Unfair Dismissal Claims
Losing your job is a stressful and upsetting experience. If you believe you have been dismissed unfairly, you have rights. Our SRA-regulated solicitors are experts in unfair dismissal claims and are here to provide the clear, robust legal advice you need to achieve a fair outcome.
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. 
Trustindex verifies that the original source of the review is Google. Do You Have an Unfair Dismissal Claim?
To have a successful claim, an Employment Tribunal must be satisfied that your dismissal was 'unfair' according to two key legal tests. Our solicitors can assess the strength of your case against these criteria.
1. Was the Reason for Dismissal Fair?
An employer must have a legally valid and fair reason for dismissing you. Automatically unfair reasons include dismissal for being pregnant, acting as a trade union rep, or whistleblowing.
Potentially Fair Reasons:
- Conduct (e.g., gross misconduct)
- Capability (e.g., poor performance or ill health)
- Redundancy
- A statutory restriction (e.g., a driver losing their license)
2. Was the Dismissal Process Fair?
Even with a potentially fair reason, your employer MUST follow a fair and reasonable procedure. This is where many employers fail.
A Fair Process Requires:
- A thorough investigation of the facts.
- Informing you of the case against you.
- Giving you a chance to respond at a formal meeting.
- Offering you the right of appeal.
Real UK Case Study: The Cost of a Flawed Process
Taylor v Jaguar Land Rover Ltd [2020]
The Situation: An employee was dismissed, but the manager responsible for the dismissal process failed to properly consider all the evidence and made procedural errors during the investigation.
The Outcome: The Employment Tribunal ruled the dismissal was procedurally unfair. The judge highlighted that the employer's process was "wholly unreasonable" and "seriously flawed." The employee was awarded significant compensation.
What this means for you: A fair process is not optional for an employer. If your employer cut corners, failed to investigate, or did not give you a fair hearing, you may have a strong unfair dismissal claim, even if there was a reason for the dismissal.
"They Explained My Legal Position and I Felt in Safe Hands"
Your Questions About Unfair Dismissal Claims
Starting a Claim
You must start the process by contacting ACAS for 'Early Conciliation' within **three months less one day** from your effective date of termination. This is one of the strictest deadlines in UK law. It is absolutely vital to seek legal advice immediately to ensure you do not lose your right to bring a claim.
Before you can lodge a claim at an Employment Tribunal, you must notify ACAS (Advisory, Conciliation and Arbitration Service). They will offer a free conciliation service to try and help you and your former employer reach a settlement. We can represent you and negotiate on your behalf during this critical stage.
Strong evidence is crucial. This can include your contract of employment, your dismissal letter, emails, text/WhatsApp messages, and a detailed timeline of events. If your claim relates to performance, any appraisals or meeting notes are vital. Our solicitors will help you identify and gather the most important evidence for your case.
While most claims require two years of service, there are important exceptions for 'automatically unfair' reasons. You do not need any length of service to bring a claim if you were dismissed for reasons relating to pregnancy, whistleblowing, asserting a statutory right (like the minimum wage), or for discrimination.
The Outcome & Costs
Compensation is typically made up of a 'basic award' (calculated like statutory redundancy pay) and a 'compensatory award' for your financial losses, which is capped at one year's gross pay or a statutory maximum, whichever is lower. The amount you receive depends on your salary, age, length of service, and how long it takes you to find a new job.
It is unlikely. The vast majority of claims are resolved without a full hearing. We are expert negotiators and focus on achieving a favourable outcome for you through a Settlement Agreement, which avoids the stress, time, and uncertainty of going to a tribunal.
We will discuss all funding options with you during your initial consultation. We provide clear, transparent information on our fee structures. Please note, we do not offer 'No Win No Fee' agreements, which ensures the advice we give is always impartial and focused solely on your best interests.
While 're-instatement' (getting your old job back) or 're-engagement' (getting a new job with the same employer) are possible remedies at a tribunal, they are awarded very rarely. The most common outcome for a successful claim is financial compensation.
Don't Suffer in Silence. Know Your Rights.
If you have been unfairly dismissed, you have a limited time to act. Let our specialist solicitors provide the clarity and robust legal support you need.
Request a Callback TodayGet in Touch
0330 333 8797
info@wildings-solicitors.co.uk
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