Disciplinary Defence
When your case is more than a disciplinary
For cases involving multiple or overlapping allegations, Equality Act 2010 dimensions, discrimination, disability and reasonable adjustments, or whistleblowing. Added to any defence package, scoped after review.
Why it works
What this gives you
Discrimination identified and pleaded
Where a disciplinary process treats you less favourably because of a protected characteristic, or ignores disability-related adjustments, that is not a side issue. It reframes the entire case.
Reasonable adjustments enforced
Employers must consider adjustments to the process itself for disabled employees: timing, format, companion arrangements. We put those requirements formally.
Whistleblowing recognised
A disciplinary that follows a protected disclosure demands scrutiny. We map the chronology and put the causation question squarely to the employer.
Built for overlap
Multiple allegations, counter-grievances, suspension disputes and parallel processes are managed as one coherent defence, not four separate fires.
Scope, in writing
What’s included
- Multiple and overlapping allegations managed as one defence
- Equality Act 2010 analysis across all protected characteristics
- Reasonable adjustments to the process requested and documented
- Whistleblowing and grievance-linked case handling
- High-complexity procedural defence and record-building
- Written scope and fixed fee issued after review, credited in full if you proceed
Transparent fees
What it costs
From £1,500, scaling by salary band. Because complex cases vary in scope, the exact fixed fee is confirmed in writing after initial review, before any work begins.
Scoping and your fee. A £495 scoping fee is payable on instruction. We read the papers, then issue a written scope and your confirmed fixed fee. If you go ahead, the £495 is credited in full against that fee. If you decide not to, the written scope is yours to keep and use.
How salary-banded fees work
Fees are scaled to your gross annual salary: Band A (under £30,000), Band B (£30,000–£39,999), Band C (£40,000–£59,999), Band D (£60,000–£79,999) and Band E (£80,000+). Your exact fixed fee is confirmed in your Letter of Engagement before any work begins. We are not VAT registered, so no VAT is added: the fee quoted is the fee you pay.
| Salary band | Gross annual salary | Your fixed fee |
|---|---|---|
| Band A | Under £30,000 | From £1,500 |
| Band B | £30,000 – £39,999 | From £1,900 |
| Band C | £40,000 – £59,999 | From £2,300 |
| Band D | £60,000 – £79,999 | From £2,800 |
| Band E | £80,000+ | From £3,500 |
Your band is set by the gross annual salary you tell us. We do not ask you to evidence it. The figure above is the whole fee: no VAT, no hourly billing, and no charge for calls, emails or travel within Birmingham.
Discrimination affects the figure directly. See the Vento and injury to feelings detail.
Questions, answered plainly
Frequently asked questions
Indicators include: colleagues treated differently for the same conduct, a disability or health condition the process ignores, allegations arriving after you raised concerns, or comments referencing a protected characteristic. If any of that resonates, raise it at the free consultation.
It overlays one. The underlying defence, strategy or hearing representation, is priced by band as normal; the overlay covers the additional forensic and procedural work the complexity demands.
Because complexity varies genuinely: two allegations with a disability dimension is a different undertaking from six allegations spanning whistleblowing and victimisation. We scope it, then fix the fee in writing. It never changes after that.
Yes, discrimination and whistleblowing claims carry uncapped compensation at tribunal, which is exactly why the internal record we build matters so much.
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