Employment Solicitors.

Employment law is the area of law that deals with the rights of employees and the responsibilities of employers.

Some of the more common employment law legal issues for employees include:

• Getting advice on, and negotiating terms of a settlement agreement
• Seeking advice on, or being represented for a grievance, disciplinary or tribunal process
• Taking advice on employment contracts, in particular contracts that offer executive-level benefits or that have complex non-compete clauses
• Advice on whether actions in the workplace are tantamount to discrimination
• Questions around redundancy procedures and packages
• Taking advice on employment status, particularly for agency workers, contractors and part-term workers

If you’re not sure whether your query falls under employment law or another area of law, you can call our friendly team on 0203 007 5500 for help.

As with most legal issues, it’s best to seek advice as early on as possible, especially if your employment law issue is contentious or may turn contentious.

Usually, there are certain triggers that lead people to find employment solicitors, which include:

1. Receiving what you perceive to be less favourable treatment, or being treated differently to your colleagues
2. Changes to your individual circumstances, for example declaring you are pregnant, that you have been diagnosed with a long-term illness, or that you require an adjustment at work due to a condition
3. Being subject to a grievance or disciplinary process, particularly if the timing coincides with a recent declaration
4. Receiving an offer for an executive-level role, or being promoted to a board-level or partner-level role
5. If you are thinking of leaving a role which pays a regular bonus, but the payment date would fall beyond your date of departure
6. Circumstances where either an employer has not followed a certain policy, or where they are in breach of a contractual obligation

If you think one of these scenarios may be applicable to you, then it may be best to seek advice now.

It’s important that you follow your employer’s policies and procedures, even if you don’t think that you will be able to successfully resolve your employment issue. If, ultimately, you raise an employment tribunal claim, you must be able to show that you made a sincere effort to resolve the issue with your employer rather than taking the issue directly to the tribunal.

Often, you may be able to resolve issues either formally or informally with your employer and settle them faster than if you were to have raised a claim.

The employment tribunal is currently facing a large backlog of cases with some claim types being listed for final hearing 12 to 36 months after the claim is initially lodged. Added to this is the stress that many people face when raising a formal claim, meaning engaging with your employer can save time and stress.

Most claim types must be raised within 3 months minus 1 day from the date of the issue, with some claims requiring raising within 6 months minus 1 day.

The most common claim types to fall into each category are:

Importantly, from 1 October 2026, the majority of claims that currently require raising within 3 months minus 1 day from the date of the issue will move into the 6 months minus 1 day category, meaning you have longer to bring a claim against your employer.

Our fees will depend on the type of employment issue you require assistance with.

Depending on the nature of your case, we will hold either a paid or a free initial consultation with you to understand your matter. For straightforward non-contentious employment law matters such as contract or settlement agreement reviews, we will normally provide you with a no obligation fixed fee quote.

For contentious matters, we may provide you with a fixed fee for your entire matter, staged fees, which are fixed fees for certain stages of your matter, or an hourly rate.

Please see our employment law pricing page for our fees for unfair dismissal claims.

No win, no fee

We do not normally offer conditional fee agreements (also known as no win, no fee), however this will depend on your case. Where we do provide conditional fees, they will be subject to a success fee, which will usually be a set percentage of your settlement.