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Constantine Law — Price Transparency in Immigration Cases The Price Transparency Rules We are required by the Solicitors Regulation Authority (SRA) to provide transparency in relation to the prices we charge individuals in respect of immigration cases. The costs information below is provided in accordance with the SRA Transparency Rules and the Law Society’s guidance on Price and Service Transparency. Our Team We are immigration law specialists. Our team is led by two partners, Rebecca Tester and Alex Finch, who have each practised in immigration law exclusively for more than a decade. John Hayes, Caroline Glacken and Shauna Clarke may also work on immigration matters. Every member of the immigration team is a practising solicitor. We provide a personalised and tailored service to all of our clients and each matter is typically led and supervised by a Partner or Senior Associate. Our priority is to offer clients a high standard of service in accordance with our core values of clarity, modernity, value and collaboration. Further details of our highly experienced team of solicitors are available here . Professional Fees Immigration work can be complex and require bespoke solutions. We appreciate the privilege of sitting alongside you as a trusted advisor. Once we have discussed your requirements and understood your situation, we will provide you with an individualised fee quote before starting work. We aim to work on a fixed fee basis in the majority of immigration matters. Where we act on this basis, our fee is based on what we consider reasonable taking into account the amount of time that will be required to complete your matter, based on our hourly rates, as well as the expertise involved, how urgent your matter is, and your circumstances, which include: whether any family members are applying at the same time; the complexity of your matter and the amount of supporting evidence to be considered. We have displayed typical fixed fees for main case types in a table below. If your application is more complex, or there are unforeseen developments, then the costs may be higher than shown below. The fees are a guide only and actual costs may vary depending on your individual circumstances. We have provided an indicative fee range in the table below. If the service you require is not listed please contact us and we will be pleased to discuss. Application Professional Fees Range Naturalisation / Registration as a British citizen (applying to become British) £4,000 - £15,000 + VAT Indefinite Leave to Remain (Settlement) £4,000 - £8,000 + VAT Spouse / Civil Partner / Partner / Fiancé(e), of a British citizen / settled person £4,000 - £6,000 + VAT Global Talent £4,000 - £8,000 + VAT Senior or Specialist Worker (Global Business Mobility) £3,000 - £5,000 + VAT Skilled Worker £3,000 - £5,000 + VAT Where family members are applying at the same time as the main applicant, we typically charge between £500 to £1,000 per family member, depending on the size of the family and complexity of the matter. We do not offer to work on a conditional fee, or “no win, no fee” basis. Where we do charge on an hourly rate basis, our hourly rates vary between a partner, senior consultant, associate, solicitor or paralegal. These rates are subject to periodic review. Our hourly rates are normally set as follows. Position Cost per hour Associate £350 plus VAT Solicitor / Associate £250 - £325 plus VAT Senior Associate £375 - £395 plus VAT Partner £525 plus VAT VAT is currently charged at 20%. VAT may be payable depending on where you live and what immigration permission you have. We will confirm whether VAT is payable when we are instructed. Key stages and our service Where we have indicated a price, our service will typically include the following service. Taking your instructions and researching relevant law Discussing your case in detail and confirming the most appropriate immigration application for you, including the requirements and any strategic or practical considerations Providing you with all relevant information regarding the application process Setting out the documents and information required from you Preparing your application for submission to the Home Office, including finalising your application form, submitting and making payment, uploading supporting documents, and preparing a letter of representation to the Home Office detailing how you meet the requirements Providing you with instructions on the biometric enrolment process and post-application compliance Helping you to prepare for requests for additional information, as required Advising you on the outcome of your application, and advising on post-approval compliance with your immigration conditions and, if applicable, pathway to settlement Unless otherwise indicated, our fees do not include the costs of any onward challenge or appeal. In some cases where we have accepted instructions on a fixed fee basis, Timescales Upon receiving your instructions, we will endeavour to prepare your application promptly. The actual time take will depend on the complexity of your matter, and also on how quickly we receive the documents and information required. Home Office processing times are subject to regular change and cannot be guaranteed. Information on typical processing times can be found here. Disbursements All immigration applications will involve payment of government fees and other disbursements. We will advise you on these at the outset of your matter, and where appropriate during its pendency. These costs may include Home Office application fees, appointment fees, court or tribunal fees, immigration health surcharge costs, translation costs, priority fees, as well as fees for English language testing, criminal record certificates, tuberculosis testing, and document procurement. In the case of complex applications, and appeals to the First-Tier Tribunal, costs may also include counsel’s fees, interpreter fees and expert witness reports. This list is not exhaustive. Disbursements are separate from and additional to our professional fees. UK immigration fees are subject to frequent revision. The latest Home Office fee schedule can be found here . VAT is not charged on government fees. Immigration fees normally include (at least) the following components: (1) the visa fee (2) immigration health surcharge, which is based on £1,035 per year of the visa, or £776 per year in the case of students, their dependants, those on a Youth Mobility Scheme visa, and applicants under the age of 18), and (3) the costs of any (optional) priority expediting service. As an example, the anticipated disbursements on an application for a visa as the spouse of a British citizen, submitted from overseas, would be made up as follows. Visa fee (‘Route to Settlement’): £1,938 Immigration Health Surcharge (adult, 2 years and 9 months): £3,105 Settlement priority fee: £500

Outsourcing Transactions & TUPE Solving the people issues arising on an outsourcing or business sale may be critical to realising the full commercial benefit. The notoriously complex TUPE regulations pose a particular challenge for businesses. They create additional consultation obligations, protect employment terms and limit the ability to make dismissals. However, with careful planning and expert advice at the outset you should still be able to achieve your commercial objectives. Main contact Alan Lewis Number + 44 (0)7814 384 745 We can help your business by: Conducting employment law due diligence on proposed outsourcings and transactions. Drafting and negotiating employment provisions in a wide range of outsourcing and business sale agreements, including indemnity and warranty protection, entry and exit provisions, freezing provisions and wrong-pocket clauses. Advising on the impact of TUPE and providing step-by- step guidance on how to manage a TUPE transfer. Negotiating the terms of any exits or appointments of staff on completion. Post-completion advice such as harmonisation of terms and collective redundancy exercises. Case study Advising on the employment implications of the acquisition of the UK’s largest SIPP business. Advising on the TUPE and collective redundancy issues which arose during integration. Advising a private bank on the outsourcing of its IT function to an off-shore service provider. Providing a steps-plan for management of TUPE and collective redundancy obligations and negotiating employment provisions in the outsourcing agreement to ensure adequate commercial protection. Comprehensive advice and guidance on conducting an intra-group TUPE transfer for a global listed property management firm. Drafting and negotiating employment provisions in the business purchase agreement and supporting post-completion integration, including harmonisation of employment terms.

Legal Notices The information contained on this website is for general information purposes only and is not intended to be comprehensive or to constitute legal or other professional advice. The information should not be relied on or treated as a substitute for specific legal advice. Constantine Law accepts no responsibility for loss which may arise from accessing or reliance on information contained on this website. Parts of the website link to external internet sites, and other external internet sites may link to this website. Constantine Law is not responsible for the content of any external internet sites. About Constantine Law Constantine Law is a UK legal practice regulated in England and Wales. All references to “Constantine Law” and “the firm” on this website mean Constantine Law. Constantine Law Limited is a limited company registered in England & Wales, registered number 09374849. John Hayes is the Managing Partner of the firm, one of its directors and its COLP and COFA. The company’s registered address is The Clubhouse, 8 St James’ Square, London SW1Y 4JU. The term of “partner,” if used, denotes a senior consultant with the firm having autonomous fee earning responsibility. Constantine Law Limited is authorised and regulated by the Solicitors Regulation Authority, number 621097. We use the term “partner” to refer to a member of Constantine Law or to an employee or consultant with equivalent standing and qualifications in one of Constantine Law's affiliated undertakings. Professional Indemnity Insurance Our policy of insurance in renewed annually with the most appropriate provider and provides up to £3m of cover (unless otherwise advised). Our insurance broker is Howden Insurance Brokers Limited, of One Creechurch Place, London EC3A 5AF, and we negotiate (through Howden) a suitable policy of insurance for each calendar year. Complaints Constantine Law is committed to providing a high quality of service and client care. If the client is unhappy about any aspect of the service it receives or about our fees, in the first instance it may be helpful to contact the person who is working on your case to discuss your concerns and we will do our best to resolve any issues. If you would like to make a formal complaint, please contact the Managing Partner, John Hayes, immediately by emailing both john.hayes@constantinelaw.co.uk and pm@constantinelaw.co.uk . Making a complaint will not affect how we handle your case. We will acknowledge receipt of the complaint within ten working days. Ultimately, as the COLP of the firm, John Hayes is responsible for overseeing this process. Any complaint will be investigated objectively by John Hayes or another Partner as appropriate, who will review the matter file and speak to members of staff, including our employees and consultants, who acted for you. We will endeavour to resolve a complaint within eight weeks of receipt, however, the length of time will depend on the nature of the complaint. We will notify you of the timetable applicable to the complaint. We will inform you of the outcome of the complaint together with a description of any action which has been, or shall be, taken. Where the facts surrounding the complaint are complex or sensitive, we may invite you to attend a meeting virtually or at our offices to elaborate on the complaint and to answer any questions about it. However, if you do not want to attend a meeting, or if it is not possible for you to do so, we will send you a detailed written reply to the complaint (as above). If the complaint relates to John Hayes personally then another senior partner-consultant of the firm will investigate the matter having regard to SRA principles and their own professional obligations. Constantine Law engages the services of Teal Compliance Services to assess and handle those complaints which require expert, outsourced compliance input. Therefore, investigators may seek independent guidance from Teal Compliance regarding the matter in question. The Legal Ombudsman can help you if we are unable to resolve your complaint ourselves. They will look at your complaint independently and it will not affect how we handle your case. Before accepting a complaint for investigation, the Legal Ombudsman will check that you have tried to resolve your complaint with us first. If you have, then you must take your complaint to the Legal Ombudsman: Within six months of receiving our final response to your complaint and No more than one year from the date of the act or omission being complained about; or No more than one year from the date when you should reasonably have known that there was cause for complaint. Contact details for the Legal Ombudsman are: PO Box 6167 Slough SL1 0EH T: +44 (0) 300 555 0333 E: enquiries@legalombudsman.org.uk Further details can be found at: www.legalombudsman.org.uk . What to do if you are unhappy with our behaviour. The Solicitors Regulation Authority can help if you are concerned about our behaviour. This could be for things like dishonesty, taking or losing your money or treating you unfairly because of your age, a disability or other characteristic. Visit their website to see how you can raise your concerns with the Solicitors Regulation Authority . Copyright The information contained on this website is, unless otherwise stated, the copyright of Constantine Law. Users are permitted to read and make copies of the information on this site for their own personal use. Users may also provide copies to others for information purposes provided that they do so free of charge and abide by the conditions in this copyright statement. If a user make copies of information, the content of the published material and the copyright notices must remain intact, the user's communication of the content must not be misleading or inaccurate and the user must draw to the attention of recipients the warning in this notice. No other use of the materials published on this website is permitted without the express prior written consent of Constantine Law. Cookies Like most other websites, during the course of any visit to the Constantine Law website, we use small files which are stored on your hard drive by our browser ("cookies") to monitor your use of the website. Once you have closed your browser, we do not use the information these cookies collect. Security Constantine Law takes all reasonable steps to protect your personal information, however we cannot guarantee the security of any information you disclose online. By using the Constantine Law website you accept the inherent security implications of dealing online and will not hold Constantine Law responsible for any breach of security unless such breach has been caused by Constantine Law's negligence Rights You have the right to apply for a copy of the information we hold about you and to have any inaccurate information about you corrected. We reserve the right to levy a small fee for this. Contact Information If you have any queries regarding our legal notices please contact John Hayes on T: + 44 (0) 20 3696 8230 or via email at mail@constantinelaw.co.uk

In-House & Special Projects We all know that the demands on in-house legal teams and HR departments can fluctuate significantly, for example, when faced with major legislative developments, due diligence projects or change management programs. Contracting specialist employment lawyers and HR consultants can provide a flexible solution to your resourcing challenges and provide the expertise you need at a reasonable price. Main contact John Hayes Number +44 (0) 20 3696 8230 We can help your business through supplying: Contract employment lawyers, experienced in working in an in-house environment, to work on an ad hoc or project basis. Typically, we will work with clients to support due diligence exercises or to implement change programs. Senior HR consultants who can provide strategic input on projects or specific issues. This may be appropriate where internal HR resource could be viewed as having a conflict of interest or where additional HR resource is required for a limited time. Competitive fixed fees are available for the above services. Case study Supplying an HR Consultant to investigate a complex race discrimination grievance raised by a senior employee against the Managing Director and HR Director. Providing an employment lawyer to work as in-house employment counsel for a large employment business. Supplying an employment lawyer to work as in-house employment counsel for a peer-to-peer lending institution.

Expertise Ancillary services We do "the law of work" and we provide solutions to all aspects of our clients' work needs. We have vetted senior advisers in the below areas to support our clients with their employment concerns. IR 35 We advise large and medium-sized businesses on the April 2020 IR35 changes (now postponed to April 2021), which should not be ignored. HMRC changes mean that ultimate PAYE liability is passed along the contractor-chain to the client unless a proper status determination is made. We are advising a number of national recruiters, logistics companies and construction companies on the proposed IR 35 changes, in particular. As ever, we adopt a “solutions-focused” approach. MORE Retainer package We pride ourselves in becoming our clients' trusted advisors. Often the best way of achieving this is through an ongoing HR legal support service, paid for quarterly. This has the added benefit of cost certainty for HR departments and management. We collaborate with leading external service providers to provide a comprehensive employment support service for clients. MORE HR consultancy Supporting Businesses with HR Consultancy Services to deliver a joined-up solution in the following ways: Delivery of Retainer Packages on a fixed price basis, where "non-legal" HR support is required for clients as part of that package Supplying senior HR Consultants to existing HR and management teams on project-based work Outsourced HR consultancy work in the area of disciplinaries and grievances Employment tax and benefits Working with accountants and share scheme lawyers to mitigate tax liabilities Understanding the tax and benefits implications of exit arrangements and working with employment tax accountants to advise clients Working with benefits consultants and share scheme lawyers on incentivisation arrangements as well as the disposal of shares, upon exit Advice around IR35 and a-typical working arrangements particularly in the recruitment and construction fields (to include an understanding of the Construction Industry Scheme and umbrella arrangements for employment businesses) Health and safety Working with H&S Consultants in the construction, logistics and other industries Assessment of Health & Safety risks and reporting obligations to commercial clients Updating documentation and related training to senior management and HR teams Conducting health & safety litigation, including in the area of directors' prosecutions arising under the Health & Safety at Work Act.

Constantine Law — Price Transparency in Unfair Dismissal and Wrongful Dismissal Cases The Price Transparency Rules We are required by the Solicitors Regulation Authority (SRA) to provide transparency in relation to the prices we charge individuals and employers in respect of Employment Tribunal claims for unfair dismissal and wrongful dismissal. The costs information below is provided in accordance with the SRA Transparency Rules and the Law Society’s guidance on Price and Service Transparency. Our Team We are employment law (and regulatory law) specialists in advising individual and corporate clients with high value and/or complex employment disputes in the Employment Tribunal and High Court. We are a partner led team, with 18 employment lawyers and 12 Partners (as at 1 July 2025 and this is subject to change). We have over 150 years of experience between us. We provide a personalised and tailored service to all of our clients and each matter is typically led and supervised by a Partner or Senior Associate, supported by at least one Associate or Solicitor. Our priority is to offer clients a high standard of service in accordance with our core values of clarity, modernity, value and collaboration. Further details of our highly experienced team of solicitors are available here . Claims for Unfair Dismissal and Wrongful Dismissal We act for both employers and employees. For individuals/employees, we act on matters where claims for unfair dismissal and wrongful dismissal are being brought as standalone claims. We carefully assess the merits of bringing a claim and whether it is justified on a cost/benefit analysis. The reason for this is to seek to ensure that the legal costs associated with bringing claims are justified by the likely outcome: Unfair dismissal claims attract the statutory cap on compensatory awards (or awards are capped at one year’s salary, if lower). Contractual claims for wrongful dismissal in the Employment Tribunal have a limit of £25,000 on compensation. Higher value wrongful dismissal claims are generally brought in the High Court or County Court, where there is no monetary cap on the claim brought. It is therefore important to assess whether the likely outcome will justify the legal costs involved in bringing a claim. For the reasons set out above, it is often the case that we are only instructed to act for individuals bringing claims for unfair dismissal or wrongful dismissal in the Employment Tribunal in combination with other claims such as discrimination, harassment or whistleblowing detriment claims, and where the sums in dispute exceed six figures. Our view, based on experience, is that it is generally better and more cost-effective for our clients to resolve contentious matters amicably than ending up in the courts or in the Employment Tribunal. Therefore, the majority of the matters we work on do not proceed all the way to a final hearing. However, our advice is tailored and strategic. We recognise that for employer clients, on occasion there may be the need to take a stand against individuals bringing nuisance claims by robustly defending such claims. Fee Arrangements We provide flexible pricing structures which can be discussed in advance of us commencing work on a client’s matter, however we charge primarily on a time-spent, hourly rate basis. Time is recorded in six-minute units and the time spent is then multiplied by our charge-out rates. Our hourly charge-out rates vary depending on the seniority of the Solicitor(s) engaged, and the complexity and value of the matter. We set out our specific hourly rates in our firm's Terms of Business which are sent to each of our clients at the beginning of each matter/case, and which are agreed with our clients. We also provide an indicative fee quote and scope of work. Further details surrounding our hourly rates are set out below. Our rates are typically lower than those of rival firms because we have eliminated many of the fixed overheads associated with running traditional law firms and we believe in access to justice for all of our clients. Our charge-out rates are reviewed periodically and may be subject to change. Please note that where VAT is charged it will be charged at the rate of 20%, though this may be subject to change. We notify clients in advance of any changes to our charge out rates. We provide updated costs estimates as the matter progresses. Costs for Unfair Dismissal and Wrongful Dismissal Claims The prices set out below are intended to give a guide to the average cost of bringing or defending unfair dismissal and wrongful dismissal claims. They are for indicative purposes and are not intended to be a fixed fee or a final quotation. We charge primarily on a time-spent, hourly rate, basis and our hourly rates are reviewed periodically. As of 1 July 2025, our hourly rates are as follows: Solicitor - £250-£325 plus VAT Associate - £350 plus VAT Senior Associate - £375-£395 plus VAT Partner - £525 plus VAT Each matter is typically led and supervised by a Partner or Senior Associate, supported by at least one Solicitor or Associate. Each matter will need to be assessed individually, as we need to fully understand the situation and your objectives before a more comprehensive estimate can be provided. Once instructed, we will be able to provide a more precise costs estimate, broken down on a stage-by-stage basis. Bringing a claim for an individual client for unfair dismissal in the Employment Tribunal with a final hearing length of 1 to 3 days may cost in the region of £25,000 to £80,000 plus VAT, including disbursements (see more information on disbursements below). Defending an employer client against a claim for unfair dismissal in the Employment Tribunal with a final hearing length of 1 to 3 days may cost in the region of £65,000 to £95,000 plus VAT, including disbursements. For the reasons set out above, we are unlikely to bring a standalone claim for wrongful dismissal in the Employment Tribunal. Were we to bring a standalone claim with a hearing length of 1 day, this may cost in the region of £20,000 to £25,000 plus VAT, including disbursements. Defending a standalone wrongful dismissal claim with a hearing length of 1 day may cost in the region of £25,000 to £35,000 plus VAT, including disbursements. All of our costs estimates are clearly set out in our Terms of Business which would be sent to you upon you instructing us and/or in regular email updates, which may stand as a variation to our Terms of Business and/or the provision of regular Work In Progress (WIP) guides which would be provided to you on request at any time. Where possible, we would seek to agree our costs with you and we have very few bad debts and/or fee disputes when compared to the UK legal market as a whole. Our “lock-up” is less than 50% of the UK legal average (“lock-up” being the combined total of WIP + unpaid invoices). For the avoidance of doubt, the above estimates do not include costs for other claims which are usually brought alongside unfair dismissal or wrongful dismissal claims, such as discrimination, harassment or whistleblowing detriment claims. Litigation is a reactive process and there are many factors which can affect the overall costs involved in bringing or defending claims for unfair dismissal and wrongful dismissal. Factors that could make such a case more complex and as a result, increase the total cost for you include the following: the factual and legal complexity. the value of the case. the amount of documentation. the strategy adopted by you and the other party/parties. the approach to settlement, including whether a mediation is held, whether there are protracted settlement discussions and detailed negotiation of settlement terms and how far into the proceedings any settlement is reached. the level of support you require throughout. making or defending applications (including applications for specific disclosure and costs applications). the number of witnesses called. defending claims that are brought by litigants in person. whether there are multiple claimants and/or respondents. whether territorial jurisdiction issues are involved. whether there is a foreign element to the claim. the length of the hearing. the cost of counsel’s fees. whether an appeal is brought. the seniority of the lawyers engaged (including counsel). The pricing set out above is intended to cover the following key stages and services: taking initial client instructions. reviewing key documents. advising on merits and the likely value of the claims (which will be kept under review and are subject to change). the ACAS early conciliation process. drafting the claim or defence (often with the input of counsel). reviewing the other side’s claim or defence. preparing for and attending a preliminary hearing. disclosure of documents and reviewing disclosure documents. preparing witness statements and reviewing the other side’s witness statements. preparing a schedule of loss or counter schedule of loss. preparing a bundle of documents (usually prepared by the employer). preparation for and attendance at the final hearing, including instructing counsel. The pricing set out above does not cover unexpected and/or protracted inter-party correspondence (which we would seek to avoid) or other additional work such as preparing applications, for example for specific disclosure. Disbursements Disbursements are costs associated with a client’s matter that are payable to third parties. This includes disbursements in connection with volume photocopying, printing, courier fees, travel expenses, counsel’s fees, expert’s fees and foreign lawyers’ fees. The cost of any likely disbursements will vary depending on a number of factors. For example, counsel’s fees for a hearing will vary depending on the length of time the hearing is listed for and based on counsel’s experience. As a very rough estimate, counsel's fees for a two day unfair and/or wrongful dismissal hearing are in the region of: £5,000-£10,000 for a junior barrister (up to 5 years’ experience as a qualified barrister); £10,000-£20,000 for a more experienced barrister (5-10 years’ experience as a qualified barrister); and £15,000-£25,000 for a highly experienced barrister (over 10 years’ experience as a qualified barrister). Please note that where VAT is charged it will be charged at the rate of 20%, though this may be subject to change. For ease, we typically incur disbursements on our client’s behalf. We seek to agree with the client in advance before disbursements are incurred. Timeframes Employment Tribunal proceedings for unfair dismissal and wrongful dismissal generally last, in our experience, between 12 and 24 months. This is for the time between issuing the initial claim and the parties receiving the Employment Tribunal’s judgment, albeit the case can be resolved at any time in between by way of a mutually agreed settlement. Claims can be settled in pre-claim ACAS Early Conciliation. If both the employee and the employer agree to engage in ACAS early conciliation, an appointed ACAS Early Conciliator will have a period of 6 weeks to help the parties reach a settlement. During this period, the time limit for the employee to bring a Tribunal claim is put on hold. The above is an indicative guide only. The actual timeframes involved will vary subject to the directions set by the Employment Tribunal, Employment Tribunal availability, in addition to the availability of the parties and their respective counsel to attend a hearing. We provide clients with more accurate timeframes once we have additional information and as the matter progresses. Instructing Us and Complaints We are committed to providing a high quality of service and client care. We sincerely hope that our clients are happy with the service we provide and will recommend Constantine Law to their contacts. If a client is unhappy about any aspect of the service they receive or about our fees, we operate a formal complaints procedure which can be viewed here . If you are interested in instructing Constantine Law, please contact us using the details set out here.

Join us Constantine Law is the leading partner consultant-led employment and regulatory firm. Members of our team speak of being “liberated”, “empowered” “free of politics”: they are happier, freer and earn more than at their previous firms. We are specialists in the law of work, and we market ourselves and win work on this basis. Our partner-hires are supported by highly-qualified associate/assistant solicitors and a 6 x person PA team. We are also not owned by a private-equity firm: our firm is run by specialist lawyers for the benefit of specialist lawyers, and their clients, so that you have everything required to deliver an outstanding service to your clients. Once you’ve read our compelling proposition below, we’d like you to contact us in two ways: Book a call with John Hayes and he can explain more Download our recruitment brochure by clicking HERE Get in touch No other law firms in the UK offers this: Outstanding Commission Package: A transparent connection between contribution and pay in terms of: (a) better percentages across the board than any other firm; and (b) a commission advance for the first 6 months to take the “pain” (or worry) out of joining. Full professional support: From a team of assistant and associate solicitors, employed by the firm: we offer a true “pyramid” to support your practice. And we have a PA team who will open files, do billing, assist with fee earning work (at our cost, not yours). Unrivalled support package: dedicated IT support, PLC comes as standard, ELA (other) membership, full compliance support, high-level press and comms support, full insurance cover. Free advice and assistance re: restrictive covenants. Collaborative Firm: Working in teams (i.e. with assistants/associates), weekly meetings and twice annual strategic away-days. A clear business development agenda for each solicitor. Our team describe us as the most collaborative firm they have ever worked in. Active support for your “book”: In practice development. Working with team members to develop your client relationships. Across sectors and across specialisms. Tax Advice: We provide tax modelling to joiners to explain the benefits to you and your family: the net benefits can be quite marked. Please don’t compare like-for-like: this is a different model and a better way of being remunerated. Live happier: People earn more, per hour, and have more time to do the things they want to do: there is less travel and more time to spend with family, friends, hobbies, self. Joining is easy, work from anywhere We understand that the process of joining a law firm can be daunting and we deconstruct that process for you to make it as easy as possible. We do this as follows: Full IT support: We will configure a lap-top and desk-top for you immediately. With good wi-fi you can work from anywhere. We provide full IT support during the working day from a leading IT-consultant. We use the leading cloud-based document management system (NetDocs) + Outlook 365 + time recording software. Inception programme: Fully supported by our experienced PA team: broken-down and tailored to your needs. Partners can start productive work immediately. Co-ordinated marketing “launch”: Each of our new partners has been “launched” with co-ordinated Linked In + Press campaign to maximise your marketing potential. Charge-out rates + Billing: partner-consultants set their own rates. Partners have total professional freedom. Our PAs raise and chase the bills. Full PA support: unlike other challenger firms, we meet the cost of PA support. You don’t have to buy-it on a per-hour basis. Our PA team have over 100 years of PQE between them. Facilities: Paid for use of the Clubhouse or an equivalent regional office/Document archiving and secure storage/active marketing support from a dedicated professional. Know-how Training and CPD: Full PLC and Westlaw access. Access to firm precedents. Membership of ELA/ILPA/etc. Culture and Values Clarity Value By stripping-out fixed overheads we pass on the cost savings to our clients. Lawyers set their own rates and they are frequently somewhat lower than competitor firms. Our clients benefit from our modernity by paying less. Modernity We are a modern law firm. We do deploy the latest cloud (and other) solutions to do law more effectively. For each of our core services we work with outstanding outsourced suppliers to deliver the best solution. The way we do business matters to us, and our clients, and we will continue to deploy the latest business solutions to meet the needs of the times. Collaboration We work together, between ourselves and with our clients to get outstanding results. We have a weekly team meeting. We have away days. We don’t have politics. People are supported and valued. They are happier. Our people describe Constantine Law as the best place they’ve ever worked. By which we provide solutions-orientated advice from experienced lawyers. What does this mean? Team members speak of becoming better lawyers (even after many years practice) because they are freed from meaningless admin and meetings to do what they love: deliver solutions for clients. Directness, or unmediated excellence, is therefore a core value. We had an away day. Everyone was invited and everyone spoke: partners, solicitors, PAs, support staff. We invited a brand-consultancy to gather the “essence” of Constantine Law. We agreed on our 4 core values and they mean something tangible for us: John Hayes — Managing Partner “If you are a net contributor to your firm, you will be better off here."

Discipline, grievance and investigations Disciplinary and grievance procedures can be highly contentious and are often the prelude to litigation. They can also be a huge distraction from the normal day-to- day running of the business. Knowing how to handle them effectively and robustly will mitigate risk and save significant management time. Main contact John Hayes Number +44 (0) 20 3696 8230 We can help your business by: Providing strategic advice on how to handle disciplinary and or grievance procedures in compliance with best practice and any contractual and regulatory obligations. Comprehensive support and advice when conducting robust internal investigations. We can either provide support so that you may conduct an investigation in-house or we can assist in out-sourcing investigations. Advising on related exit negotiations and settlement. Case study Working with the legal and HR team of a financial services firm to conduct internal investigations into whistleblowing complaints and the new senior managers’ regime. Advising an HR Director and Managing Director on conducting a combined disciplinary and grievance process relating to allegations of gross misconduct against an employee claiming to have been discriminated against on grounds of disability. Advised on the outcome of the procedures and negotiating an agreed settlement. Strategic advice to the board of a financial services firm to investigate, discipline and ultimately exit a fellow board member following allegations of gross misconduct.

Employment At Constantine Law, our team of employment law partners specialise in supporting the UK’s vital middle market of employers. Our clients include owner-managed businesses, scale-ups, and established companies across a range of sectors who have trusted us for years to provide clear, commercially focused advice that helps them navigate complex employment, business immigration and regulatory challenges. We also work with employees and senior executives, providing clear, strategic, and empathetic legal advice to employees and senior executives navigating complex workplace issues. "The Constantine Law expertise is always commerical, professional and incisive. Specialising in employment law has created a firm that is quick to understand the most complex of issues." Chambers 2027 For Employers For Employees

Julie Goodway is an experienced and highly regarded employment and discrimination law solicitor, recognised for her pragmatic approach and exceptional ability to explain complex issues with clarity. Julie Goodway Julie Goodway is an experienced and highly regarded employment and discrimination law solicitor, recognised for her pragmatic approach and exceptional ability to explain complex issues with clarity. "Personable, effective and highly professional. She’s someone you’d want on your team" Recent client Position Partner Contact + 44 (0)7765 693411 julie.goodway@constantinelaw.co.uk Julie advises both employers and employees on all aspects of employment law. Her work covers a wide range of matters including dismissals, disciplinaries and performance management, discrimination, grievances, whistleblowing, TUPE, employment contract terms and post‑termination restrictions. She also represents clients in Employment Tribunal proceedings and has an excellent success rate. Specialising in advising employees and senior executives, Julie offers strategic guidance during some of the most challenging moments of her clients’ professional lives. A seasoned settlement agreement and exit‑package adviser, Julie is known for quickly getting to the heart of the issues and understanding her clients’ objectives, using robust negotiation strategies where necessary. She has an outstanding track record of advising senior executives and board‑level directors, securing enhanced and high‑value settlement packages. Julie’s approach - combined with her calm, measured and supportive manner - provides clients with clarity and confidence throughout the process. Julie advises a wide range of employers, from SMEs to PLCs, providing pragmatic, commercially grounded advice tailored to each client’s needs. She has achieved significant successes in the Employment Tribunal and regularly negotiates favourable settlements at an early stage to her clients’ advantage. Julie is recommended in The Legal 500, and her dedication to achieving exceptional outcomes is consistently reflected in the outstanding reviews she receives. Clients frequently praise her responsiveness, her ability to unravel and resolve complex legal issues, and her unwavering commitment to protecting their interests. Julie qualified as a solicitor in 2012. RECENT CLIENT Julie Goodway swiftly and expertly handled my case in the most professional of manner securing a wonderful outcome. Previous Next

Bribery & Corruption "She's formidable. If I was in trouble I would want her in my corner; she really goes to town for her clients." — Chambers 2024 Our team advises individuals and companies in relation to allegations of bribery, compliance and internal investigations. Bribery legislation has a wide scope. Individuals and companies can be investigated or prosecuted for misconduct occurring in the UK and overseas, relating to corrupt practices, facilitation payments, improper gift and hospitality expenses as well as failure to prevent. Multinationals, household names and firms in the regulated sector are under greater scrutiny and are likely to be obligated to investigate or report allegations or suspicion of bribery. This means boards and their senior executives have to be seen to respond appropriately or may be subject to allegations of wrongdoing themselves. We help whether you are a suspect, witness, whistle-blower or investigator and typically advise how to deal with internal investigations, managing the relationship with law enforcement agencies as well as acting in relation to investigations brought by the Serious Fraud Office (SFO), Her Majesty’s Revenue and Customs (HMRC), National Crime Agency (NCA) or police. We advise on internal investigations, self-reporting and seeking immunity, defending prosecutions, corporate due diligence on M&A transactions, internal compliance, adequate procedures, policies and training. We are very experienced and knowledgeable in advising on and representing clients at internal, compulsory or ‘under caution’ interviews. We know and work closely with other UK law firms and assist and support clients with the corporate due diligence required on M&A transactional work. We also co-counsel with overseas lawyers where there is exposure or risk in other jurisdictions. Our Experience Acted for senior executives subject to compulsory information requests, interview under compulsion or interview under caution in the SFO investigations of British American Tobacco, GlaxoSmithKline, Rolls Royce and Unaoil. Advised airline conducting M&A corporate due diligence on acquisition company where disclosure was made of overseas bribery risks leading to further investigation. Advised financial institution in relation to aviation company self-reporting alleged bribery offences to the SFO (which ultimately culminated in a Deferred Prosecution Agreement). Advised FCA authorised firm how to respond to whistle-blowing report of corruption within a finance team, scoped the structure and plan for an internal investigation. Acted for UAE based international distributor subject to internal investigation and compliance review relating to facilitation payments and bribes in CIS region by US listed security equipment manufacturer. Acted for businessman supplying goods to IKEA prosecuted by the SFO for paying bribes to two of IKEA’s executives. Acted for News International journalist under investigation in ‘Operation Elveden’, the police investigation into allegations of inappropriate payments to police and public officials. Client was cleared. Advised a former General Counsel of a major multinational company in major SFO overseas corruption investigation. Successfully defended an individual at trial prosecuted by the SFO, who was unanimously acquitted of three counts of corruptly agreeing to make payments. Advised the CEO of a Greek shipping company (with UK subsidiaries) as to potential criminal offences committed under the Bribery Act 2010. Funding We discuss the funding options, the proposed scope of work and budget with you. Depending on the situation, you should check whether you have any legal expenses insurance (for example under professional indemnity, Directors’ & Officers’ or household insurance policies) or consider whether a third party, such as an employer, will contribute to your legal fees (eg under an indemnity). Contact Whether you are whistle-blower, suspect, witness, investigator or in-house lawyer, it’s important to get specialist advice as early as possible. Get in touch and find out how we can help you: Contact the team

James Baker James is an experienced employment lawyer, advising employees and senior employees. He is recognised in the Legal 500 and Chambers UK for his work for senior executives. He is known and respected for his calm, measured and solutions-oriented approach. 'He puts clients at ease, but is also tenacious. He sees angles and strategic advantages and moves that other lawyers do not.’ Legal 500 2026 Position Partner Contact +44 (0)7917 796553 james.baker@constantinelaw.co.uk James has over 20 years experience as an employment lawyer. His experience covers all aspects of contentious and non-contentious employment law with a particular emphasis on business protection and confidentiality, TUPE, negotiating the beginning and end of employment relationships for employers and senior executives and day-to-day employment advice for businesses and individuals. He has particular experience advising employers and employees in media and entertainment (TV, film, music and video games) professional services, financial services and advertising and marketing. He qualified in 1998 and has headed employment teams at other London firms before joining Constantine Law as a partner in 2026. Examples of James' work include: advised an asset management client on the merger of its different workforces across the UK including collective consultation and redundancies; litigated and settled numerous high value dismissal, discrimination and whistleblowing disputes; advised a specialist motor vehicle manufacturer on the closure of its UK operations and disputes over contractual entitlements for departing senior management; advised on and structured IR35-compliant relationships for business and service providers; assisted numerous employees leaving and joining independent TV production companies in senior/director roles; CHAMBERS 2026 "James provided exceptional depth of expertise along the way and also morale support. James has excellent strategic thinking and problem-solving skills. He also has very good commercial awareness"