Employment Law Solicitors

You should raise a formal grievance specifying your complaints and desired outcomes. The Acas code requires employers to investigate properly, hold meetings, and respond in writing with appeal rights. Raising a formal grievance protects your position and creates evidence for potential subsequent claims.

Unfair dismissal occurs when employers dismiss you without potentially fair reasons or without following fair procedures. You need two years of continuous service for ordinary unfair dismissal claims. Even if potentially fair reasons exist, procedural failures like inadequate investigations or biased hearings make dismissals potentially unfair.

Proving discrimination requires showing you were treated less favourably than comparators because of protected characteristics like age, disability, race, or sex. You do not need qualifying service to claim, and compensation has no cap. Tribunals can infer discrimination if you prove facts suggesting it, forcing employers to provide non-discriminatory explanations.

Genuine redundancies require employers to follow fair procedures, including proper consultation and objective selection criteria. They must also consider alternative roles, offering trial periods of at least four weeks. We help challenge sham redundancies or subjective scoring criteria to protect your statutory and enhanced pay rights.

You must receive independent legal advice for a settlement agreement to be valid, and employers usually fund this cost. Agreements are legally binding contracts where you waive tribunal rights in exchange for compensation. We review offers to negotiate improved financial terms, extended notice periods, and favourable agreed references.Constructive dismissal applies when your employer’s behaviour is so bad – such as serious breaches of trust or fundamental contract changes – that you are forced to resign. You must prove the breach was serious and that you resigned because of it. Do not resign without legal advice, as these claims are complex to prove, but try to take advice without delay, as  you might be seen as having accepted the situation if you wait too long.

Constructive dismissal applies when your employer’s behaviour is so bad – such as serious breaches of trust or fundamental contract changes – that you are forced to resign. You must prove the breach was serious and that you resigned because of it. Do not resign without legal advice, as these claims are complex to prove, but try to take advice without delay, as  you might be seen as having accepted the situation if you wait too long.

Yes, tribunal claims must be submitted within certain time limits depending on the type of claim you are bringing. Three months less one day is the rule for dismissal and discrimination, but other claim types are different, i.e. 6 months for a redundancy payment. We would advise you to seek legal advice if you are unsure of the correct limitation deadline. These time limits are strict, so you must act promptly to ensure you do not miss the limitation period and lose your right to claim.