Why choose Mitchell Law for your litigation
We are a team with a wealth of experience and expertise in employment tribunal litigation. We act for employers in all types of cases – from simple wages claims or misconduct dismissals, to complex whistleblowing and discrimination cases, and multi-claimant litigation arising from TUPE transfers or equal pay claims.
All of our lawyers also have a great track record in securing successful results for employee clients, usually in complex and high-value claims.
We have our own in-house barrister, Joanne Sefton, who has appeared in several reported cases at Employment Appeal Tribunal and Court of Appeal level. This enables us to provide a seamless and cost-effective one-stop service in even the most technical of cases.
Your case will always be handled by a lawyer who specialises exclusively in employment law, has in excess of 15 years’ experience, and who will deal with you directly throughout the matter. We consider the quality of our work and service standards to be more than equal to that of well-known commercial firms, whether in Bristol or in London.
Our fees reflect the high standards that we hold ourselves to, and our agile small-scale set-up – which makes us significantly more cost-effective than our better-known competitors. To find out more about our team, take a look at our individual biographies.
Employment tribunal cases inevitably lead to disruption and stress. We aim to keep this to a minimum for our clients by supporting them throughout the process with regular communication and detailed updates, as well as a frank assessment of the likelihood of success.
In order to provide some up-front certainty in respect of costs, we have set out below a range of costs which you would be likely to incur in unfair and/or wrongful dismissal cases. It is worth remembering that many cases settle well before a full hearing. In such circumstances, only a proportion of the full cost would be incurred (depending on how advanced the litigation was at the point of settlement). Please note that discrimination claims are not covered by this section.