FAQs

1. How Our Fixed Fees Benefit Employers Facing Employment Tribunal Claims?

   

   Facing an Employment Tribunal claim is challenging enough without the added stress of uncertainty around legal fees. At mlplaw, we understand that employers need clarity and transparency, not unexpected financial hurdles. That’s why our fixed fee pricing structure is designed with you in mind, providing a clear and predictable path through the Employment Tribunal process.

   Understanding Our Fixed Fee Approach:

   Our fixed fee pricing is straightforward – we charge on a stage-by-stage basis, meaning you know exactly what to expect at each stage of the Employment Tribunal process. We eliminate the guesswork and enable you to plan your budget with confidence.

   No Nasty Surprises or Hidden Costs:

   Transparency is at the core of our pricing philosophy. There are no hidden costs lurking in the shadows, and you won’t be blindsided by unexpected fees. What we quote is what you pay, allowing you to focus on defending the claim without financial ambiguity.

   Certainty to Plan and Decide:

   In the midst of an Employment Tribunal claim, certainty is a precious commodity. Our fixed fees offer you the stability needed to plan your financial strategy and allocate your resources where they will be most effective. They also enable you to make informed commercial decisions, such as weighing up the potential benefits of commercial settlement versus defending the claim to a final hearing.

   Tailoring Our Services to Your Needs:

   At mlplaw, we recognise that every case is unique. Our fixed fee structure is not a one-size-fits-all solution but a flexible approach that can be tailored to the specific requirements of your case. This ensures that you receive the legal support you need without unnecessary financial strain.

   Why Choose Transparent Fixed Fees?

   1. Peace of Mind: Our fixed fees provide peace of mind, allowing you to focus on the legal aspects of your case without worrying about unpredictable costs.
   2. Budgetary Control: With a clear understanding of costs at each stage, you have better control over your budget, helping you manage resources more effectively.
   3. Informed Decision-Making: Transparent pricing empowers you to make informed decisions about your legal strategy, aligning your approach with your business goals.

   In the complex landscape of Employment Tribunal claims, mlplaw’s commitment to transparent fixed fees removes one of the biggest uncertainties facing employers. We believe that legal representation should be accessible and predictable, enabling you to face the challenges ahead with confidence. Your journey through the Employment Tribunal process should be focused on resolution, not dealing with financial uncertainty, and our fixed fees are here to make that journey smoother for you.

2. What is the ACAS conciliation process?

   Before an individual can submit a claim to the Employment Tribunal he or she must participate in the ACAS conciliation process. This means that ACAS help to resolve the dispute by reaching an agreement between the parties, without the need to go to an Employment Tribunal.

3. How do I defend a claim against my business?

   First, you must ensure that you complete and submit a form outlining your response to the claim (called an ET3). This can be done online or by post. You must briefly outline the facts of the case from your point of view and it is also useful to include the legal grounds of your defence. Then, either you or your lawyer must argue your case before a Judge.

4. Can an Employment Tribunal reject a claim?

   Yes, but it is unusual. A claim can be rejected if some of the essential information is not contained in the claim form (also know as an ET1).

5. How long do I have to respond to a claim?

   You have 28 days to submit your response to the Employment Tribunal once you have been notified of your claim.

6. What happens after the ET3 has been submitted?

   Once both parties have submitted the relevant forms, the Employment Tribunal will set out a timetable, outlining further documents that may be required and setting dates for any evidence to be shared between the parties and for the hearing, when evidence will be given (either in person or remotely).