Unfair Dismissal

Our Employment Solicitors have an excellent track record in unfair dismissal cases and can advise you if you believe you’ve been unfairly dismissed by your employer.

We can also help if you think you’re at risk of being unfairly dismissed.

If you are dismissed from your workplace, then you may be able to make an Employment Tribunal claim for unfair dismissal and possibly discrimination.

We also know that you may feel that you have no choice but to resign and losing your job can be a challenging and emotional time for any employee. In this instance we may be able to help you pursue a Employment Tribunal claim for constructive dismissal.

However, if you are unsure of what precisely your legal position is after resigning or being dismissed. Or if you feel that you have not been treated fairly, our employment solicitors are responsive, caring, and experts at representing employees that have been unfairly removed from their job.

We can help you with the best way to fund your claim by checking whether you have legal expenses insurance, agreeing a fee, or in some cases agreeing a no win, no fee agreement with you.

For immediate help and advice, call our employment lawyers and legal team on 01780 757 589, request a call-back or complete our quick online enquiry form.

Our Experts

Phil Hyland

PARTNER, SOLICITOR

Liam Pike

PARTNER, SOLICITOR

Joe Hyland

PARTNER, SOLICITOR

What is unfair dismissal?

Employers can only dismiss an employee if they have a fair reason to do so. They cannot just dismiss you because they feel like it.

There are five main legal reasons for dismissal:

Conduct – if you have broken the terms of your employment, for example continually being late or go miss work, poor discipline or theft from your employer
Capability – if you cannot do your job properly, for example you can’t keep up with changes to technology or skill set or qualifications technical or professional
Redundancy – when job, goes, your employer goes, or your workplace closes.
Continuing to employ you would break the law – for example if you do not have the right to work in the UK
Some other substantial reason (SORS) – this applies if your employer has an overwhelming reason to dismiss you, not readily fitting into one of the above categories.

An employee must normally have more than two years continuous service in order to be eligible to bring a claim of unfair dismissal. And the employer has the burden of proving your dismissal was for a fair reason.

Settlement Agreements

Settlement agreements are frequently used to resolve employment disputes, including unfair dismissal.

They normally involve your former employer agreeing to make a financial settlement with you in exchange for your agreement not to pursue an employment tribunal claim and are a way of both parties avoiding the stress, uncertainty and cost of pursuing a claim.

Employers can pre-emptively offer a settlement agreement when dismissing possibly because they have not or do not want to follow the proper procedure.

If you do get offered a settlement agreement, you must take independent legal advice before signing any documents and for the agreement to be legally binding.

Our employment law team regularly negotiate and review settlement agreements for a wide range of clients, and we regularly get the settlement increased in real terms, so you can rest assured any settlement offered by your employer truly reflects your best interests.

For immediate advice, call our employment lawyers and legal team us on 01780 757 589, request a call-back or complete our quick online enquiry form.