Employment Solicitors for Employees

Yes - early legal advice for employees can often prevent issues from escalating into formal disputes. Our employee solicitors can help you raise concerns constructively, respond to disciplinary action, negotiate settlements or push for internal resolution. In many cases, this avoids the stress and cost of a tribunal. If legal action does become necessary, we’ll make sure you’re fully prepared and supported every step of the way.

We understand that cost is a key consideration when seeking legal advice. We’re always upfront about fees, and we’ll explain the likely costs before any work begins. For straightforward matters like settlement agreements, our employee solicitors often offer fixed fees - which your employer may cover. For more complex issues, such as disputes or tribunal claims, we’ll discuss hourly rates or alternative funding options. Our aim is to give you clarity, not surprises. You can find more information on how we price our employment law services on our pricing page.

Restrictive covenants, also know as non-compete or post-termination clauses, are terms in your contract that may prevent you from working for a competitor, contacting former clients, or sharing confidential information after your employment ends. Not all restrictions are enforceable - they must be reasonable in scope and duration. We’ll review your contract, explain your obligations, and advise on whether the covenants are likely to be enforced. If needed, your employment lawyer can help you challenge or negotiate them to protect your future opportunities.

Yes. You are legally required to take independent legal advice before signing a settlement agreement - and that advice should come from a solicitor who specialises in employment law. Settlement agreements often contain complex terms about compensation, notice pay, references, confidentiality and post-employment restrictions. Our employment lawyers will review the agreement in full, explain the legal and financial implications, and make sure you're not waiving important rights without fair compensation. If the terms are unclear, too restrictive, or simply not good enough, we’ll negotiate on your behalf to improve them. Many of our clients come to us unsure about what’s fair - we give you clarity, protect your interests and help you leave on the right terms, with confidence in the agreement you've signed.

Absolutely. We regularly act for employees and senior professionals in disputes over unpaid or withheld bonuses, commissions, share options, and long-term incentive plans (LTIPs). Whether your employer is refusing payment, has changed the bonus scheme, or you're leaving the business partway through a performance period, our employee solicitors will assess the terms of your contract and help you recover what you’re entitled to - through negotiation or legal proceedings if necessary.

A grievance is usually a complaint about how you personally have been treated. Whistleblowing involves raising concerns about wrongdoing that affects others or the wider organisation - such as fraud, health and safety breaches or legal violations. Both processes are protected by law, but they involve different procedures and risks. If you're unsure which applies, we’ll help you navigate it properly.

Discrimination at work happens when you’re treated unfairly because of a protected characteristic, like your race, sex, disability or age. It might be obvious - like offensive comments or a demotion - or more subtle, like being excluded, overlooked or held to different standards. It can also include indirect discrimination, where a policy disadvantages people like you. If you're unsure whether your situation qualifies, speak to us - we’ll help you make sense of it.

You may have been unfairly dismissed if your employer didn’t have a valid reason or failed to follow a fair procedure. Common examples include being dismissed without warning, without a proper investigation, or because of something discriminatory or retaliatory. You usually need at least two years’ service to bring an unfair dismissal claim, although there are exceptions. We’ll review your case, explain your rights and help you decide whether to challenge the dismissal or explore a negotiated outcome instead.