Unfair dismissal occurs when an employer dismisses an employee without a fair reason or without following a fair procedure. Wrongful dismissal, on the other hand, is a breach of contract claim that occurs when an employer terminates employment in a way that breaches the employment contract, such as dismissing without giving proper notice.

Whether your case involves unfair dismissal or wrongful dismissal, it is critical that you speak to our specialist dismissal employment lawyers as soon as possible. No matter the circumstances, we are here to support you, explain your rights, and guide you through the next steps. Please complete the enquiry form on this page without delay to get the expert legal advice you need.

Compensation for unfair dismissal typically consists of a basic award and a compensatory award. According to recent statistics (2023/2024), the median award for unfair dismissal claims was £6,746, while the average award was £13,749. The maximum award recorded was £179,124, though amounts vary significantly based on individual circumstances.

To understand how much compensation you could be entitled to, it’s essential to speak with our experienced dismissal employment lawyers. By completing the enquiry form on this page, we can help you calculate your losses, assess your eligibility, and estimate the compensation you may be able to claim. Don’t delay—get expert legal advice tailored to your situation.

Generally, you need two years’ continuous service to claim ordinary unfair dismissal. However, if your dismissal was for an automatically unfair reason (such as discrimination, whistleblowing, or asserting a statutory right), you may still be able to make a claim regardless of your length of service

To determine whether your situation qualifies as automatic unfair dismissal, it’s important to get tailored legal advice. Contact our team by filling out the enquiry form on this page, and we’ll assess your circumstances and advise you on your rights—even if you haven’t yet completed two years of service.

Constructive dismissal occurs when you’re forced to resign due to your employer’s conduct. This might happen if your employer breaches your contract in a serious way – for example, not paying you, demoting you without cause, changing your working conditions unreasonably, or failing to stop harassment. To claim constructive dismissal, you typically need two years’ service, and you must leave your job immediately after the breach.

If you feel you’ve been forced to resign because of your employer’s behaviour, you may have a claim for constructive dismissal. It’s important to act quickly—contact us as soon as possible by filling out the enquiry form on this page. Our expert employment lawyers will assess your case and guide you through your legal options.

Dismissal without notice (summary dismissal) is only lawful if it’s in response to gross misconduct. If your employer dismissed you without notice and without a fair reason, you may have claims for both wrongful dismissal (breach of contract) and unfair dismissal (if you have two years’ service).

If you’ve been dismissed without notice and believe it was not due to gross misconduct, you could have grounds for both wrongful and unfair dismissal claims. It’s crucial to get legal advice quickly—fill out the enquiry form on this page to speak with our specialist employment lawyers and find out where you stand.

At an employment tribunal, both you and your employer will present evidence. The tribunal will consider whether your employer had a fair reason for dismissal and followed a fair procedure. If successful, the tribunal can order compensation, reinstatement, or re-engagement. Having professional legal representation significantly improves your chances of success.

Facing an employment tribunal can be daunting, but you don’t have to go through it alone. Our expert employment solicitors can help you prepare your case, present strong evidence, and ensure your rights are fully protected. Complete the enquiry form on this page today to give yourself the best possible chance of success.

Employment status can be complicated, and many individuals labelled as “self-employed” may actually have rights as employees under the law. If you’re unsure about where you stand, contact our experienced solicitors by filling out the enquiry form on this page. We’ll assess your situation and help you understand your legal rights.

In an unfair dismissal claim, the burden is on the employer to prove they had a fair reason for dismissal. If they succeed, the tribunal will then assess whether the dismissal was reasonable under the circumstances. For automatically unfair dismissals, it’s up to the employee to show that the dismissal was due to one of the prohibited reasons. To ensure your case is presented effectively, contact our expert solicitors by filling out the enquiry form on this page. We’re here to help you navigate the complexities and protect your rights.