top of page


Fee Agreement Policy


This policy outlines the terms and conditions related to fees charged by Olive Franklin and Clarke LIMITED for services provided to clients. It ensures transparency, clarity, and fairness in financial arrangements.


This policy applies to all fee agreements entered into by our firm, including but not limited to legal services, consulting, and other professional services.

Key Elements of Fee Agreements

  1. Engagement Letter: Before commencing any work, we provide clients with an Engagement Letter. This letter outlines the scope of services, the agreed-upon fee structure, and payment terms.

  2. Types of Fees:

    • Hourly Rate: We charge based on the time spent by our professionals on the client’s matter.

    • Fixed Fee: For specific services or projects, we agree on a predetermined fixed amount.

    • Contingency Fee: In certain cases (such as personal injury claims), our fee is contingent upon a successful outcome.

    • Retainer Fee: Clients pay an upfront retainer to secure our services.

  3. Billing and Invoicing:

    • We provide detailed invoices, specifying the work performed, hours spent, and applicable fees.

    • Invoices are sent at regular intervals or upon completion of milestones.

  4. Disbursements and Expenses:

    • Clients are responsible for reimbursing any out-of-pocket expenses incurred during their matter (e.g., court filing fees, travel expenses).

    • Disbursements are clearly communicated and billed separately.

  5. Payment Terms:

    • Payment is due within the specified timeframe (e.g., 30 days from the invoice date).

    • Late payments may incur additional charges.

  6. Confidentiality:

    • Fee-related information is treated as confidential and shared only with authorized personnel.

Dispute Resolution

In case of fee disputes, clients are encouraged to discuss their concerns with their assigned lawyer or our billing department. We aim to resolve disputes promptly and amicably.

Review and Updates

This policy is periodically reviewed to ensure alignment with legal requirements and industry best practices. Any updates will be communicated to clients.

For specific fee details related to your engagement, please refer to your personalized Engagement Letter.

Please note that this policy serves as a general guideline, and individual fee agreements may vary based on the specific circumstances of each client engagement. If you have any questions or need further clarification, feel free to reach out to us. 

Power of Attorney

Privacy and Confidentiality Policy for Olive Franklin and Clarke LIMITED

This policy outlines how Olive Franklin and Clarke LIMITED collect, store, and utilize Personal and Confidential Information. It applies to data related to clients, contacts, suppliers, and job applicants. Please read this policy carefully.

1. Data Controller

  • The terms “we,” “us,” and “our” refer to either:

    • 0), the owner of this website.

  • The relevant entity acts as the data controller under local law.

2. Personal Information

  • “Personal Information” includes data related to an identified or identifiable natural person.

  • We handle Personal Information in accordance with applicable laws.

3. Collection and Use

  • We collect and use Personal and Confidential Information for various purposes, including client services, supplier management, and recruitment.

  • Our commitment is to protect your privacy and confidentiality.

4.  Member Firms

  • Member Firm operates independently under local laws.

5. Website Ownership

    is a Swiss verein and does not provide legal services.

  • For website-related matters, Osborne Clarke LLP (SRA reference: 619990) is the data controller.

6. Contact Us

  • If you have any questions or concerns about this policy, please reach out to us.

For more details, visit our Privacy and Confidentiality Policy.

Please customize this policy to align with your company’s specific practices and legal requirements. If you need further assistance, feel free to ask! 🌐🔒

Learn more


What is Personal and Confidential Information?How do you protect my privacy and confidentiality?Who can I contact for more information?

Recent activityPlugins

Privacy Policy for Olive Franklin and Clarke

Right. A privacy.


Complaint Policy

We understand that sometimes issues may arise, and we are committed to addressing them promptly and fairly. If you have a complaint, please follow the steps below:

  1. Contact Us: Reach out to our customer service team via email or phone. Provide details about your complaint, including relevant dates, names, and any supporting documents.

  2. Investigation: We will investigate your complaint thoroughly. This may involve reviewing records, speaking to relevant parties, and assessing the situation.

  3. Resolution: We aim to resolve complaints within a reasonable timeframe. If we need more time, we will keep you informed of the progress.

  4. Feedback: After resolution, we appreciate your feedback. Let us know if you are satisfied with the outcome or if you have further concerns.

  5. Escalation: If you are not satisfied with our response, you can escalate the matter to a higher authority within our organization.

We value your feedback and are committed to continuous improvement. Thank you for bringing your concerns to our attention. 🙌

Keeping accounts

Gender Pay Gap Reporting Policy for Olive Franklin and Clarke LIMITED

At Olive Franklin and Clarke LIMITED, we are committed to promoting equality and transparency. Our Gender Pay Gap Reporting Policy outlines our approach to addressing pay disparity between men and women within our organization.

1. What Is the Gender Pay Gap?

The gender pay gap refers to the difference between the average earnings of men and women in an organization. It does not consider individual roles or seniority. Even with an effective equal pay policy, a gender pay gap may still exist if certain factors contribute to the disparity.

2. Reporting Requirements

As an employer we are obligated to report our gender pay gap data annually. Here are the key steps:

  • Snapshot Date: We determine our gender pay gap based on a specific date each year.

  • Calculations: We calculate the difference between men and women’s average earnings.

  • Publication: Within a year of the snapshot date, we publish our gender pay gap information on our website.

3. Legal Implications

Failing to report gender pay gap data by the deadline is unlawful. The Equality and Human Rights Commission (EHRC) may take enforcement action, including court orders and fines, for non-compliance.

4. Reputational Risk

If we fail to report and publish data, we receive a ‘late badge’ on the gender pay gap service, visible to the public.

5. Equal Pay vs. Gender Pay Gap

  • Equal Pay: Men and women performing equal work or work of equal value must receive equal pay. This legal requirement is covered by the Equality Act 2010 and applies to salary, bonuses, and other contractual terms.

  • Gender Pay Gap: Measures the overall difference in average earnings between men and women, regardless of roles or seniority.

We remain committed to addressing the gender pay gap and fostering a fair and inclusive workplace. For more information, visit our Gender Pay Gap Reporting Guide1.

If you have any questions or need support, feel free to reach out to us. Together, we can work towards greater equality! 🌟🤝

bottom of page