Employment solicitors in England & Wales

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Plain-language guide

What a employment solicitor does.

An employment solicitor acts for employees and employers in the relationship governed by the Employment Rights Act 1996 and the Equality Act 2010: unfair and wrongful dismissal, redundancy, discrimination and harassment, whistleblowing, restrictive covenants and settlement agreements. Claims go to the Employment Tribunal, where strict time limits apply and ACAS early conciliation must be started first. The solicitor's job is as much about timing as merits.

When you need one

You have been dismissed, or told you are at risk of redundancy, and want to know whether it is fair.
You are being treated badly at work because of a protected characteristic and the grievance went nowhere.
You have been offered a settlement agreement and must take independent advice before signing.
You are an employer facing a tribunal claim or planning a restructure or dismissal.

How fees usually work

Employees are often charged by the hour, with a fixed fee for advice on a settlement agreement that the employer usually contributes to. Some claims are taken on a damages-based or conditional fee basis. Employers are charged hourly or on a retainer. Ask about the prospects of success and the likely award before committing to tribunal proceedings.

Questions to ask before you instruct

Have I started ACAS early conciliation, and when does my three-month time limit expire?
What is my claim realistically worth, and what are the risks on costs?
Will you act on a no-win, no-fee basis, and what percentage would you take?
Should I appeal internally first, and does that affect the time limit?

See the listed practitioners

General information about England & Wales law and practice, not advice on your matter. The practitioners listed on this page give that advice.

Employment solicitor questions

How long do I have to bring a tribunal claim?

Three months less one day from the effective date of termination for unfair dismissal, or from the act complained of for discrimination. The clock stops while ACAS early conciliation runs and can be extended by it. Missing the limit is usually fatal, so the date should be calculated as soon as you seek advice.

Do I have to sign the settlement agreement?

No. A settlement agreement is only binding under section 203 of the Employment Rights Act 1996 if you have had advice from an independent adviser on its terms and effect, and the adviser signs a certificate. You are free to negotiate the sum and the terms, including the reference and the confidentiality clause.

What can the tribunal award?

For unfair dismissal, a basic award calculated like statutory redundancy pay and a compensatory award for lost earnings, subject to a statutory cap. Discrimination awards are uncapped and include injury to feelings. The tribunal does not usually order the loser to pay the winner's costs.

For the practitioners listed here

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