It is often beneficial to seek advice as soon as you become concerned about a workplace issue. This may be before raising a grievance, responding to disciplinary action, agreeing changes to your employment contract, accepting redundancy or deciding how to respond to a proposed termination of your employment.

Taking advice at an early stage can help you understand your rights, assess your options and avoid taking steps that could affect your position later.

Yes. Many employment disputes can be resolved without formal Employment Tribunal proceedings. Depending on the circumstances, this may involve raising an issue internally, following a grievance or appeal process, negotiating directly with your employer or exploring a settlement agreement.

Where appropriate, we will consider whether an agreed resolution can achieve your objectives more quickly and proportionately than litigation. ACAS also provides an Early Conciliation process designed to help parties explore settlement before a Tribunal claim proceeds.

If you believe your dismissal or redundancy has been handled unfairly, you should seek advice promptly. We can review the circumstances surrounding your employer’s decision, explain your legal rights and help you determine whether there are grounds to challenge the process, appeal the decision or pursue another resolution.

Strict time limits apply to Employment Tribunal claims, so it is important not to delay seeking advice. The rules are also changing: the Employment Rights Act 2025 is due to increase the time limit for most Employment Tribunal claims from three months to six months from October 2026.

Yes. We advise employees who believe they have experienced discrimination, harassment, victimisation or bullying in the workplace. We can help you understand whether your employer’s actions may be unlawful, advise you on raising the matter internally and, where necessary, consider further action.

Not every instance of workplace bullying will amount to unlawful discrimination or harassment, so obtaining advice can help you understand your position and the most appropriate way to address the problem. ACAS recommends considering internal resolution while recognising that Employment Tribunal action may be available in discrimination cases.

For a statutory settlement agreement to validly waive particular employment claims, the employee must receive advice from a relevant independent adviser on the terms and effect of the agreement. An employment solicitor can explain what you are agreeing to, consider whether the financial and other terms are appropriate and, where necessary, negotiate with your employer on your behalf. Settlement agreements can cover matters including financial payments, references and the agreed ending of an employment relationship.