Solicitors here supply a comprehensive dismissal and employment law service to employees including:

  • reviewing contract documentation
  • tribunal claims for unfair dismissal
  • compromise and severance agreements
  • advice as to disciplinary procedures
  • advice as to redundancy and dismissal
  • advice as to discrimination on the grounds of sex, race, disability or age
  • harassment in the workplace

Complete & return our initial case assessment form or use our Fast Contact Form

Success fee funding may be available for strong tribunal claims

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I am just writing to you again to update you on just how successful I have been under the guidance of Stephen Burbidge.

I am just writing to you again to update you on just how successful I have been under the guidance of Stephen Burbidge.  Against union legal advice, Stephen suggested the option of constructive dismissal. I went for it with a 33% chance of success. I got £10,000 in settlement at the end of the ACAS conciliation period so I did not have to go to court. The full settlement the court would have given me was  about £12,800. I liked the fullness of the information that Stephen gave me, together with his ideas on how to negotiate and his clear direction on specific issues - not to mention the alacrity with which he worked.  If I had not had his help and guidance, I would not have had the confidence to go for constructive dismissal nor to hold out for £10,000 and would have resigned and left my employment with a bitter taste. As it is, I am relaxed!

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Unfair dismissal solicitors: employment tribunal claims

  • unfair dismissal
  • sexual harassment at work
  • racism in the workplace
  • disability discrimination
  • industrial tribunal proceedings.

Dismissals can be fair or unfair and typically involve one of the following 3 situations:

  • the employer terminating the contract of employment
  • fixed term contracts not being renewed
  • the employee resigning in a situation where they are entitled to do so by virtue of the employer’s conduct.

Complete & return our initial case assessment form

A dismissal is fair or unfair according to the reason for dismissal, whether the correct dismissal procedure is followed and whether or not the employer has acted reasonably in carrying out the dismissal.

Constructive dismissal

Occurs where an employee resigns following certain conduct of his or her employer such as:

  • a cut in salary
  • demotion
  • harassment or discrimination by colleagues being tolerated by the employer
  • an unfair increase in work
  • short notice relocation
  • subjecting them to a dangerous working environment.

Following such a dismissal the employee may claim unfair dismissal at an employment tribunal.

Wrongful dismissal

Is where a contractual term is broken in the dismissal process, e.g. dismissal without giving proper notice. A contract of employment can exist orally and/or in writing. It will likely also include terms implied by law.

An employee might legally be dismissed without notice (summary dismissal) in the case of gross misconduct such as stealing.

Qualifying period

Employees can usually claim unfair dismissal only if they have worked for 2 years. However some dismissal claims do not require a minimum period of employment and some can be automatically unfair even if the correct dismissal procedure was followed by the employer.

Strict time limits apply to dismissal tribunal claims so it is wise to act quickly.

Fixed charge review: options: recommendations: next steps