Employment law
Employment solicitors for the person on the receiving end
We act for employees, directors and partners — not for the companies removing them.
The position you are probably in
You have been called into a meeting you were not expecting. There is an envelope, or a document shared on screen, and a date by which you need to sign it. Somebody has used the phrase “we think it’s best for everyone”.
Or it has been going on for months. The projects stopped coming. You raised something and the atmosphere changed. You are being managed through a process that everybody involved understands is not really about performance.
Either way, the decision has usually already been made. What has not been decided is what you leave with — and that is almost always negotiable, particularly in the first fortnight, and particularly if the reason behind it is one your employer would prefer not to argue about in public.
What we do
Six kinds of employment matter
01
Settlement agreements
You cannot sign one without independent legal advice — that is a statutory requirement, and your employer will usually pay a contribution towards it. Most people take the contribution, get the document signed off, and never ask the more valuable question: is this a good offer? We tell you what the claim would be worth if you ran it, what it would cost and how long it would take, and then you decide.
02
Unfair and constructive dismissal
Being dismissed unfairly and being dismissed for a reason that is unlawful are different claims worth very different amounts. Getting that distinction right at the outset is most of the case.
03
Whistleblowing and protected disclosures
You raised something — about money, safety, regulation, conduct — and your position deteriorated afterwards. Whistleblowing claims have no qualifying period and no cap on compensation. Since April 2026, sexual harassment is itself a qualifying disclosure.
04
Restrictive covenants and garden leave
Whether the clause in your contract is enforceable depends on what it actually protects and how far it goes. Many are drafted too widely to survive. If you have been threatened with an injunction, or you are being kept on garden leave while a competitor waits, the timescales are short.
05
Director, partner and LLP member disputes
If you are a director, an equity partner or an LLP member, you are not simply an employee, and the route out runs through company and partnership law as well as employment law. Removal, expulsion, and the argument about what your stake is worth.
06
Bonus, LTIP and equity disputes
Employment Rights Act 2025
The law is changing — and some of it has already changed
The Act is being brought into force in stages. Three dates matter to anyone in a dispute now.
1 Oct 2026
You will have six months to bring most employment claims, not three. This is a significant extension. It does not mean waiting is a good idea — evidence disappears and negotiating positions weaken — but it does mean that if you have been told you are out of time, it is worth checking again.
30 Oct 2026
Employers must take all reasonable steps to prevent sexual harassment, and can be liable for harassment by third parties such as clients or contractors.
1 Jan 2027
The cap on unfair dismissal compensation is removed altogether, and the qualifying period falls from two years to six months.
If you are in a process now, these dates may affect what your claim is worth and when it should be brought. It is worth a conversation before you sign anything.
Fees
What it costs
£400/hr
plus VAT, for most employment matters. We agree a scope and an estimate in writing before starting, and we tell you when the work is approaching it.
Often £0
For settlement agreement advice, your employer’s contribution often covers the whole cost of reviewing and signing. Where it does not, we tell you before you incur anything.
CFAs
Conditional fee arrangements are available for some tribunal claims, depending on the merits. Ask on the first call.
Questions
Questions people ask us
How long do I have to bring an employment claim?
Until 1 October 2026, three months less one day from the act you are complaining about. From 1 October 2026 the limit rises to six months for most employment claims, including wrongful dismissal. You must also notify Acas and go through early conciliation before issuing, which pauses the clock. The safe approach is to take advice within days rather than weeks — the extension is not a reason to wait.
Should I sign the settlement agreement my employer has offered?
Not before somebody has told you what the alternative is worth. You cannot sign one without independent legal advice in any event, and your employer will usually contribute to that cost. The advice you are paying for is not “is this document valid” — it is “is this a good deal”, and those are different questions.
How much is my claim worth?
For unfair dismissal, compensation is currently capped at £123,543 or 52 weeks’ actual pay, whichever is lower — and that cap is removed entirely from 1 January 2027. For discrimination, there is no cap at all, and injury to feelings is awarded separately on a scale that currently runs from £1,300 to £62,900 and beyond in exceptional cases. Which category your case falls into usually matters more than any other single factor.
Can I claim if I have been there less than two years?
For ordinary unfair dismissal, currently you need two years’ service — falling to six months from 1 January 2027. But there is no qualifying period at all for discrimination, whistleblowing, or dismissal for asserting a statutory right. In practice, the question “how long have you worked there” is much less important than “why do you think this happened”.
Will my employer find out I have taken advice?
Not from us. Everything you tell us is confidential and legally privileged. Many clients take advice and decide to do nothing with it, and their employer never knows the conversation happened.
What does it cost to find out where I stand?
The first 20-minute call is free. If you want proper advice on your position without instructing us, a one-hour strategy session with a written summary is £350 plus VAT, credited in full against your fees if you go on to instruct us.
This page is general information, not legal advice. Time limits are short and the right course depends on your circumstances — take advice on your own position.
Start with a conversation
A free 20-minute call. Tell us what has happened and we will tell you whether we can help, what it would involve and roughly what it would cost.
No charge
A free 20-minute call
Tell us what has happened and we will tell you whether we can help, what it would involve and roughly what it would cost. No advice is given on this call and there is no charge for it.
£350 plus VAT
A paid strategy session
One hour with a partner, followed by a written summary of your position and options. For people who want proper advice without instructing a firm yet. Credited in full against your fees if you go on to instruct us.
Or reach us directly
We answer enquiries the same working day.