At last. A fixed price legal advice service for employers.

Going to tribunal used to be an unknown quantity. Not any more.

From time to time every business will be in need of sound, honest employment law advice. 

It’s our intention to help keep you on the right side of the law, for example, by making sure you have up to date contracts of employment and appropriate policies and procedures for managing your staff. As part of our HR services, we will help you deal with tricky matters such as employee disputes, dismissals, redundancies, and the TUPE transfer of staff in or out of your business.

In addition, whilst all our HR Business Partners are qualified and experienced HR Professionals, we are pleased to be able to offer you access to additional legal expertise. Whether you are a current client or new to our service, we can be on hand to help if there comes a time when a disgruntled employee threatens to sue you or you get a call from the ACAS early conciliation team to notify you that an Employment Tribunal claim is in the pipelines. If you find yourself in a spot, Kate, our legal expert, can help you.

Defending a claim can be time consuming, stressful and expensive. We can do most of the hard work for you and reduce the stress and costs to you. Kate will assess the claim against you and the risk to your business and give you honest, straightforward advice. She will work with you to defend the claim and minimise the impact on you and your business. Wherever possible, she will work to an agreed fixed fee structure that will enable you to control your costs.

For an illustration of the fixed fee, click here.

Our commitment to you:

  • We won’t pass your work down to a junior member of staff or someone who is not fully qualified. You can be assured that all of the work undertaken on your behalf will be carried out by Kate who is a former solicitor with many years specialist employment law experience.
  • We won’t leave you in the dark, wondering what is happening with your claim. At the start of your case, Kate will explain the stages involved and time scales for action so that you know what to expect. She will provide you with regular updates throughout your case so that you know what is happening at each stage.
  • We won’t leave you hanging! We don’t want you worrying. If you want to talk about your case, you can call Kate and she’ll talk through your questions.

Please fill in the form below to contact us about our Employment Law services.

info_outline Relax, your data's safe with us.

Your details will not be shared with any organisation outside of New Dawn Resources. You may request to be removed from our database at any time. To see our full privacy policy click here.

or call us on 01484 680098

Personnel for Employment Law

Kate Booth
Kate Booth

HR Business Partner

Kate joined the team in 2018 as our legal expert, having previously worked as a solicitor, with 15 years of experience in employment law. Her wealth of knowledge allows her to assist clients with all aspects of employment and HR matters.

What can Kate do for you?

Kate’s personable nature enables her to become immersed in the culture of any clients’ business and work alongside the management team. This allows her to advise on and implement policies and procedures with far greater ease and effect. In addition, her expertise and legal training allows her to deliver robust dismissal procedures, negotiate settlements and represent clients at employment tribunals.

What Vanessa says about Kate

“Kate provides our clients and our team with pragmatic, up to date legal guidance in a style which inspires confidence and reduces the stress and fear of Employment Tribunals. With her HRBP hat on, she is dedicated and determined to find solutions and achieve positive outcomes.”

If you have sought legal help in the past, you will be familiar with the concept of hourly billing and the way that legal bills can start to build up very quickly.

When you’re defending your business and your staff against a claim in the Employment Tribunals, the last thing you need to worry about is escalating costs.

Wherever possible, we will work on a fixed fee basis. The amount you pay us will be agreed before we start work giving you complete peace of mind that you will not pay anything more.

If you think you might be facing a claim in the Employment Tribunals, Kate will offer you a free initial appraisal of up to thirty minutes and provide you with a breakdown of the fixed fee that will be applied. This will include agreed fixed fees for each stage of the process of defending your claim right through until the hearing.

Fixed Fee Illustation

Important “small print”: this is an illustration only. It is based on a simple unfair dismissal claim with one witness for the Claimant, two witnesses for the employer Respondent and a one day hearing. If you contact us for a quotation, we will offer you the best rates we can for the claim you are facing without you having to negotiate with us – but it might differ from the following illustration.


Initial appraisal (up to 30 minutes), either in person at our office or over the telephone


We can assess the situation in brief and advise you how we might be able to help you and what solutions you may want to consider at this early stage.

If you would like to proceed with us, we will provide you with a fixed fee quotation for agreement.

Preliminary advice


A preliminary review of your papers and advice on the merits of the claim against you (who is most likely to win?), the quantum (how much might the Claimant get?) and tactics (how are we going to tackle this?).

We’ll talk you through our advice and send you a summary note for your ongoing reference. Please note that if you’d like us to carry out a more detailed assessment and review a large number of documents at this early stage, it will increase our costs but we can provide you with a fixed price quote before getting started.



plus VAT


Drafting a response


This is where we do the ground-work for your case. Our work at this stage includes:

  • obtaining your instructions

  • collating and reviewing documents relating to the claim

  • speaking to key witnesses

  • drafting the ET3 response form and any additional ‘grounds of resistance’ in support of your claim

  • submitting your response to the Employment Tribunal

Please note that you only have 28 days to do this once the claim form (ET1) arrives.

Advise on schedule loss


We will review the Claimant’s schedule of loss and advise on their prospects of recovering what they’re seeking, whether it is worthwhile negotiating with them at this stage, and whether a counter-schedule of loss should be submitted.

Deal with disclosure of documents


We should have received most of your documents when drafting the response and be able to index them for disclosure at this stage without substantial additional work.

Review Claimant’s disclosure and provide updated advice.


We will review all documents disclosed by the Claimant and provide you with an update on merits, quantum and tactics. As before, we’ll talk you through our advice and send you a summary note for your ongoing reference.

Prepare bundle of documents


The Employment Tribunal usually orders the Respondent to prepare a joint bundle of documents for use at the hearing, even if the Claimant is represented. We’ll do this for you and send you a copy.

Draft witness statements

£500 per statement = £1,000

In an unfair dismissal claim the Respondent witnesses will usually be your dismissing officer and appeals officer. We should have had an opportunity to speak to them when drafting the response and can use that information to prepare first draft witness statements. We will then work with the witnesses to finalise their statements and exchange them with the Claimant/ their representative. If the matter is complex or requires additional witnesses, or if we need to arrange a meeting with your witnesses, this may add to your total costs.

Review Claimant’s statement and provide updated advice.


We will review all the Claimant’s witness statement and provide you with an update on merits, quantum and tactics. As before, we’ll talk you through our advice and send you a summary note for your ongoing reference.



plus VAT


Instruct Counsel


We will recommend a barrister for your claim based on their expertise, seniority and fees. We will agree a fixed fee with their clerk and prepare instructions to them to represent you.

Prepare for hearing


We will meet with you and your witnesses to talk about Employment Tribunal procedure and what to expect at the hearing. 

Hearing – us


By the time we get to the hearing, you’ll be feeling confident and ready for the day. You’ll have spoken with your barrister and won’t need us around. But, if you want a friendly face and extra support on the day, we’re happy to come with you. We may need to charge a little extra but will agree this with you in advance.

Hearing – barrister


We’ll negotiate the best fixed fee we can for you. A strong junior barrister should be able to conduct a one-day unfair dismissal hearing for around £1,500 plus VAT.

Post hearing


We’ll debrief you on the claim including looking at what went well and what learning points there may be for your business or your managers going forwards. We can also look at whether management training might be helpful and what we can do for you going forwards.



plus VAT



plus VAT

*It is possible that there will be some further costs incurred along the way, though we will try to avoid this. Further costs may arise in connection with:

  • The Claimant being unrepresented – litigants in person create more work for the Respondent’s representative and the Employment Tribunal in terms of greater need for correspondence and explanation of the process.
  • A need to make applications to the Employment Tribunal – for example, to move the hearing dates if a witness can’t attend, to amend Case Management Orders if we need more time to comply with them, to seek Case Management Orders if we believe that the Claimant needs further direction.
  • Settlement negotiations – either of the parties may wish to discuss settlement at any time and we have a duty to help facilitate this. If the Claimant or ACAS makes contact to discuss settlement, we will need to liaise with them and take instructions from you which will increase costs even is settlement is not ultimately achieved.
  • Additional involvement from a barrister – it can be helpful to have a telephone or in person meeting with the barrister before the hearing date, in which case the barrister may make an additional charge for his/ her time.

**All prices are exclusive of VAT.