Chase does not offer conditional or damage-based fee arrangements.

Important

Please understand that we have set out above an overview of the typical steps involved in concluding an Employment Tribunal claim. Depending on the actions of the parties to a dispute, it is possible that additional steps may be required.  We will discuss these with you as the need arises.

As mentioned above, these figures cover the typical tasks in this type of litigation, but they are an estimate only and the actual may vary as the time required to complete each task may exceed that estimated.  We propose that regular costs reviews are undertaken. 

The general position is that the winning party at an Employment Tribunal is not permitted to recover their accrued legal fees from the losing party unless they can show that the losing party, or their representative, has acted vexatiously, abusively, disruptively, or otherwise unreasonably in the bringing or conducting of the proceedings, or a part of them and/or any claim made in the proceedings by a party had no reasonable prospect of success. The threshold for showing either of these bases for seeking recovery of legal fees from the other side is high.  Legal fees orders against a losing party are rare. 

Complaints Procedure

We are committed to providing a high-quality legal service to our clients and our 99.5% success rate is clear evidence of our unwavering commitment to obtain a positive outcome.  When something goes wrong, we need you to tell us about it.  This will help us to sort out any mistakes or misunderstandings, and to improve our standards of service.

If you have a complaint, please raise the problem with the lawyer responsible for your matter, or if you prefer, our complaints partner, namely Dean Jones.  Please note that there is no charge for complaints handling.

What will happen next?

  1. We will acknowledge receipt of your complaint in writing usually within two working days of receiving it and enclose a copy of this procedure.

  2. We will then investigate your complaint.  This will normally involve our complaints partner reviewing your file and speaking to the member of staff who acted for you.

  3. Within 14 days of sending you the acknowledgement letter our complaints partner will aim to invite you to a meeting to discuss and hopefully resolve your complaint.  Our complaints partner may, in the interim period, contact you to clarify our understanding of the complaint and to ask you for copies of any relevant documents.

  4. If you do not want a meeting or it is not possible for you to attend one, our complaints partner may instead offer you a chance to discuss the matter by telephone.

  5. Usually within seven days of the meeting, or any telephone conversation we have with you instead of a meeting, our complaints partner will write to you to confirm what took place and any solutions we have agreed with you.

  6. We will keep an open mind with regard to reasonable remedies and solutions.

  7. In any case our complaints partner will send you a detailed written reply to your complaint, including his or her suggestions for resolving the matter, within 21 days of sending you the written acknowledgement of your complaint referred to in paragraph 1 above.

  8. At this stage, if you are still not satisfied, you should contact us again and we will arrange for another partner, somebody unconnected with the matter at the firm or, if the firm believes it is reasonable and justified in the circumstances to do so, a solicitor from another firm to review the decision.

  9. We will ordinarily write to you within 21 days of receiving your request for a review, confirming our final position on your complaint and explaining our reasons.

  10. If you are still not satisfied, you can contact the Legal Ombudsman, PO Box 6806, Wolverhampton WV1 9WJ about your complaint. Any complaint to the Legal Ombudsman must usually be made within six months of the date of our final written response on your complaint but for further information, you should contact the Legal Ombudsman on 0300 555 0333 or at enquiries@legalombudsman.org.uk.  Note that the Legal Ombudsman service cannot be used by businesses or most other organisations unless they are below certain size limits.  Further details are available from the Legal Ombudsman.

  11. If we have to change any of these timescales we will let you know and explain why.

Please understand that we have set out above an overview of the typical steps involved in concluding an Employment Tribunal claim. Depending on the actions of the parties to a dispute, it is possible that additional steps may be required.  We will discuss these with you as the need arises.

As mentioned above, these figures cover the typical tasks in this type of litigation, but they are an estimate only and the actual may vary as the time required to complete each task may exceed that estimated.  We propose that regular costs reviews are undertaken. 

The general position is that the winning party at an Employment Tribunal is not permitted to recover their accrued legal fees from the losing party unless they can show that the losing party, or their representative, has acted vexatiously, abusively, disruptively, or otherwise unreasonably in the bringing or conducting of the proceedings, or a part of them and/or any claim made in the proceedings by a party had no reasonable prospect of success. The threshold for showing either of these bases for seeking recovery of legal fees from the other side is high.  Legal fees orders against a losing party are rare.