Unfair Dismissal Solicitors

Harcourt Stirling Solicitors provides expert legal support for employees facing unfair dismissals.

You don’t have to face this alone—start with a straightforward, free initial consultation with an employment law specialist to understand your options.

Contact us

Or click to call 020 3627 6074

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Why choose Harcourt Stirling Solicitors for your unfair dismissal matter?

Navigating an unfair dismissal claim can be daunting — you need a team that not only understands employment law inside out but also treats your case with the tailored attention it deserves.

Harcourt Stirling Solicitors is a trusted law firm, with a team of experienced employment lawyers providing expert guidance and personalised support every step of the way.

We specialise in unfair dismissal claims under UK employment law, helping employees who believe they have been dismissed without a fair reason or without following the correct procedure. If your employer has terminated your employment in a way that breaches your statutory rights, Harcourt Stirling Solicitors can guide you through your options and protect your legal entitlements.

Whether your case is straightforward or involves procedural complexities, we can advise on the best approach to seek justice — typically through an Employment Tribunal. We carefully review the circumstances of your dismissal, assess any losses, and ensure your claim is presented clearly and effectively.

At Harcourt Stirling Solicitors, we are committed to holding employers accountable and helping you secure the compensation or remedies you are legally entitled to, whether by negotiation, settlement, or tribunal proceedings.

  • Transparent and Trusted: Harcourt Stirling Solicitors is proud to have earned positive client feedback on Google and Trustpilot, reflecting our focus on professionalism, expertise, and responsive client service.
  • Accreditations: We are fully regulated by the Solicitors Regulation Authority (SRA) and accredited by The Law Society.
  • Experienced Team: Our team has extensive legal experience in a variety of practice areas, including employment law and unfair dismissal.
  • Strategic Approach: Whether your claim is best resolved through negotiation, mediation, or an employment tribunal hearing, we design a plan that suits your goals and minimises disruption.
  • Location: No matter where you are in the UK, our unfair dismissal lawyers are happy to help.
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lawyer working on ar unfair dismissal matter

How Harcourt Stirling Solicitors handles your unfair dismissal matter

At Harcourt Stirling Solicitors, we handle unfair dismissal claims with a focus on protecting your legal rights and guiding you through all available options — whether negotiating directly with your employer, participating in ACAS Early Conciliation, entering a settlement agreement, or pursuing a claim in an Employment Tribunal.

Our process:

  • Free initial consultation – We review the circumstances of your dismissal and listen carefully to your situation to identify potential claims.
  • Case assessment and strategy – We evaluate the strength of your claim, explain your legal options, and outline likely outcomes.
  • Progressive dispute resolution – Our structured approach is designed to guide you through your options clearly and professionally. Typically, we offer the following three options in order:
    • Early Conciliation (ACAS) – Often the fastest and least costly way to resolve matters. Refusing early conciliation may weaken your position if the case proceeds to tribunal.
    • Settlement Agreements – Flexible, confidential solutions that allow you to secure compensation without a tribunal hearing.
    • Employment Tribunal – If necessary, we represent you at the tribunal, presenting your evidence and arguments clearly. We advise on the best approach to maximise your chances of success and minimise risk.
  • Evidence gathering – We help collect documentation, correspondence, and witness statements to support your claim, whether through negotiation, settlement, or tribunal.
  • Representation and support – We act on your behalf in discussions with your employer or at the tribunal, keeping you informed at every stage.
  • Resolution – We aim to secure the remedies you are entitled to, including compensation for unfair dismissal, loss of earnings, and other financial losses.

By combining legal expertise with a structured, progressive approach, Harcourt Stirling Solicitors helps provide the guidance and representation you need to pursue your claim with confidence and clarity.

Speak to an employment law specialist today!

Book your free initial consultation to speak to an experienced employment law specialist.
Contact us

Or click to call 020 3627 6074

What makes a strong unfair dismissal case?

Not every dismissal qualifies as unfair, so it’s important to understand what can make a case strong. Our unfair dismissal solicitors carefully assess each situation to identify the key factors that may support your claim. A strong unfair dismissal case often includes:

  • Unfair or unlawful reasons for dismissal: Your termination was linked to protected characteristics (such as age, gender, disability, or pregnancy), whistleblowing, trade union activity, or other automatically unfair grounds.
  • Failure to follow a fair procedure: Your employer did not follow proper disciplinary or dismissal procedures, such as conducting meetings, providing warnings, or giving you the chance to respond.
  • Documented evidence: Written communications, emails, performance reviews, witness statements, and other records that support your claim.
  • Length of service and track record: Currently, employees must have two years’ continuous service to bring an ordinary unfair dismissal claim, exceptions exist for automatically unfair dismissals. This is expected to change in 2027 with the introduction of a day-one right to claim unfair dismissal, widening access to legal protection.
  • Prompt action: Early reporting of issues and timely legal consultation can strengthen your case and ensure that your rights are protected.

Time limits to bring a claim

For unfair dismissal, you generally have three months from the date of your dismissal to file a claim with the Employment Tribunal. This deadline is strict, so it’s important to act promptly.

Solicitor analysing a client's unfair dismissal case
nurse contacting Harcourt Stirling Solicitors after an unfair dismissal

Your rights and options after an unfair dismissal — and how our lawyers can help you

Losing your job can be stressful and upsetting — especially if you believe it was unfair. While employers have the right to dismiss staff, they must do so for a fair reason and follow proper procedures.

At Harcourt Stirling Solicitors, we help you understand your rights — the first step towards protecting them.

If you think you’ve been unfairly dismissed, you may have the right to:

  • Resolve the matter with your employer: Through negotiation or discussion, it may be possible to reach a settlement that allows both parties to move forward.
  • Challenge the dismissal through an Employment Tribunal: This is the formal legal route for unfair dismissal claims. We guide you through each step, from ACAS Early Conciliation to presenting your case at a tribunal.
  • Claim compensation: You may be entitled to recover lost earnings, benefits, and other financial losses resulting from the dismissal.

As outlined in the next section, Harcourt Stirling Solicitors can represent you at every stage — whether negotiating a settlement or pursuing a tribunal claim. Contact us for a free consultation, and we’ll explain the best next steps for your situation.

Speak to an employment law specialist today!

Book your free initial consultation to speak to an experienced employment law specialist.
Contact us

Or click to call 020 3627 6074

How to start your unfair dismissal case with Harcourt Stirling Solicitors

Taking action after an unfair dismissal can feel overwhelming, but starting your claim with the right guidance makes all the difference. At Harcourt Stirling Solicitors, we make the process straightforward and supportive:

  • Contact us: Get in touch by phone, email, or our online enquiry form to speak with an experienced employment law specialist. This consultation allows you to discuss your situation, ask questions, and get an initial view of your claim without any obligation.
  • Prepare your case – Should you wish to pursue your claim, we’ll guide you on gathering all relevant documents, including your termination letter, emails, and any correspondence relating to your dismissal. At the same time, we’ll complete standard legal checks to verify your identity (KYC/AML), which may include providing ID and proof of address. Preparing this information ensures we can assess your claim thoroughly and provide tailored advice.
  • Case assessment – With your documents ready, our unfair dismissal solicitors review the details of your claim, checking its strength and identifying any key issues.
  • Strategy discussion – We explain your rights, options, and potential outcomes, and outline the best approach for your situation — whether negotiating a settlement, participating in ACAS Early Conciliation, or pursuing an Employment Tribunal claim.
  • Take action – Once you’re ready, we guide you through the process, representing your interests every step of the way in settlement discussions or at the tribunal, to help you secure the remedies you are legally entitled to.
Solicitors finalising a settlement agreement for an unfair dismissal case

Our unfair dismissal specialists

Unfair dismissal matters we specialise in

Selected unfair dismissal resources

Selected unfair dismissal case studies

Speak to an employment law specialist today!

Book your free initial consultation to speak to an experienced employment law specialist.
Contact us

Or click to call 020 3627 6074

Frequently Asked Unfair Dismissal Questions

What is considered an unfair dismissal?

Unfair dismissal occurs when your employer terminates your employment without a fair reason or fails to follow the proper legal procedures. This includes being dismissed for automatically unfair reasons, such as pregnancy, whistleblowing, asserting employment rights, or trade union activity.

At Harcourt Stirling Solicitors, we assess the reason and process behind your dismissal to determine whether you have a valid claim and advise on the best steps to protect your rights.

What is the difference between wrongful and unfair dismissal?

Wrongful dismissal is a breach of contract claim — it occurs when an employer ends your employment without giving the proper notice or pay you are contractually entitled to. It focuses on whether your employer followed the terms of your employment contract.

Unfair dismissal, on the other hand, is a statutory claim under employment law. It looks at whether your employer had a fair reason for dismissing you and followed a fair process.

How do I know if I have been unfairly dismissed from my job?

You may have an unfair dismissal claim if your employer terminated your employment without a fair reason or failed to follow the proper legal procedures. Common indicators include:

  • Being dismissed without warnings or a fair disciplinary process.
  • Redundancy carried out without proper consultation or fair selection.
  • Dismissal for automatically unfair reasons, such as pregnancy, whistleblowing, asserting employment rights, or trade union activity.

Our unfair dismissal solicitors can assess the reasons and procedures surrounding your dismissal and advise you on whether you may have a valid claim.

Do I need a minimum length of service to claim unfair dismissal?

Employees can only claim unfair dismissal if they’ve worked for a qualifying period – unless they’re claiming for an automatically unfair reason.

For any employment started after 6 April 2012, the employee can claim after 2 years of unemployment.

The right to complain to a tribunal about unfair dismissal is not available to some workers like self-employed people and independent contractors.

Do employers often make mistakes when dismissing staff?

Yes. Employers frequently make errors during the dismissal process, such as failing to conduct a proper investigation, not sharing all evidence with the employee, or making decisions before fully considering the circumstances.

Harcourt Stirling Solicitors has experience in identifying these mistakes and using them to help build strong cases for unfair dismissal, including representation at Employment Tribunals if needed.

Can redundancy be considered unfair dismissal?

Yes. A redundancy dismissal can be unfair if your employer fails to follow the correct legal procedures, such as not consulting properly, selecting employees unfairly, or ignoring alternative roles.

At Harcourt Stirling Solicitors, we review redundancy processes to determine whether the dismissal was fair and advise you on the steps to challenge it if necessary.

What evidence do I need to support an unfair dismissal claim?

To support an unfair dismissal claim, it’s important to show that your employer did not act fairly or follow proper legal procedures.

Useful evidence can include:

  • Your employment contract and company policies.
  • Termination letters or communications explaining the dismissal.
  • Records of meetings, disciplinary hearings, or warnings.
  • Emails, letters, or other correspondence with your employer.
  • Notes, witness statements, or records of events showing procedural errors or unfair treatment.

Harcourt Stirling Solicitors can review your evidence, identify key points that strengthen your claim, and advise on an appropriate course of action, including tribunal proceedings if necessary.

Do I need a lawyer to file an unfair dismissal claim?

You don’t strictly need a lawyer to file an unfair dismissal claim with an Employment Tribunal, but having experienced legal representation can help you understand the process, follow procedural requirements, and present your case effectively.

At Harcourt Stirling Solicitors, our employment lawyers guide you through the process, help gather and present evidence effectively, negotiate settlements where appropriate, and represent you at tribunal hearings to protect your rights.

How long do I have to make a claim for unfair dismissal?

For unfair dismissal, you have three months from the date of your dismissal to file a claim with the Employment Tribunal. This deadline is strict, so it’s important to act promptly.

How long does a typical unfair dismissal case take?

The length of an unfair dismissal case will generally depend on its complexity. Simple cases that are settled can be resolved in a few weeks to a couple of months, while cases that proceed to an Employment Tribunal hearing can take several months or even over a year.

At Harcourt Stirling Solicitors, we provide guidance on potential settlement options where appropriate and advise you on your rights throughout the process.

What will happen if my unfair dismissal claim is successful?

If your unfair dismissal claim is successful, the most likely outcome is compensation for financial losses.

In some cases, you may be re-instated in the role or a different role within the same organisation but both are uncommon.

How much compensation will I can get from an unfair dismissal claim?

If your unfair dismissal claim succeeds, the compensation can include a basic award and a compensatory award. New regulations have been in place since 6 April 2025:

  • The maximum basic award is £21,570.
  • The maximum compensatory award is £118,223 (or one year’s gross pay if that is lower).

Actual amounts depend on your length of service, age, salary, what you’ve lost, and how well you’ve mitigated your losses.

Can I negotiate a settlement instead of going to a tribunal?

Yes, you can. In fact, many unfair dismissal cases are resolved through a settlement agreement rather than going to a tribunal. A settlement agreement is a legally binding contract where you and your employer agree to end the dispute — usually in exchange for a financial payment and possibly other terms, such as a reference or confidentiality clause.

This approach can save time, stress, and legal costs, and gives you more control over the outcome. You’ll need to get independent legal advice (your employer often contributes to this cost) before signing, to make sure the terms are fair and valid.

If both sides can agree on suitable terms, you won’t need to go to court or a tribunal.

Can I bring my unfair dismissal case directly to court?

You cannot take an unfair dismissal case to a civil court — only the Employment Tribunal and, if necessary, the Employment Appeal Tribunal can deal with it.

If you cannot agree upon a settlement than the case must be escalated to the employment tribunal. The tribunal is the specialist body that deals with workplace disputes such as unfair dismissal, discrimination, and unpaid wages.

 

How does the free initial consultation work?

Harcourt Stirling Solicitors offers a free initial consultation to discuss your unfair dismissal case. The free initial consultation lasts 30 mins and is completely free.

It allows you to speak with an employment law specialist, learn about your options, and ask any questions you may have.

Harcourt Stirling Solicitors understand how difficult it can be to speak about sensitive and confidential employment matters during the normal working day – and so you can email us (or fill out the contact form) at anytime and we’ll do our best to respond to your enquiry.

How can I contact Harcourt Stirling Solicitors for advice on unfair dismissal?

You can give us a call at 020 3627 6074 from Monday to Friday 9:00 AM to 5:30 PM and one of our specialists will be happy to assist you.

Alternatively, you can fill out the contact form on our website and we’ll do our best to respond to your unfair dismissal enquiry as soon as we can.

Unfair dismissal claims usually need to be filed within three months of the dismissal date with the Employment Tribunal. So, it’s important to contact us as soon as possible about your claim.

What are your legal fees and do you offer "No Win, No Fee"?

We understand that cost is a major consideration. Each matter will be weighed on its merits to determine which fee structure to apply to the individual client.

After taking your instructions and assessing your case, we will agree on one of the following funding methods with you:

  • No Win, No Fee (CFA): for cases with strong merits, we may work under a Conditional Fee Agreement (CFA), meaning you do not pay legal fees unless your claim is successful.
  • Fixed Fee: for specific tasks, we can work on a fixed fee basis to be agreed on engagement.
  • Hourly Rates: for other matters, we apply our standard hourly rates as per our terms and conditions.

We will ensure you have a clear understanding of the applicable fees before we begin any work.

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