For Employers
Manage dismissals lawfully, handle grievances and disciplinaries, understand redundancy obligations and employment contracts.
Common Problems
Key Legal Topics
Employment Law
Rights and obligations of employers and employees, including dismissal, discrimination, pay, and TUPE.
Equality & Discrimination Law
Protection against discrimination based on protected characteristics under the Equality Act 2010.
Health & Safety Law
Workplace safety duties, HSE enforcement, RIDDOR, corporate manslaughter, and employee protection.
Useful Guides
Bringing an Employment Tribunal Claim
Step-by-step guide to claiming unfair dismissal, discrimination, or unpaid wages at an Employment Tribunal.
Claiming Statutory Redundancy Pay
How to claim statutory redundancy pay after two or more years' continuous employment ends in redundancy. Explains the age-banded formula, the current weekly pay cap, and what to do if an employer refuses to pay or becomes insolvent, including claiming from the Insolvency Service or an Employment Tribunal.
Preparing for a Workplace Grievance Meeting
How to prepare effectively for a formal workplace grievance meeting, including your rights, what to bring, and how to present your case.
Whistleblowing at Work
How to make a protected disclosure about wrongdoing at work and your legal protections.
Negotiating and Signing a Settlement Agreement
How to negotiate, obtain independent legal advice on, and validly execute a settlement agreement to resolve an employment dispute.
Letter Templates
Request for Written Reasons for Dismissal
Formal request under section 92 of the Employment Rights Act 1996 for a written statement giving the reasons for dismissal.
Statutory Flexible Working Request
Formal statutory request to work flexibly under the day-one right introduced by the Employment Relations (Flexible Working) Act 2023.
Legal Tools & Calculators
Notice Period Calculator
Find out the statutory minimum notice period you are entitled to under the Employment Rights Act 1996, and compare it against any contractual notice period.
Statutory Redundancy Pay Calculator
Calculate your statutory redundancy entitlement under the Employment Rights Act 1996, based on age, length of service, and weekly pay (capped at £751/week for 2026).
Employment Tribunal Deadline Calculator
Calculate the 3-month minus 1 day deadline for bringing an employment tribunal claim, including ACAS Early Conciliation extension adjustments.
Common Scenarios
What Happens If You Are Unfairly Dismissed?
Employees with at least two years' continuous service have the right not to be unfairly dismissed. If your employer dismisses you without fair reason or a fair procedure, you may be entitled to compensation.
My Employer Keeps Cancelling My Shifts at Short Notice
You are on a zero hours contract and your employer repeatedly cancels or reduces shifts at the last minute, often with no compensation. You want to know your legal position.
Frequently asked questions
- When should I get legal advice before dismissing an employee?
- Employers are advised to consult an employment solicitor or HR specialist when dismissing an employee who has more than two years' service. This is because unfair dismissal claims can be costly, and getting the process right at the outset is generally far cheaper than defending a tribunal claim later.
- In what situations is legal advice particularly important for employers?
- Legal advice is strongly recommended when dealing with potential discrimination claims, whistleblowing disclosures, or TUPE transfers. These areas carry specific legal risks, and professional guidance helps ensure that the employer's actions comply with relevant equality and employment laws to avoid costly disputes.
- What key employment law topics are covered for employers?
- The page covers managing dismissals lawfully, handling grievances and disciplinaries, understanding redundancy obligations, and reviewing employment contracts. It also addresses notice period obligations, discrimination and equality duties, and the processes involved in running disciplinary hearings and handling employee grievances.
- Why is it important to get the dismissal process right initially?
- The content highlights that getting the dismissal process right at the outset is far cheaper than defending a tribunal claim. This suggests that early legal or HR intervention can help prevent disputes from escalating to formal tribunal proceedings, which are often more expensive and time-consuming to resolve.
- What specific legal areas are mentioned in relation to employer responsibilities?
- The page lists several relevant areas including employment law, equality and discrimination law, health and safety law, and employment tribunal claims. It also covers specific issues such as statutory redundancy pay, settlement agreements, flexible working requests, and zero-hours contract disputes.
When to Get Legal Advice
Employers should consult an employment solicitor or HR specialist when dismissing an employee who has more than two years' service, since unfair dismissal claims can be costly. Legal advice is also strongly recommended when dealing with potential discrimination claims, whistleblowing disclosures, or TUPE transfers. Getting the process right at the outset is far cheaper than defending a tribunal claim.