Employment Tribunal Claims
Unfair dismissal, discrimination, whistleblowing and unpaid wages — for the employee bringing the claim and the employer defending it. Where you stand, what it's worth, and the deadline that decides everything.
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Typical matters we cover
Unfair dismissal
Ordinary and automatically unfair dismissal, and constructive dismissal.
Discrimination
Direct, indirect, harassment and victimisation under the Equality Act 2010.
Whistleblowing
Detriment and dismissal for protected disclosures — no qualifying period, uncapped awards.
Redundancy
Fair selection, consultation and pay — including collective consultation.
Wages & holiday pay
Unlawful deductions, holiday accrual and the working-time rules.
Defending claims
ET3 responses, preliminary hearings, witness statements and settlement strategy.
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Our services in this area
Explore the specific services within this practice. Each links through to a dedicated page.
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Tell us about your matter and a solicitor will come back to you with a plan and an estimate of our costs.
Specialists who know your case inside out.
You will not be passed down a chain. Your matter is run by solicitors who know the detail, are easy to reach, and keep the commercial outcome in view from the first letter to the last.
Quality, effective service with transparent costs
Our focus is on delivering a high-quality, effective service and achieving the right outcome for you, efficiently and without unnecessary cost.
Before any work begins, we confirm in writing how we will charge and provide an estimate of costs. We keep you informed as the matter progresses and notify you in advance of any change, so there are no surprises.
What it costs
Our fees for this work are published under the SRA Transparency Rules, shown including VAT; disbursements are extra unless stated, and we confirm your fee in writing before we start.
Unfair and wrongful dismissal claims — whether you are bringing one or defending one — are charged at our hourly rates, £145 to £350 + VAT depending on the seniority of the person acting. Before we start we give you an estimate of the cost of each stage, and we review it with you as the case develops.
Unfair and wrongful dismissal — bringing or defending a claim
| Bringing or defending an unfair or wrongful dismissal claiman estimate for each stage before we start, agreed with you and reviewed as the case develops | Hourly rates, £145 – £350 |
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VAT at 20% is added to our fees; the estimate for each stage is given to you in writing before the work starts.
Disbursements
- —There is no fee to bring a claim or to respond to one (no VAT)
- —Counsel's fees, where a barrister is instructed for a hearing — they depend on the barrister's expertise and experience, and we quote them before they are incurred, with VAT at 20% where it is charged
- —Expert evidence, where needed (medical evidence in a capability case, for example), quoted before it is instructed; travel and copying at cost, with VAT at 20% where the supplier charges it
Who does the work, and how long it takes
Qualified solicitors carry out most of the work. Legal executives and trainee solicitors, under the supervision of a qualified solicitor, may also do it.
From instruction to a final hearing often takes a year or more; tribunal listing times vary by region. A case settled during early conciliation can conclude within the conciliation period.
Our estimate excludes appeals to the Employment Appeal Tribunal and costs applications, each quoted separately.
Key stages
- 01Taking your instructions, reviewing the documents and advising on the merits and likely compensation — in the first weeks after you instruct us, and again as the case develops
- 02Early conciliation through Acas, which must come before most claims, and any settlement discussions — the conciliation period can last up to 12 weeks
- 03Preparing the claim (ET1) or the response (ET3) — within the time limit: six months less one day from a dismissal on or after 1 October 2026 (three months less one day for one before then), extended by early conciliation; a response is due 28 days after the claim is sent
- 04Preliminary hearing and case-management orders — usually a few months after the claim is lodged
- 05Disclosure and the agreed bundle — to the tribunal's directions
- 06Witness statements — yours and the other witnesses' — exchanged before the hearing, to the tribunal's directions
- 07Preparing for and attending the final hearing — listed by the tribunal, often a year or more after the claim, depending on the region
Frequently asked questions
For most claims, six months less one day from the effective date of termination (for dismissal) or the act complained of (for discrimination), where that date is on or after 1 October 2026; if it was before 1 October 2026, the old limit of three months less one day applies (Employment Rights Act 2025, s.152 and Sch 12). You must contact ACAS for early conciliation before you can lodge the claim, and the conciliation period pauses the time limit. Missing it is almost always fatal.
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