Employee Rights Solicitors
Harcourt Stirling Solicitors provides expert legal support for employees navigating workplace rights and employment law issues.
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 employee rights matter?
Employees have a wide range of legal rights designed to ensure fair treatment, safe working conditions, and protection from unfair or unlawful practices at work. These rights apply throughout the employment relationship — from day-to-day workplace issues to more serious disputes that may arise if those rights are not respected.
Employee rights matters often begin as advisory issues, such as understanding your entitlement to flexible working, maternity or parental rights, or how a workplace policy should be applied. However, where an employer fails to act lawfully — for example, refusing a flexible working request without valid reasons, mishandling a grievance, or failing to honour pension or pay obligations — these matters can quickly develop into formal disputes or claims.
At Harcourt Stirling Solicitors, we provide clear, practical advice to help employees understand their rights, manage workplace issues proactively, and take decisive action where necessary. Based in Brentford, we bring decades of combined experience advising employees across England and Wales on a broad range of employee rights matters.
Our team combines in-depth legal knowledge with a solutions-focused approach, helping you make informed decisions, protect your position, and move forward with confidence — whether you are seeking guidance, raising concerns, or pursuing a formal claim.
- Transparent and trusted – We are proud to have earned positive client feedback on Google and Trustpilot, reflecting our professionalism, expertise, and responsive client service.
- Experienced team – Our solicitors advise on all aspects of employee rights, from advisory matters such as parental rights and flexible working, to disputes involving pay, pensions, grievances, whistleblowing, and contractual breaches.
- Strategic approach – We assess whether an issue can be resolved through advice, internal processes, or negotiation, and provide clear guidance where litigation or formal action may be required.
- Nationwide support – Based in Brentford, we assist employees across England and Wales and offer remote consultations for convenience and flexibility.
How Harcourt Stirling Solicitors supports your employee rights needs
At Harcourt Stirling Solicitors, we provide practical, strategic guidance to help you navigate workplace issues with clarity and confidence — whether you need general advice, support with a dispute, or, if necessary, representation in formal proceedings.
Our process:
- Free initial consultation – We start by understanding your situation, reviewing key facts, and identifying the legal issues involved. This gives you clear guidance on your position and potential options — whether that’s advisory support, internal resolution, or formal action.
- Case assessment and strategy – Our employee rights solicitors assess the strengths and risks of your case, outline your legal options, and provide a tailored plan based on your goals, whether that involves early advice, negotiation, risk management, or pursuing a claim.
- Progressive dispute resolution – If a dispute arises, we guide you through the available resolution routes in a structured way. Depending on your circumstances, these may include:
- Early Conciliation (ACAS) – Often the quickest and most cost-effective way to resolve disputes without escalation.
- Internal grievance or negotiation – Supporting you with discussions, formal letters, or settlement agreements to resolve matters fairly and efficiently.
- Employment Tribunal (for statutory claims like unfair dismissal) or Civil Courts (for high-value breach of contract claims) – Where formal action is necessary, we represent you, presenting evidence and arguments clearly while guiding you through the options and process
- Evidence gathering – We help you compile and review key documents, correspondence, contracts, policies, and performance records to strengthen your position, whether you are bringing a claim or responding to one.
- Representation and support – We act on your behalf in all communications, negotiations, or proceedings, keeping you informed and supported throughout.
- Resolution – Our goal is to help you achieve a fair and practical outcome, whether through advice, negotiation, or structured formal support. We focus on protecting your rights, managing risk, and giving you confidence at every stage.
By combining expert employment law knowledge with a structured, client-focused approach, our employee rights solicitors provide the guidance and representation you need to protect your workplace rights and resolve disputes effectively.
Speak to an employment law specialist today!
Book your free initial consultation to speak to an experienced employment law specialist.
What makes strong employee rights claims?
Successfully resolving workplace issues relies on being informed, organised, and having clear evidence to support your position. While every situation is unique, several factors typically strengthen an employee rights claim:
- Documented records – Keep copies of employment contracts, policies, emails, correspondence, meeting notes, performance reviews, or grievance submissions. Any records demonstrating your rights, entitlements, or how you were treated can be crucial.
- Detailed timeline of events – Note key dates, such as when issues occurred, when decisions were communicated, and how these events affected you. A clear chronology helps establish context and supports your claim.
- Understanding your rights – Familiarise yourself with relevant employment laws, workplace policies, or contractual entitlements. Knowing your protections helps form realistic expectations and informs your next steps.
- Prompt action – Acting quickly preserves evidence, protects your position, and can improve the likelihood of a successful resolution.
- Professional guidance – Expert legal advice helps you assess your situation, quantify losses, understand options, and develop an effective strategy for resolution.
Harcourt Stirling Solicitors can help you organise evidence, clarify your rights, and take practical steps to address workplace disputes. Whether through advice, negotiation, or formal proceedings, we provide structured support to protect your position and achieve a fair outcome.
Protecting your employee rights at work - How our solicitors can help you
Workplace issues can be stressful and uncertain, but understanding your rights and options is the first step in protecting yourself, your career, and your wellbeing. Depending on the circumstances, you may be entitled to a range of remedies or protections.
Employees may have rights to:
- Fair treatment and consultation – Ensuring your employer follows proper procedures, applies objective criteria, and engages with you in line with employment law and workplace policies.
- Pay, benefits, and contractual entitlements – Claiming unpaid wages, bonuses, or other contractual rights if your employer has failed to meet their obligations.
- Flexible working and parental rights – Requesting adjustments to your work patterns or parental entitlements in accordance with statutory protections.
- Health, safety, and whistleblowing protections – Raising concerns about unsafe practices, breaches of regulations, or reporting wrongdoing without fear of detriment.
- Challenging unlawful treatment – Taking action if you have been discriminated against, harassed, or dismissed in breach of employment law.
Our employee rights solicitors support you at every stage of the process. Whether negotiating a fair resolution, reviewing contractual or statutory entitlements, or representing you in formal proceedings such as ACAS Early Conciliation or an Employment Tribunal, we provide expert guidance tailored to your situation.
Contact us for a free consultation, and we’ll explain the next steps to protect your rights, workplace position, and professional wellbeing.
Speak to an employment law specialist today!
Book your free initial consultation to speak to an experienced employment law specialist.
How to start your employee rights case with Harcourt Stirling Solicitors
Addressing workplace issues can feel daunting, but having the right guidance from the outset makes all the difference.
At Harcourt Stirling Solicitors, we provide employees with clear, practical advice and support to help you understand your rights, explore your options, and take informed steps — whether your concern involves pay, conditions, workplace treatment, or contractual entitlements.
- Contact us – Get in touch by phone, email, or via our online enquiry form to discuss your situation with an experienced employment law specialist. This initial consultation is free and without obligation, giving you clarity on your position and potential options.
- Prepare your case – Should you wish to proceed, we guide you in gathering all relevant documents, such as employment contracts, correspondence, policies, payslips, or any notes relating to your issue. At the same time, we carry out standard legal checks (KYC/AML) to verify identity and authority where required. Preparing this information ensures we can assess your case thoroughly and provide tailored advice.
- Case assessment and strategy – Once your documents are reviewed, our solicitors evaluate the key issues, explain your legal rights and obligations, and outline the most suitable course of action — whether that’s negotiation, internal resolution, settlement, or formal proceedings such as ACAS Early Conciliation or an Employment Tribunal claim.
- Take action – After agreeing on the approach, we support you throughout the process, representing your interests in discussions, negotiations, or proceedings, and keeping you informed at every stage.
Harcourt Stirling Solicitors is committed to helping employees protect their workplace rights and resolve matters efficiently, strategically, and with confidence.
Our employee rights specialists
Employee rights matters we specialise in
Selected employee rights resources
Selected employee rights case studies
Speak to an employment law specialist today!
Book your free initial consultation to speak to an experienced employment law specialist.
Frequently Asked Employee Rights Questions
What are employee rights?
Employee rights are the statutory and contractual protections guaranteed to individuals under UK employment law. These cover everything from fair pay and safety to protection against unfair dismissal.
The exact rights that apply can vary depending on several factors, including your employment status, length of service, and the terms of your employment contract.
ACAS says that those with an “employee” employment status have:
- more employment rights than workers or self-employed people
- more obligations towards their employer
Understanding your employment status — and the rights that flow from it — is often the first step in addressing a workplace issue or deciding whether legal action is needed.
What employee rights do I have?
Whilst it’s hard to ascertain all of the rights someone has without knowing their situation, anyone with the “employee” status is entitled to:
- a written statement of employment particulars outlining their job rights and responsibilities
- being paid minimum wage
- paid holidays
- payslips
- protection for whistleblowing at work
- protection against discrimination
- protection from less favourable treatment for working part time
- make statutory flexible working requests twice over any 12-month period
There are also more rights that employees obtain as they work longer (such as redundancy pay after 2 years’ continuous service, if their role becomes redundant).
How do I know if my workplace issue is a breach of my employee rights?
A breach of your employee rights may occur where an employer fails to comply with employment law, the terms of your employment contract, or internal workplace policies in a way that affects your pay, working conditions, treatment, or statutory protections.
Common examples of potential breaches include:
- Unpaid or underpaid wages, bonuses, or commission
- Flexible working requests being refused without proper consideration or a valid business reason
- Workplace harassment, bullying, or discrimination — including a failure to investigate or respond appropriately
- Failure to follow grievance or disciplinary procedures correctly
- Breaches of parental rights, health and safety obligations, or data protection responsibilities
If you suspect your rights may have been breached, it is important to document what has happened, keep copies of relevant correspondence and policies, and seek advice at an early stage.
Our lawyers for employee rights can review your situation, explain your legal protections, and outline your options — from informal resolution and internal procedures through to formal legal action where appropriate.
What can an employee rights solicitor help me with?
An employee rights solicitor can provide support in a wide range of workplace matters, whether you are seeking general advice or considering a formal claim.
They can help you:
- Understand your rights – Clarifying what protections and entitlements you have under employment law, your contract, and company policies.
- Assess your situation – Reviewing the facts, documents, and evidence to determine whether your rights may have been breached.
- Explore options – Advising on informal resolution, negotiation with your employer, internal grievance procedures, or pursuing formal claims through ACAS Early Conciliation or an Employment Tribunal.
- Take action – Drafting letters, negotiating settlements, or representing you in tribunal or court proceedings if necessary.
- Protect your position – Helping to protect your reputation and legal rights throughout the process.
Even if you are unsure whether a claim is appropriate, speaking to an employee rights solicitor can provide clarity, guidance, and confidence on the next steps.
How long do I have to bring an employee rights claim?
The time limits for bringing an employee rights claim in the UK vary depending on the type of issue, but acting promptly is crucial to protect your rights.
Typical time limits include:
- Unpaid wages or bonus claims: Usually 3 months less one day from the date the payment was due.
- Harassment claims: Typically 3 months less one day from the date of the last incident (if it is part of a continuing series of acts), or the specific incident complained of.
- Whistleblowing claims: Generally 3 months less one day from the date of any detriment or dismissal.
- Other breaches of contract or statutory rights: Time limits vary depending on the claim and whether it is pursued through an Employment Tribunal (for statutory claims like unfair dismissal) or civil courts (for high-value breach of contract claims).
Many employee rights claims require initiating ACAS Early Conciliation before submitting a tribunal claim. Starting Early Conciliation within the statutory deadlines can pause or extend time limits, but it is important to act quickly to avoid losing your right to bring a claim.
Harcourt Stirling Solicitors can help you confirm the relevant deadlines for your situation, guide you through Early Conciliation, and assist you with your claim.
What evidence do I need to support an employee rights claim?
Gathering clear, well-organised evidence is essential when raising or pursuing an employee rights issue — whether it relates to pay, working conditions, workplace treatment, or other matters.
The specific evidence required will depend on the nature of the issue, but commonly includes:
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Employment contracts and workplace policies: Copies of your employment contract, bonus or commission schemes, or whistleblowing procedures (amongst other aspects) that set out your rights and entitlements.
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Correspondence and communications: Emails, messages, or letters between you and your employer relating to the issue — such as discussions about unpaid wages or bonuses, changes to terms after a TUPE transfer, concerns raised under workplace bullying, or queries about pension contributions.
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Records of key events or decisions: Notes or timelines setting out what happened, when, where, and who was involved or witnessed the events. This is particularly important where treatment, procedural fairness, or detriment is in dispute.
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Financial and benefits records: Payslips, bank statements, commission reports, pension contribution statements, or benefit records to demonstrate pay shortfalls, unlawful deductions, or changes to remuneration or benefits.
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Internal process documentation: Copies of grievances, whistleblowing disclosures, consultation documents, meeting notes, or written responses from your employer.
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Impact evidence (where relevant): Medical notes, occupational health reports, or records showing how the issue has affected your wellbeing, role, or working conditions, particularly in cases involving stress, detriment, or unfair treatment.
Keeping evidence in chronological order and retaining copies early can significantly strengthen your position and reduce disputes about the facts.
An employee rights solicitor can review your documents, identify what evidence is most relevant, and advise on the ideal course of action — whether that is informal resolution, negotiation, or formal legal proceedings where appropriate.
Can I resolve workplace issues without going to an Employment Tribunal?
Yes — in fact, resolving workplace issues outside a tribunal is strongly encouraged and, in many cases, a necessary step before a formal claim can be made. Most disputes can be settled through informal resolution or negotiation, which is often quicker, less stressful, and more cost-effective than formal proceedings.
Common approaches include:
- Internal grievance procedures – Employers are legally required to consider grievances raised by employees. This is often the first step in resolving pay, conditions, or treatment issues.
- Informal discussions or negotiation – Raising concerns directly with your manager or HR can sometimes resolve the issue without escalation.
- ACAS Early Conciliation – A free, structured process designed to help employees and employers reach a resolution before a tribunal claim. Participation is legally required before most Employment Tribunal claims and can often result in a settlement.
- Settlement agreements – Confidential agreements negotiated between you and your employer to resolve a dispute while protecting your rights, often including compensation or other agreed terms.
While formal Employment Tribunal proceedings remain an option if these steps do not resolve the issue, starting with internal or alternative resolution can protect your professional relationships, achieve a quicker outcome, and preserve your rights.
Harcourt Stirling Solicitors can guide you through all these options, advise on the most suitable route for your situation, and act towards your best interests.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss employee rights. The initial consultation lasts up to 30 minutes.
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 employee rights?
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 employee rights enquiry as soon as we can.
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.