Employee Rights & Unfair Dismissal

Expert Employment Solicitors for Unfair Dismissal & Employee Rights

Stone house covered in red autumn ivy, green door

200+ Consultants

Across England & Wales

170+ 5 Star Reviews on TrustPilot

Employee Rights at Woodstock Legal Services


Knowing your rights at work matters, especially when something has gone wrong. You might be facing a dismissal, a disciplinary or grievance process, redundancy, or concerns about how you’re being treated. In any of these situations, clear legal advice can make all the difference. Woodstock Legal Services advises employees across England and Wales on their rights at work.


Our employment lawyers advise on unfair dismissal, constructive dismissal, discrimination, harassment and victimisation, whistleblowing, redundancy, disciplinary and grievance procedures, and breaches of employment contracts, including unpaid wages, holiday pay and notice pay.


You’ll work directly with an experienced lawyer who listens to your situation, explains where you stand in plain English and gives you a realistic view of your options from the outset, so you can decide on the best way forward.


Unfair & Constructive Dismissal


A dismissal may be unfair if your employer didn’t have a fair reason or didn’t follow a fair process. Sometimes an employer’s conduct is so serious that you feel you have no choice but to resign. This is known as constructive dismissal, and it can also give rise to a claim.


Our employment lawyers review the circumstances of your dismissal or resignation, including any contracts, policies, correspondence and meeting notes. We assess the strength of your position, advise on whether you have a claim, and explain the options available to you, from negotiating with your employer to bringing a tribunal claim.


Strict time limits apply to dismissal claims, so it’s important to get advice as early as possible, ideally before you resign or take any other action.


Discrimination & Whistleblowing


Everyone has the right to be treated fairly at work. Under the Equality Act 2010, it’s unlawful to treat someone less favourably because of a protected characteristic, such as age, disability, race, religion or belief, sex, sexual orientation, or pregnancy and maternity. Workers who raise genuine concerns about wrongdoing are also protected by whistleblowing law.


Our lawyers advise on direct and indirect discrimination, harassment, victimisation, failure to make reasonable adjustments, and detriment or dismissal for whistleblowing. We help you gather the right evidence, raise concerns through the proper channels and pursue a claim where appropriate.


These situations can be distressing, so we’ll handle your matter sensitively and confidentially, and make sure you understand your rights at every stage.

Get in Touch With Our Employment Law Team

Brief Us Now

Or call us today on 0330 088 5792 or send us an email

Employee Rights & Unfair Dismissal FAQs

  • What counts as unfair dismissal?

    A dismissal may be unfair if your employer didn’t have a fair reason, such as conduct, capability or redundancy, or didn’t follow a fair procedure. Some dismissals are automatically unfair, for example those linked to pregnancy or whistleblowing. Most other unfair dismissal claims currently require a minimum period of employment, though the Employment Rights Act 2025 is changing the rules. We’ll advise you on whether you’re eligible to claim.

  • What is constructive dismissal?

    Constructive dismissal happens when your employer seriously breaches your employment contract, leaving you with little choice but to resign. Examples include cutting your pay without agreement, serious bullying or a sudden change to your role. These claims can be difficult to prove, so it’s important to get advice before you resign.

  • Am I protected against discrimination at work?

    Yes. The Equality Act 2010 protects employees, and in many cases job applicants and workers, from discrimination based on nine protected characteristics. Protection covers recruitment, pay, promotion, training, dismissal and treatment at work generally. If you think you’ve been treated unfairly, we can review your situation and explain your options.

  • Was my redundancy fair?

    For a redundancy to be fair, there must be a genuine redundancy situation, and your employer must follow a fair process. This usually includes consultation, fair selection criteria and considering suitable alternative roles. If you have concerns about how you were selected or how the process was handled, we can review it and advise on whether you have a claim.

  • How long do I have to bring a claim?

    Employment claims are subject to strict time limits. These are usually short and run from the date of dismissal or the act you’re complaining about. You’ll normally also need to contact ACAS for early conciliation before you can bring a tribunal claim. The time limits are changing under the Employment Rights Act 2025, so speak to us as soon as possible to protect your position.

Why Choose Woodstock Legal Services?

Low Caseloads: Your Matter Gets Time

As consultants, our conveyancers manage their own caseloads and only work for a handful of clients at any one time. That gives your purchase or sale the time, care and attention it deserves, from first call to completion.

Proactive Updates: No Chasing

Our consultancy model means you deal directly with your lawyer, not a call centre or a rotating team. They keep you informed at every stage and are on hand to answer your questions, so you’ll never need to chase.

Honest, Practical Advice

We give you a realistic view of your position from the outset, including the strengths and risks of your case, so you can make informed decisions with confidence.