If you have a dispute at work, are considering a claim or already have a live claim at an Employment Tribunal, Stephensons No Win No Fee Employment Solicitors can offer assistance and legal support on a no win no fee basis.
This means that if your case is not successful (that is, you are not able to settle your claim or you do not win at an Employment Tribunal) you do not have to pay any legal fees incurred by us. Equally you do not have to pay anything upfront and as such there is minimal financial risk to you if we decide to take it forward on a no win, no fee basis.
The following examples highlight what we have achieved for our clients:
Case 1 – We acted on behalf of two employees who worked for a national supermarket chain and both were subjected to a campaign of homophobic abuse and discrimination. Both employees were able to provide significant detail as to the nature and occasions on which they were subject to such discrimination which we were able to present to the tribunal. We acted for these clients on a “no win, no fee” basis meaning there were no up-front legal fees for both clients. We were able to successfully settle the claims for both individuals to compensate them for financial loss and injury to feelings for sums in excess of £15,000.
Case 2 – We acted on behalf of a client in raising a claim for constructive dismissal and disability discrimination claim arising out of a failure to make reasonable adjustments to assist her in the workplace. We were successful in being able to reinstate an offer that had been withdrawn and increase this offer to the satisfaction of the client. We did all this on a “no win, no fee” basis with the client securing compensation without the worry of paying any fees in advance.
Case 3 – We recently assisted a client with raising a claim for unfair dismissal, after his employer had dismissed him without following any procedure or conducting a disciplinary investigation into the allegations made against him. We subsequently prepared our client for his Final Hearing at the employment tribunal and he was successful in obtaining compensation in excess of £20,000 for the loss that he had suffered as a result of his dismissal.
As part of his award, our client was awarded a 25% uplift to his compensation, as the judge decided that his employer had failed to follow ACAS Code of Practice when dismissing him. Our assistance with this client’s case was funded by his legal expenses insurance, which he had access to via his home insurance policy.
Site Title 