Tim Russell Tim Russell - Employment Law Consultant  
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I provide services to clients on all aspects of Employment Law including Employment tribunals (unfair/wrongful dismissal) and as well as issues which may or do result in Civil Litigation whether arising out of employment law disputes or otherwise eg disputed debts. I regularly deal with e.g .County Court disputes and High Court injunction applications and have acted for clients at , and or presided ,over , more than 500 Employment Tribunal ( ET ) cases.

I do not undertake conditional fees but am content to give an initial opinion without charge. After that and subject to any conflict my fixed hourly charge is 195 per hour (and I would argue I work efficiently and effectively given my experience and having qualified as a practising solicitor in 1985 ) or a fixed fee by agreement. A typical and straightforward ET claim might cost some 5,000 in total fees.

I am happy to be part of a competitive tender and or give a quote on fees and once instructed will always respond to any query and or email within 24 hours . 365 days a year. If my advice is delayed I will not make any charge for it.

If asked to assist a client with an Employment Settlement Agreement I will do so within any fee contribution provided by the employer / former employer seeking the settlement agreement. Unless otherwise agreed in advance.

If I am asked to assist on a particular matter where I am not an expert I will inform you of this in advance but will always try and introduce my clients ( if they wish and without charge ) to someone who is .

With any litigation including an unfair dismissal claim I would normally spilt any fee into stages and would wish to agree this with a client in advance . If a fixed fee is not agreed I will send an account at the end of a particular project or by way of an interim monthly bill if sooner other than where agreed with my client.

I do not hold a client account and do not seek any fees in advance of undertaking any work but before doing so (i.e. starting work ) will usually wish to agree the/any fee structure.

My fees include VAT ( so individual clients save 20% by instructing me rather than most other solicitors who will charge VAT ) and I do not charge any disbursements other than expenses agreed with my clients and or the disbursements incurred exclusively for my client over 50. Such as a large amount of photocopying. When disbursements are charged this is at cost.

As I am a sole practitioner I carry out all the work needed myself other than by agreement with you . My experience is set out in my Cv [ link to cv] . I do have full Solicitors Professional indemnity insurance ( effected through Lockton Companies LLP the details of which are available upon request ) covering me and therefore my clients up to 2 million . Giving my clients peace of mind .

However I have an HR expert who is able to assist me on eg company handbooks , payroll and other HR issues . She has worked effectively with me for over 25 years. I also have access to Barristers who I respect and who I might sometimes recommend to clients where they might be assisted by the use of Counsel . E.g. where they are available at less costs than me for the advocacy at an ET hearing.

As I am an Employment Judge I am not permitted to carry out any work relating to a case which is or may be heard in the Central London Employment Tribunal where I sit as a fee paid judge.

Tim Russell
Tel 07767 646 656

Case of the Month
10/2019
Detriment or automatic unfair dismissal
In the EAT case of Pazur the EAT confirmed that in order to succeed in a claim for detriment or automatic unfair dismissal an employee needs to explicitly refuse to comply with a requirement imposed in contravention of the Working Time Regulations. In this instance a kitchen porter was denied his rights to a rest break (under Reg 10 WTR) and threatened with dismissal unless he fell into line. But in order to make a successful claim he had to refuse to accept this requirement rather than simply eg not turn up to work.
 
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