Unfair Dismissal and Other Claims.

If you believe that you have been (or are about to be) unfairly dismissed or have any other claim (such as discrimination), we can provide you with an independent view on the merits of your claims.

There are five potentially fair reasons for dismissing an employee, including misconduct, capability and redundancy.  However, just because an employer may have such a reason, it still needs to be fair and reasonable for them to dismiss you because of it. That includes following a fair procedure before doing so.

If we don’t think that you have a claim, we will tell you. If you do appear to have a valid claim, we will examine the best next steps for you to take.  This will depend upon many things, including your likely prospects of success, likely compensation to be awarded, your attitude to risk, the costs of taking those steps, the relevant timescales and your personal circumstances.

You should be aware that there are very tight timescales for bringing claims in the employment tribunal, usually three months less one day from the relevant act about which you are complaining (although these may be extended by your involvement in Acas’ early conciliation programme).

Taking advice at the earliest time will ensure that you are fully informed and understand all the risks well before the expiry of any time limit for bringing a claim. You really don’t want to leave it to the last moment.

Services We Provide.

  • advising on the merits and value of any claims

  • negotiating settlement

  • conducting tribunal claims

Quick Contacts.

Our Process

Please contact us if you have an employment-related query. We will check whether we can act for you and, if so, we will confirm the terms and conditions of our retainer with you in a client care or engagement letter

Wherever possible, we will provide you with a fee estimate before carrying out any substantive work on a matter. If we provide advice over the telephone, we will not confirm the advice in writing unless specifically requested to do so. If we are required to carry out any follow-up work to a meeting or call, we will provide you with an estimated timescale for the completion of your work, factoring in any urgency

When providing ad hoc advice, we will usually render a bill to you on a monthly basis. Otherwise, we will bill you on completion of a specific item of work

Our Fees .

Under Solicitors Regulation Authority (SRA) Transparency Rules we are required to display price and service information for a number of practice areas. Please click on the following links for information on defending and bringing Employment Tribunal claims.

Please contact a member of the employment team.

We can advice you on any issues relating to Unfair Dismissal and Other Claims

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Employment Tribunal (Employees).

Under the employment tribunal’s rules of procedure, the emphasis is on tribunal proceedings being the last resort. Parties are encouraged to resolve their disputes prior to the commencement of tribunal proceedings or prior to any hearing

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