Yes , in addition to compensation for loss of earnings , injury to feelings awards are available .

Absolutely. If you feel you were chosen for redundancy because of your age, race, disability, or another protected reason, that is discrimination. It’s illegal, and you can claim compensation for the injury to your feelings as well as your financial loss.

Yes, if the redundancy was not genuine or the process was unfair (e.g., unfair selection criteria or lack of consultation). This is a common type of unfair dismissal claim.

Absolutely. Sexual harassment can happen to anyone of any gender. The law applies equally to men, women, and non-binary individuals.

Yes. 'Banter' is not a defence. If the comments were unwanted and sexual in nature, and they violated your dignity, it is harassment. The law protects you regardless of how the harasser tries to excuse it.

Yes. Many cases settle during Early Conciliation without going to tribunal. Compensation depends on your pay, losses, and the type of claim. ACAS won’t calculate this for you, but a solicitor can.

Yes, for loss of earnings and injury to feelings.

This will depend on the type of claim that you want to make and whether you are still “in time” to bring a claim.

The majority of employment claims are brought in the Employment Tribunal, although certain claims can also be brought in the County Court. Examples of potential claims that can be brought within the Tribunal system include:

Unfair Dismissal
Constructive Dismissal
Sex Discrimination
Disability Discrimination
Sexual Orientation Discrimination
Gender Assignment Discrimination
Race Discrimination
Religion or Belief Discrimination
Age Discrimination
Unpaid Wages
Equal Pay
Unpaid Redundancy Pay Claims
Wrongful Dismissal

This is not an exhaustive list and there are also a number of other employment claims that can be brought in the Employment Tribunal, for example, TUPE claims, part-time worker regulations etc.

It depends on the type of claim and whether you are still “in time” to bring it. Most claims go through the Employment Tribunal, although some may be brought in the County Court.

Yes! Judicial mediation is the ideal time to negotiate a settlement. Both parties can propose terms, and the judge will help guide the discussions. It’s often possible to reach a better agreement than what would have been achieved at a tribunal hearing.

Yes, and we highly recommend it. If you’re being offered a settlement agreement, it’s often the perfect time to amend or remove these clauses.

You can also make employment claims in the County Court however these claims are limited to breach of contract only. If you issue a claim at the County Court you will have to pay a court fee, which is based on the value of your claim. Fees are now payable in the Employment Tribunal and the size of the fee depends upon the type of claim.

Absolutely. Raising a grievance formally can help document issues and trigger employer action to provide support.

Yes, absolutely. You are under no obligation to accept the first offer. You can reject it, negotiate for better terms, or choose to pursue a tribunal claim instead. We can advise you on the risks of each option.

Yes, you are not obligated to accept an initial offer and can negotiate or decline it entirely. Legal advice is recommended to ensure you're making the best decision.

Yes. Employees can request flexible working arrangements on return. Employers must consider requests fairly and in line with employment law.

Yes. Employers must consider reasonable adjustments like flexible hours, working from home, or environmental changes such as desk fans.

Yes, you can apply for another job after signing a settlement agreement. However, some agreements may contain restrictive covenants, which could limit your ability to work for certain competitors or approach former clients. Our solicitors can help you review these clauses to ensure they are fair and reasonable, so you are not unfairly restricted in your future employment options.

Yes, if bullying amounts to discrimination, harassment, or constructive dismissal. Evidence and following internal grievance procedures are key.

Yes. If you want to leave, you can request a ‘protected conversation’ to discuss an exit package. This is common if relationships have broken down or you have a grievance.

Yes. Dependants’ leave is available for anyone you care for, including your spouse, parent, or anyone in your household who depends on you for care.

Not always. It depends on the wording. Some non-compete clauses are unenforceable, especially if they stop you from earning a living.

Yes. Cases may be unsuitable if outside the time limits, lack evidence, or fall outside qualifying claim types.

No. You are protected from dismissal, detriment, or discrimination due to pregnancy or maternity leave. Any dismissal must follow a fair and lawful process.