Unfair Dismissal
Challenge a dismissal that lacked a fair reason or failed to follow a fair procedure. Compensation up to £115,115 (2024/25 cap).
Employment Law
Unfair dismissal, redundancy, discrimination, settlement agreements, tribunal claims — whatever your workplace situation, we connect you with a specialist employment law solicitor for a free initial consultation.
⚠ Time limits apply. Most employment tribunal claims must be submitted within 3 months (less one day) of the act complained of — early conciliation pauses the clock. If your deadline is approaching, flag it in the form so your request is prioritised.
What You Can Submit
From a first conversation about a workplace dispute through to Employment Tribunal representation — submit any of these issues and a specialist solicitor will be in touch.
Challenge a dismissal that lacked a fair reason or failed to follow a fair procedure. Compensation up to £115,115 (2024/25 cap).
Statutory redundancy pay, selection disputes, failure to consult, and voluntary redundancy terms. Is your redundancy genuine?
Independent legal advice before you sign. Employer-funded ILA certificate — and negotiation to improve the terms.
Representation from the ET1 claim form through to the final hearing — unfair dismissal, discrimination, whistleblowing, unpaid wages.
Claims under the Equality Act 2010 — age, sex, race, disability, religion, sexual orientation, pregnancy. Uncapped compensation.
Constructive dismissal, Equality Act harassment claims, grievance support, and personal injury where ill-health results.
Preparing statements, attending hearings as companion, and appealing outcomes under the ACAS Code of Practice.
Unlawful deduction of wages, national minimum wage breaches, unpaid holiday pay, notice pay, and bonuses.
Why It Matters
Employment tribunals have strict procedural requirements, evidence rules, and time limits that can't be waived. Early legal advice protects your position — and often leads to a negotiated settlement before any hearing.
Most tribunal claims must be lodged within 3 months less one day of the dismissal or act complained of. Courts have very limited discretion to extend. Missing the deadline means losing the right to claim entirely.
You cannot submit a tribunal claim without first notifying ACAS. The conciliation period pauses the time limit — but failing to start it in time still means the claim is out of time.
The ET1 claim form sets out the legal basis of your case. Errors or omissions are hard to amend after submission, and a weak claim form significantly reduces your chances of success.
Unlike unfair dismissal (capped at £115,115), discrimination claims under the Equality Act 2010 carry uncapped compensation — including injury to feelings awards and interest. There is no qualifying period.
A settlement agreement is only legally binding if you receive independent legal advice from a qualified solicitor. Without it, the waiver of your employment rights is unenforceable — however it was worded.
Whistleblowing, pregnancy, trade union membership, and several other protected grounds give rise to automatically unfair dismissal — claimable from day one of employment, with no 2-year service requirement.
Information That Helps
The more context you provide, the faster a specialist can assess your situation.
Your last day of employment (if dismissed) or the date of the incident you are complaining about.
Your length of continuous service with the employer.
Whether you have received a settlement agreement, redundancy letter, or disciplinary outcome.
Any protected characteristics involved — disability, pregnancy, race, age, religion, sex, or sexual orientation.
Whether a grievance has been raised internally and whether you have appealed any outcome.
Any upcoming tribunal dates, ACAS deadlines, or signing deadlines on a settlement agreement.
Submitting the form does not create a solicitor-client relationship and does not replace legal advice.
Common Questions
For unfair dismissal, yes — generally 2 years' continuous service is required. However, automatically unfair dismissals (whistleblowing, pregnancy, trade union membership, asserting a statutory right) carry no qualifying period and can be claimed from day one. Discrimination claims under the Equality Act 2010 also have no qualifying period.
ACAS Early Conciliation (EC) is a mandatory pre-claim step. Before lodging an employment tribunal claim, you must notify ACAS, who will offer conciliation for up to 6 weeks. The time limit for your claim is paused while EC is ongoing. If conciliation fails, ACAS issues a certificate with a reference number you need to submit the ET1.
An unfair dismissal award consists of a basic award (calculated like statutory redundancy pay, maximum £19,290) and a compensatory award (capped at £115,115 or 52 weeks' pay, whichever is lower for 2024/25). An ACAS uplift of up to 25% applies where the employer unreasonably failed to follow the ACAS Code. Discrimination claims are uncapped.
Yes. Constructive dismissal arises when you resign because your employer has fundamentally breached your employment contract — typically by violating the implied duty of trust and confidence (bullying, unilateral pay cuts, ignoring a grievance). You must resign promptly after the breach. You still need 2 years' service unless the dismissal is automatically unfair.
Yes. Employment tribunal fees were abolished in 2017 following the Supreme Court's decision in R (Unison) v Lord Chancellor. There is no fee to lodge a claim or respond. Costs orders against losing parties are rare — each side usually bears their own legal costs.
You can represent yourself as a litigant in person. However, tribunal procedures — disclosure, bundle preparation, witness statements, cross-examination — are technical. Legally represented claimants consistently achieve better outcomes, and many employment solicitors offer no win no fee or legal expenses insurance-funded arrangements for strong claims.
How It Works
You do not need to know the exact legal terminology. Describe what is happening, include any urgency or deadlines, and your request will be reviewed by an employment law specialist.
Submit Your RequestUse the form to explain your employment matter — what happened, your length of service, and any urgency or upcoming deadlines.
Your request is reviewed with claim type, urgency, and location in mind. Matters with approaching time limits are prioritised.
A specialist employment law solicitor contacts you for a free initial consultation — advising on your rights, time limits, and realistic next steps.
Request Employment Law Help Today
Describe your situation once and a specialist employment law solicitor will be in touch for a free initial consultation. Submitting the form does not create a solicitor-client relationship.
Submit Your Request