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.

Generally, no. If you are eligible and book a single block of leave, they cannot refuse it. They can only refuse requests for discontinuous leave (e.g., working every other week), but they must try to reach an agreement.

Yes. You can choose to be off together to bond as a family, or you can tag-team to extend the time the child is cared for at home.

Usually no. Dismissal without warning is normally unfair unless it involves gross misconduct. Even then, a basic process should still be followed.

Although you do not have to accept a Settlement Agreement offered by your employer, once you have signed the document, it is seen as full and final settlement of any potential claims you may have against your employer.

If all the required formalities are fulfilled, such agreements are legally binding agreement and cannot be revoked.

For these reasons it is a legal requirement that you receive independent legal advice from a qualified solicitor who is adequately insured.

Employees who were made redundant since 28th February 2020 can qualify if they are re-engaged by their former employer. However , there is no obligation on an employer to do this.

Yes, this must be offered and dealt with by someone more senior.

Yes. Dismissal linked to menopause may be unlawful if it amounts to age, sex, or disability discrimination or breaches employment rights.

Yes. You have the right to return to the same job or a similar job with the same pay and conditions after Ordinary or Additional Maternity Leave.

No. It is voluntary. If the terms aren't good enough, you can refuse. We can help you negotiate a better deal or advise you on your other options, like taking a claim to a tribunal.

No. SPL is available to the mother's partner, including same-sex partners and adoptive parents, provided you share responsibility for the child.

In most Employment Tribunal cases, there are strict three month/less one day time limits within which you can issue proceedings. These time limits usually begin to run from the termination date of your employment (unfair dismissal), date of your resignation (constructive dismissal) or from the incident of discrimination.

If you try and issue proceedings outside of this three month time limit, your claim will only be accepted in exceptional circumstances.

Exceptions to the three month time limit include cases regarding equal pay disputes and redundancy payment disputes when claims must be issued within six months.

In almost all cases, no. Your employer will typically pay a contribution that covers the full cost of your legal advice for signing the agreement. You get expert guidance without the bill.

Usually, your employer covers the costs of legal advice for settlement agreements, ensuring you have professional guidance without financial burden.

Most claims require 2 years’ continuous service, but there are important exceptions, including discrimination and whistleblowing.

Further, from 1 January 2027 the 2 years’ continuous service requirement is expected to be reduced to 6 months.

It’s not necessary to have a solicitor during judicial mediation, but it is highly recommended. A solicitor can ensure your position is clearly communicated and help you negotiate the best possible settlement. We can support you throughout the mediation, providing expert guidance.

Yes, legal advice is essential. Before signing a settlement agreement, you must receive independent legal advice to ensure you fully understand your rights and the terms of the agreement. This ensures that you are not waiving any important legal claims and that the agreement provides you with a fair deal. Your employer typically covers the cost of this legal advice.

Not at all. We handle everything remotely via video calls, phone, and email, ensuring you get expert advice from the comfort of your home.

No. There is no minimum length of service required to bring an employment discrimination claim in the UK.

Usually, you need to have worked for your employer for two years to claim 'ordinary' unfair dismissal. But if you’ve been let go for a specific reason like pregnancy, whistleblowing, or discrimination, that two-year rule doesn’t apply. We can check this for you quickly.

Yes. Alternative pricing options may be available – call 0113 320 5000 to discuss.

Yes, but the rules are technical. Contacting ACAS 'pauses' the limitation period, usually extending your deadline by at least a month. We can calculate the exact new date for you.