What does workplace representation actually cost?

Disciplinary outcomes carry different financial and career consequences depending on what you earn. A dismissal for someone earning £80,000 has a materially different impact than the same outcome for someone earning £24,000. Our fees are proportionate to that exposure, it is not discounting, it is calibration. Every client gets the same quality of preparation and advocacy; the fee reflects what is at stake for them personally.

Because the reason is different. Disciplinary fees scale with what a dismissal costs you. Tribunal drafting scales with the work involved, and the work steps up at the point where a schedule of loss starts including pension, bonus and incentive arrangements, which is around £60,000 rather than evenly across five bands.

In most cases, significantly cheaper. An employment solicitor attending a disciplinary hearing, if granted permission by the employer, typically charges £220–£400 per hour, plus a separate barrister fee if they instruct counsel for the hearing room. For a one-day disciplinary, the total commonly reaches £5,000–£12,000. Our all-inclusive hearing packages cover preparation, submissions and hearing attendance from £1,150, for the same room.

Only if the scope changes materially, for example, if a one-day hearing runs to a second day. In that situation, we explain clearly what has changed and agree any adjustment before continuing. We do not proceed beyond the agreed scope without your knowledge and consent. There are no surprise charges.

Not at all. The appropriate service depends on your stage and your situation. Many clients start with a Rapid Defence Review and make the decision from there, some need only strategic preparation, others proceed to representation. You are never required to commit to a higher tier before assessing whether it is necessary.

Yes. Band A is specifically designed for lower earners, with the Rapid Defence Review starting at £275. The salary-banded model exists precisely because we believe access to proper employment defence should not be limited to those who can afford solicitor rates. If your circumstances are unusual, speak to us, we assess every situation on its merits.

That is exactly what the Rapid Defence Review is for. In 60–90 minutes, we assess your allegations, identify procedural risks, give you an honest view of your prospects, and outline what, if anything, you should do next. Many clients find that alone changes their entire approach to the hearing. If you do not need anything more, you do not pay for anything more.

No service can guarantee outcomes, and any service that implies otherwise is misleading you. Our fees reflect the work required, not the result. Our role is to ensure your case is prepared properly, your procedural rights are protected, and your position is presented with clarity and authority. What happens after that is the employer's decision, but it will be an informed one.

HR processes are not neutral. In most disciplinary proceedings, the process, the preparation and the procedural challenge decide the outcome, not the allegation itself. An experienced HR team knows this. Independent representation levels the room: your evidence is properly tested, your rights are clearly asserted, and procedural failings are identified before, not after, the outcome is decided.