Prior to the full hearing, the university offered Ms Solomon £50,000 as an offer of unprejudiced comparison – the university confirmed that Ms Solomon had to enter into a settlement agreement and that it would cover the costs of consulting on the agreement up to a maximum of £500 plus VAT. Ms Solomon herself followed up on the complaint and stated that she had inquired with lawyers about legal advice fees; However, she did not ask a lawyer to advise her on the settlement agreement and said she did not do so because she was told that the cost of legal advice would significantly exceed £500 plus VAT. In its October 2019 guidelines on the use of confidentiality agreements in cases of discrimination, the EHRC notes that with regard to the costs of consulting lawyers for a composition agreement, the employer should bear these costs, whether or not the composition agreement is ultimately concluded by the employee. The EHRC State: “The employer should bear the worker`s costs, even if, after receiving the advice, the worker considers that the conditions are ultimately unacceptable and that he reasonably decides not to sign the agreement.” However, since the EHRC guidelines are only good practice guidelines, they do not constitute a legal obligation for the employer to pay lawyers` fees to deliberate on a settlement agreement in the absence of an agreement. In our experience, it is customary for an employer to pay £250-500 + VAT for independent legal advice. However, the Employment Appeal Tribunal (EAT) recently stated that this may not be enough to take into account the merits of the claim. These observations were made in the context of an appeal against the decision of a labour court to charge costs to a complainant worker who had refused an offer of settlement from the employer after the employee had succeeded in establishing liability in her law. *Depending on the contractual conditions already agreed at the time of the investigation, the legal contribution of the employer and the complexity of the agreement. . . .