Search

How can we help?

Icon

Just because it’s reasonable doesn’t mean it’s proportionate

The Jackson reforms of costs in civil litigation (mostly) came into force on 1 April 2013, including a new test for proportionality.  However, in the intervening four years, there has been precious little authority as to what proportionality means in practice.  This has changed as a result of the judgment of the Senior Costs Judge, Master Gordon-Saker, in BNM and MGN Limited.

The litigation (as so often seems to be the case) concerned a relationship between an anonymous Claimant and a premiership footballer.  The Claimant lost her phone and it came into the possession of the Sunday People newspaper.  Although the phone was eventually returned to the Claimant, two years later she issued a claim for an injunction to restrain use of her confidential information and damages.  She entered into a conditional fee agreement (CFA) with both her solicitor and counsel and took out an after the event (ATE) insurance premium.  (Generally, additional CFA and ATE liabilities are no longer recoverable in litigation but the Claimant benefitted from transitional provisions for privacy cases).

The case settled before trial upon payment of £20,000, some low value non-financial relief and MGN’s agreement to pay the Claimant’s costs.

The Claimant sought costs in the sum of £241,817.  This included a success fee on her solicitor’s CFA of 60% and 75% on counsel’s CFA and an ATE premium of £61,480, including tax.

On assessment the Senior Costs Judge reduced the costs payable to £84,855 – just 35% of the total sum claimed.  He adopted a two-stage process to arrive at this figure.

  • He firstly assessed the costs for reasonableness on the usual ‘line by line’ basis. He reduced the success fee for both solicitors and counsel to 33% and, having reduced other base costs, brought the sum down to £167,389.
  • He then considered the issue of proportionality, taking into account the relatively low value of the settlement. In doing so, he reduced each of the sums claimed by a further half, including the ATE premium.

Chambers and Partners

The Clarkslegal team are commercial and good to work with. They get what our business needs and tell me what I need to hear.

There are several important lessons to be drawn from this decision.

  1. The proportionality test has real teeth. Even when costs have been reduced to a “reasonable” level, if disproportionate, they can be dramatically reduced still further.
  1. The proportionality tests allows for reductions to additional liabilities for CFA and ATE (although such examples will reduce as the transitional provisions come to an end).
  1. The ATE premium was also reduced by 50% even though the Court accepted that it was a reasonable price to pay in the market. In fact, the total costs awarded were only £23,375 more than the ATE premium paid, leading to a very large shortfall to be picked up by the Claimant, solicitor and/or counsel.

This decision may give some encouragement to litigants to bring proceedings, in the knowledge that they will not be ordered to pay disproportionate costs if unsuccessful.  Equally, it is clear warning that if litigation is conducted in a disproportionate manner the successful party will have to foot the shortfall in its costs.

Disclaimer

This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

Author profile

About this article

Read, listen and watch our latest insights

art
  • 30 September 2026

Clarkslegal celebrates strong results in the Legal 500 UK 2027

Clarkslegal would like to thank its clients for the outstanding feedback that contributed to the firm’s recognition in the Legal 500 UK Solicitors 2027 Guide. We are proud to be recognised across five key practice areas: Litigation, Property, Corporate & Commercial, Employment, and Immigration.

art
  • 29 September 2026
  • Employment

New bereavement leave rights for pregnancy loss

The Government have announced that in April 2027 they will be introducing a new right to bereavement leave to include those who suffer pregnancy loss before 24 weeks. This has been announced in their response to their consultation on bereavement leave “Make Work Pay: Leave for bereavement including pregnancy loss”.

art
  • 25 September 2026
  • Employment

Consultation response on duty to inform workers of right to join a union

The Employment Rights Act 2025, makes it a requirement for employers to inform workers of their right to join a trade union at the same time as the Section 1 particulars are issued to them and at subsequent times. The details of this new duty are to be provided in regulations.

art
  • 24 September 2026
  • Public Procurement

Procurement challenges: What documents and information are bidders entitled to?

A tricky feature of public procurement challenges for unsuccessful bidders is that contracting authorities usually hold all the cards. When the outcome of a tender conducted under the Procurement Act 2023 has been decided, authorities must provide bidders with an Assessment Summary containing their scores for each of the award criteria and those of the successful bidder and an explanation for those scores.

art
  • 23 September 2026
  • Corporate and M&A

GDPR Privacy Policies: Key requirements for organisations

When an organisation is creating a website or app to reach users or potential customers drafting a Privacy Policy may be an afterthought. However, failure to write a Privacy Policy, which complies with the relevant legislation, can have serious consequences.

Pub
  • 17 September 2026
  • Employment

Employment law changes in 2026: What you need to know

Stay ahead of the latest UK employment law changes. Watch our on demand webinar with Monica Atwal and Harry Berryman covering key HR developments and employment law updates for 2026.