Wrongful Dismissal Solicitors
Harcourt Stirling Solicitors provides expert legal support for employees facing wrongful dismissal.
You don’t have to face this alone—start with a straightforward, free initial consultation with an employment law specialist to understand your options.
Why choose Harcourt Stirling Solicitors for your wrongful dismissal matter?
Navigating a claim for wrongful dismissal 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 wrongful dismissal claims under UK employment law, helping employees who have been terminated in breach of their contract. If your employer has dismissed you without giving the proper notice or failed to provide pay in lieu of notice, Harcourt Stirling Solicitors can guide you through your options and protect your contractual rights.
Whether your case is straightforward or involves a complex contract dispute, we can advise on the appropriate route to recover what you are owed — either through an employment tribunal or the civil courts. We carefully review your contract, assess the breach, and calculate any financial losses, so your claim is presented effectively.
At Harcourt Stirling Solicitors, we are committed to holding employers accountable and securing the compensation you are legally entitled to, whether by negotiation, tribunal, or court proceedings.
- Transparent and Trusted: Harcourt Stirling 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 wrongful termination.
- Strategic Approach: We help determine whether negotiation, mediation or formal proceedings are most appropriate, creating a strategy that aligns with your objectives and minimises disruption.
- Location: No matter where you are in the UK, our wrongful dismissal solicitors are happy to help.
How Harcourt Stirling Solicitors handles your wrongful dismissal matter
At Harcourt Stirling Solicitors, we handle wrongful dismissal claims with a focus on protecting your contractual 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 or civil courts.
Our process:
- Free initial consultation – We review your employment contract and listen to your circumstances 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. We will usually 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 (Compromise Agreements) – Flexible, confidential solutions that allow you to secure compensation without litigation.
- Litigation – If necessary, we represent you in the Employment Tribunal or civil courts (High or County Court depending on claim value). While you ultimately decide how to proceed, we may advise against skipping steps if it would weaken your case or expose it to unnecessary risk.
- Evidence gathering – We help collect documentation, correspondence, and witness statements to support your case, no matter which route you take, whether negotiation, settlement, or litigation.
- Representation and support – We act on your behalf in discussions with your employer, tribunal hearings, or court proceedings, keeping you informed at every stage.
- Resolution – We aim to secure the remedies you are entitled to, including pay in lieu of notice, other financial losses, or negotiated settlements.
Harcourt Stirling Solicitors combines specialist legal expertise with a practical, step-by-step approach to dispute resolution, helping you make informed decisions throughout your claim.
Speak to an employment law specialist today!
What makes a strong wrongful dismissal case?
Not every termination qualifies as wrongful, so it’s important to understand what can make a case strong. Our wrongful dismissal lawyers carefully assess each situation to identify the key factors that may support your claim. A strong wrongful termination case often includes:
- Breach of contract: Your employer failed to follow the terms of your employment contract, including notice periods or agreed procedures.
- Documented evidence: Written communications, performance reviews, witness statements, and other records that support your claim.
- Prompt action: Early reporting of issues and timely legal consultation can strengthen your case.
Time limits to bring a claim
It’s crucial to act quickly, as there are strict deadlines for bringing a case. Wrongful dismissal claims must usually be filed within three months from the termination date to the Employment Tribunal. If you pursue your claim through the civil courts as a breach of contract matter, you generally have up to six years to bring a claim (three years in Scotland). Acting promptly ensures your evidence remains strong and your rights are protected.
Employer size considerations
The size of your employer can influence the strength of your claim. Larger employers often have clear, documented policies, making it easier to demonstrate breaches.
Your rights and options after a wrongful termination — and how our lawyers can help you
A wrongful dismissal can leave you uncertain about your immediate and long-term future. Understanding your rights is the first step towards protecting them.
If your employer has wrongfully terminated your employment, you may have the right to:
- Claim compensation for lost earnings, benefits, and other financial losses.
- Seek reinstatement to your former position, where appropriate.
- Negotiate a settlement that recognises your losses and allows you to move forward on fair terms.
- Challenge the dismissal if your employer breached your contract or acted unlawfully.
As detailed in the next section, we guide you through consultations, evidence preparation, and the progressive dispute resolution process.
Our wrongful dismissal solicitors help you understand your rights, assess your options, and take informed steps toward resolving your case fairly and efficiently.
Speak to an employment law specialist today!
How to start your wrongful dismissal case with Harcourt Stirling Solicitors
Taking action after a wrongful dismissal can feel overwhelming, but starting your case 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. During this initial consultation, you can outline your situation, ask questions, and receive an informed view of your case — all with no obligation to proceed.
- Prepare your case – Should you wish to pursue your claim, we’ll guide you on gathering all relevant documents, including your employment contract, termination letter, emails, and any supporting correspondence. At the same time, we’ll complete standard legal checks to verify your identity (KYC/AML), which includes providing ID and proof of address. Preparing this information at this stage ensures we can assess your case thoroughly and provide tailored advice.
- Case assessment – With your documents ready, our wrongful dismissal solicitors reviews the details of your case, checking the strength of your claim and identifying any key issues.
- Strategy discussion – We explain your rights, options, and potential outcomes, and outline the most appropriate approach for your situation — whether negotiating a settlement, pursuing mediation, or initiating formal proceedings.
- Take action – Once you’re ready, we guide you through the process, representing your interests every step of the way to secure the remedies you are entitled to.
Our wrongful dismissal specialists
Wrongful dismissal matters we specialise in
Selected wrongful dismissal resources
Selected wrongful dismissal case studies
Speak to an employment law specialist today!
Frequently Asked Wrongful Dismissal Questions
What is considered a wrongful dismissal?
Wrongful dismissal occurs when your employer breaches your employment contract — for example, by dismissing you without giving the notice period required under your contract or failing to follow contractual dismissal procedures.
At Harcourt Stirling Solicitors, we review your contract and the circumstances of your dismissal to determine whether you have a claim and advise on the best course of action.
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 wrongfully dismissed from my job?
You may have a wrongful dismissal claim if your employer has dismissed you in breach of your employment contract. Common indicators include:
- Being terminated without the required notice period.
- Failure to follow contractual dismissal procedures.
- Being denied contractual benefits or pay you are entitled to.
Our wrongful dismissal lawyers can review your contract, assess the circumstances of your dismissal, and advise whether you have a valid claim for wrongful termination.
Do I need a minimum length of service to claim wrongful dismissal?
No. There is no minimum length of service required to bring a wrongful dismissal claim.
Because wrongful dismissal is based on a breach of contract rather than employment legislation, you can make a claim from the very start of your employment if your employer has failed to give you the notice or pay you are contractually entitled to.
What if I’m on a fixed-term contract and it’s ended early?
Yes, if your fixed-term contract is ended before the agreed date without a valid reason (or without following the proper contractual process), this may constitute wrongful dismissal.
Employers cannot simply terminate a fixed-term contract early unless there is such a clause included or you have breached its terms.
In this case, you may be entitled to compensation, such as pay for the remainder of the contract or notice pay, depending on the circumstances.
Please get in touch with our wrongful dismissal solicitors and we can discuss this matter with you further through a free initial consultation.
What evidence do I need to support a wrongful dismissal claim?
To build a strong wrongful termination case, you need evidence showing that your dismissal breached your contract or employment law. Key types of evidence include:
- Employment contract and company policies: Documents outlining your rights, notice periods, and procedures.
- Termination letters and correspondence: Emails, letters, or messages from your employer related to your dismissal.
- Performance records: Reviews, appraisals, or disciplinary records that may support your case.
- Witness statements: Colleagues who can confirm unfair treatment or procedural breaches.
- Notes of meetings: Records of discussions or warnings prior to dismissal.
Harcourt Stirling Solicitors’ employment lawyers can help you gather and review evidence, ensuring your claim is as strong as possible.
Do I need a lawyer to file a wrongful dismissal claim?
You are not legally required to have a lawyer to file a wrongful dismissal claim, but having expert legal guidance significantly improves your chances of success.
Employment law can be complex, and claims often involve interpreting contracts, understanding procedural requirements, and gathering strong evidence.
Skilled employment lawyers with experience, like those at Harcourt Stirling Solicitors, can:
- Assess whether you have a valid claim.
- Advise on strategy, whether negotiation, mediation, or tribunal proceedings.
- Help collect and organise the evidence needed to support your case.
- Represent you in discussions with your employer or at a tribunal.
Working with professional legal support helps you understand your rights, navigate the process effectively, and make informed decisions at each stage of your case.
How long do I have to make a claim for wrongful dismissal?
If you’re claiming wrongful dismissal, the time limit depends on how you pursue your case:
- Through an Employment Tribunal: You must start the Acas Early Conciliation process within 3 months minus one day from your effective date of termination.
- Through the civil courts (breach of contract): You generally have up to six years from the date the contract was breached to bring a claim in England & Wales.
Harcourt Stirling Solicitors can guide you on the correct process and deadlines to ensure your claim is made on time.
How long does a typical wrongful dismissal case take?
The duration of a wrongful dismissal case can vary depending on its complexity, the evidence involved, and whether the matter is resolved through negotiation or requires an employment tribunal.
- Negotiation or settlement: Some cases can be resolved in a few weeks to a few months if both parties are willing to reach an agreement.
- Employment tribunal: If the case proceeds to a tribunal, it may take several months from filing the claim to the final hearing.
At Harcourt Stirling Solicitors, we aim to handle your case efficiently while protecting your rights. Our employment lawyers provide realistic timelines, keep you informed at every stage, and work diligently to achieve the best possible outcome.
What will happen if my wrongful dismissal claim is successful?
If your wrongful dismissal claim is successful, the employment tribunal may offer you any of the following options:
- Compensation: The likeliest outcome in most cases, usually made up of a basic package and a compensatory package
- Re-engagement: Returning to the employer in a different role or under different terms (very unlikely).
- Re-instatement: Returning to the exact same job with the same employer under the same terms (rare).
How much compensation could I receive from a wrongful dismissal claim?
The amount of compensation you are entitled to receive for a wrongful dismissal claim varies depending on your situation and how the case progresses.
If your case goes to a tribunal and they agree with your claim, you may be awarded compensation up to £25,000. Note that this compensation can only be for financial loss (for example, non-payment of wages).
However, if your claim is brought in the civil courts, there is no upper limit on the amount that can be awarded.
At Harcourt Stirling Solicitors, we’ll assess your contract, calculate your losses accurately, and advise you on whether your case should be pursued in the tribunal or civil courts depending on the value of your claim.
Can I negotiate a settlement instead of going to court or tribunal?
Yes. In fact, settlement agreements are often the preferred way to resolve wrongful dismissal claims. They allow you to reach a confidential, mutually agreed resolution without the stress, cost, or delay of formal proceedings.
At Harcourt Stirling Solicitors, we aim to settle matters early where it’s in your best interests. Our lawyers negotiate firmly on your behalf to secure fair compensation and terms that protect your reputation and future employment prospects.
If settlement isn’t possible, we’re fully prepared to represent you before the Employment Tribunal or civil courts — but in most cases, an early negotiated outcome provides the quickest and most effective resolution.
Can I bring my wrongful dismissal case directly to court?
Legally, you can choose to take your case directly to court. However, we usually advise against doing so from the outset. Courts and tribunals expect parties to attempt resolution through Early Conciliation (ACAS) or a Settlement Agreement first. Skipping these steps can be more costly, time-consuming, and may weaken your case if it later proceeds to a tribunal or court.
Our structured, progressive approach is designed to give your claim the best chance of success, but ultimately, the choice is yours — we will advise you on the potential risks and benefits of each option before proceeding.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss your wrongful dismissal case. The free initial consultation lasts up to 30 mins and is completely free.
It allows you to speak with an employment law specialist to 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 wrongful 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 solicitors 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 wrongful dismissal enquiry as soon as we can.
Wrongful dismissal claims must usually be filed within three months from the termination date to 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.