Employment Law for Individuals
Whether you’re facing unfair dismissal, discrimination, redundancy or otherwise treated badly in the workplace, we’re here to fight for your rights and help make sure you get a fair deal. We achieve this by providing first-class representation at affordable rates. Our representation is nationwide, and we can carry out all communications via phone, email and video conferencing.
Please see our dedicated page for information regarding redundancy.
We understand that the prospect of losing your job can cause huge strains on your life. Being made redundant can be emotionally and financially challenging. In certain circumstances, if there is not a genuine redundancy situation or if the employer did not follow a fair procedure, you may have a potential claim.
If you are being made redundant, or are unsure if you have a valid claim, please do not hesitate to get in touch with a member of our team for expert advice on how best to proceed. Employment solicitors are instrumental in securing fair redundancy packages and favourable settlement agreements. We will provide expert advice on legal entitlements, negotiate on behalf of individuals, and ensure that you receive appropriate compensation and support.
You may well be asked to sign a settlement agreement. You should always obtain legal advice before signing a settlement agreement, as you are effectively signing away your rights to claim for unfair dismissal. Please see our page on settlement agreements for more information.
Please see our dedicated page on information regarding settlement agreements.
Please see our dedicated page for information regarding unfair dismissal.
When an employer dismisses an employee without good reason and/or without following the appropriate process, the employee can potentially raise a legal claim for unfair dismissal.
As a general rule (with some exceptions), an employee must have a minimum of two years’ continuous service to bring a claim for unfair dismissal.
If your employer invites you to a disciplinary hearing, we can advise you on your rights.
The conclusion of a disciplinary procedure can range from no action being taken through to termination of employment. If the outcome involves termination of employment, you may be able to challenge the dismissal on the basis that it was potentially unfair. It is important that you seek legal advice at an early stage, so that we can best advise you on your legal position and options, as well as time limits that apply.
Constructive unfair dismissal
Constructive unfair dismissal occurs when you are forced to resign from your employment due to a fundamental breach of the employment contract by your employer.
The behaviour of your employer must have constituted either a serious, one-off breach of contract, or an accumulation of incidents which together amount to unreasonable behaviour. To successfully claim for constructive dismissal, you must be able to show that your employment contract has been breached in such a way that had the effect of making your position untenable. Resignation in such circumstances is a significant step, so you should take advice on your situation as early as possible.
We can assist with all types of dismissal claims against employers, as we have the knowledge and experience to advise you on the best way forward.
For a worker finding themselves on the receiving end of discriminatory treatment, the experience can be very distressing. Discrimination in the workplace involves being treated less favourably than others because of a “protected characteristic” such as:
Disciplinary & Performance Issues
Bullying and Harassment
Complaints and Grievances
Family leave rights
If you believe that your rights are being breached, or you simply want more information about your rights, we can help you. We have experience of successfully acting for employees in enforcing their maternity and parental leave rights.
Whistleblowing can broadly be defined as the act of speaking out where a worker believes that an act of wrongdoing has happened, is happening, or will happen. Workers who voice their concerns are protected by law to ensure that they are not subjected to a detriment because of this “whistleblowing”. Although only certain disclosures attract protection, these are not always obvious, so particular care needs to be taken.