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    A summary of my enquiry and what I am looking to achieve is:

    I am just writing to you again to update you on just how successful I have been under the guidance of Stephen Burbidge.  Against union legal advice, Stephen suggested the option of constructive dismissal. I went for it with a 33% chance of success. I got £10,000 in settlement at the end of the ACAS conciliation period so I did not have to go to court. The full settlement the court would have given me was  about £12,800. I liked the fullness of the information that Stephen gave me, together with his ideas on how to negotiate and his clear direction on specific issues – not to mention the alacrity with which he worked.  If I had not had his help and guidance, I would not have had the confidence to go for constructive dismissal nor to hold out for £10,000 and would have resigned and left my employment with a bitter taste. As it is, I am relaxed!

    Whenever we are asked to undertake legal work in relation to employment tribunal work, we offer a full, detailed, costs quotation, including our own time charges and the method of calculating these, as well as likely expenses needing to be incurred in the course of the proposed work if this proceeds as originally envisaged.

    All charges detailed in that quotation will be subject to VAT payable in addition at rates current from time to time as per http://www.gov.uk/vat-rates.

    We do not offer one-size-fits-all costs quotations. The basis of our charging and likely total costs through to the conclusion will depend on the nature of each individual matter. Our charges may be on a time (at hourly rates current from time to time by reference to the level of staff members working) & materials basis, or on a fixed charge basis, or in appropriate  cases on a contingency basis, depending on the nature of each individual matter.

    Our charges are calculated by reference to then current rates, with expenses in addition.

    Tribunal fees current from time to time are as per www.gov.uk/court-fees-what-they-are.

    Any legal staff member leading the work on the matter day-to-day will have appropriate skills and experience sufficient to competently do that work, as will the senior staff member or partner responsible for supervising the work. The partner leading our employment offering is solicitor Stephen Burbidge as per www.legal500.com/firms/1659-humphreys-co/3034-bristol-england/lawyers/595823-stephen-burbidge/ 

    In our quotation letter, or by email or letter sent in parallel to or shortly after that, we will explain the projected key stages of the matter, with applicable information as to possible timescales.

    Unfair dismissal claims by employees must be made within 3 months less one day of the dismissal as per http://www.acas.org.uk/making-a-claim-to-an-employment-tribunal#:~:text=Time%20limits,ended%20to%20make%20the%20claim. 

    The stages of an unfair dismissal claim are summarised as per www.citizensadvice.org.uk/work/problems-at-work/employment-tribunals1/employment-tribunals2/making-an-employment-tribunal-claim/.