Expert Employment Dispute Solicitors

There are very strict time limits. For most claims, like unfair dismissal, you must start the ACAS Early Conciliation process within **three months less one day** from the date your employment ended or the incident occurred. It is crucial to seek legal advice immediately to protect your right to claim.

Before you can lodge most claims at an Employment Tribunal, you must contact ACAS (Advisory, Conciliation and Arbitration Service). They will offer a free 'Early Conciliation' service to try and help you and your employer reach a settlement without the need for a formal tribunal claim. We can represent you throughout this process.

A Settlement Agreement is a binding contract where an employee agrees to waive their right to bring a claim in return for a severance payment. You must receive independent legal advice for it to be valid, a service our solicitors provide.

Evidence is key. This could include your contract of employment, emails, letters, text messages, and a timeline of events. Don't worry if you don't have everything; our role as your solicitor is to advise on what evidence is needed and how to present it effectively for your case.

It's unlikely. The vast majority of employment disputes are resolved without a final hearing. We are skilled negotiators and focus on achieving a positive outcome for you through methods like ACAS conciliation or a favourable settlement agreement, avoiding the stress and cost of a tribunal.

If you receive an ET1 claim form, you have a strict 28-day deadline to submit a formal response (an ET3). It is vital to seek immediate legal advice. We can help you assess the merits of the claim, draft a robust defence, and represent your business throughout the entire process.

The best defence is a proactive one. We provide a full service for employers, including drafting watertight employment contracts and policies, and providing strategic advice on disciplinary, grievance, and redundancy procedures to ensure you always act in line with UK employment law.

A fair redundancy process requires genuine business reasons, a fair selection pool and criteria, and meaningful consultation with affected employees. Failure in any of these areas can lead to successful claims for unfair dismissal. We provide step-by-step guidance to ensure your process is legally compliant.

You must follow a fair and formal process. This includes investigating the grievance thoroughly, holding a formal meeting with the employee, and offering a right of appeal. We can advise you at every stage to ensure you handle the situation correctly and minimise legal risk.

In the Employment Tribunal, it is rare for the winning party to have their legal costs paid by the loser. Cost orders are usually only made if a party has acted vexatiously, abusively, or unreasonably during the proceedings. Therefore, our focus is always on resolving disputes pragmatically at the earliest possible stage.