Dismissal and Redundancy Solicitors for Employees
Specialist dismissal and redundancy lawyers in London and the South East – helping employees protect their rights and move forward on fair terms.
Facing dismissal or redundancy? Get expert legal advice to protect your rights.
Being told your job is ending can be overwhelming.
Whether its’ framed as redundancy, dismissal or a proposed agreement, the pressure to respond quickly – and without all the facts – can leave you feeling powerless and unsure of your rights.
You may have been called into a meeting without warning. You may have been told your role is ‘at risk’ or handed a settlement agreement on the spot.
Whatever the scenario, you don’t have to face it alone – and you don’t have to make decisions without understanding your rights.
At Thomas Mansfield Solicitors, we help employees and senior executives navigate dismissal and redundancy with confidence. Whether you’re seeking better terms, challenging an unfair decision or planning your next step, we’ll support you with strategic advice and expert legal representation.
We’re recognised by The Legal 500, accredited by Lexcel for client care, and members of the Employment Lawyers Association. Clients trust us to guide them through even the most sensitive and challenging employment matters.
With flexible appointments in London and the South East – and remote consultations wherever you are – support is never far away.
Call our employment law team on 0204 571 1443 or
Know your rights when your employment is at risk.
If your employer is ending your employment, or starting discussions about doing so, they must follow the correct process. But many situations begin informally, through ‘off the record’ conversations or surprise proposals to exit on agreed terms. These often fall into one of two legal categories:
- Protected conversations – These are used to explore ending your employment through mutual agreement, usually with a settlement offer. If handled properly, they can’t be referred to in a future unfair dismissal claim.
- Without prejudice discussions – These apply only where there’s already a legal dispute. They are confidential and generally cannot be used as evidence in court.
If you’ve been invited to one of these conversations – or simply handed a settlement agreement – it’s important to get legal advice before responding.
We advise clients every day on how to approach these discussions, what the legal implications are and how to negotiate stronger, fairer outcomes. We also support employees through the full range of dismissal and redundancy situations, including:
- Redundancy – Whether the process is genuine or flawed.
- Unfair dismissal – Where the reason, handling or outcome is unlawful.
- Constructive dismissal – When you’ve resigned due to your employer’s behaviour.
- Wrongful dismissal – Where notice periods or pay entitlements have been breached.
- Settlement agreements – When you’re asked to waive claims in return for compensation.
Whatever your situation, our termination and redundancy solicitors will help you assess your options, protect your position and take the right next step.
Meet our employment law partners
Why employees choose Thomas Mansfield Solicitors.
We’re specialist employment lawyers, helping individuals protect their rights and move forward after dismissal or redundancy.
- Experts in employment law – Our team is ranked in The Legal 500, accredited by Lexcel for excellence in client care and active members of the Employment Lawyers Association.
- On your side from day one – Whether you want to stay, settle or challenge what’s happened, we’ll support you with practical legal advice tailored to your goals.
- Rated and recommended – Our clients value our experience, responsiveness and ability to achieve positive results, even in difficult situations.
- Flexible and accessible – Offices across London and the South East, with remote consultations available wherever you are.
Call our employment law team on 020 4579 5997 or
Facing dismissal or redundancy? Speak to an employment solicitor today.
Whether you’ve just been told your role is at risk or you’re considering a settlement offer, early advice makes a real difference.
Frequently asked questions
Can I challenge a redundancy decision?
Yes, if the process was unfair or the reason doesn’t seem genuine. Employers must consult properly, use fair selection criteria and explore alternatives before confirming redundancy. If you’ve been selected without explanation or overlooked for alternative roles, that may raise legal concerns. You may also be able to claim unfair dismissal if your redundancy is a cover for something else, such as performance concerns. Our employee solicitors review your situation, check whether the redundancy process has been followed correctly, and advise on the best course of action.
What if I think my redundancy is really about something else – like performance or discrimination?
If you're being made redundant but something doesn’t feel right - for example, your role still exists, no one else is affected, or there have been recent issues around performance or conduct - it may be worth exploring whether redundancy was the true reason. Employers must follow a fair and genuine process, with a legitimate business reason for redundancy. If the real motive was something else, such as discrimination or avoiding proper procedures, you may have a claim. Your redundancy solicitor will help you review what’s happened and take steps to protect your position.
What redundancy pay am I entitled to?
If you’ve been made redundant and have at least two years’ continuous service, you’re usually entitled to statutory redundancy pay. This is based on your age, length of service (up to 20 years), and weekly gross pay (subject to a legal cap). Some employers offer enhanced redundancy pay, depending on your contract or workplace policy. You may also be entitled to notice pay, accrued but untaken holiday pay and other contractual benefits. Want to see what you could be owed? Use our redundancy pay calculator to get a quick estimate - or speak to us for tailored advice.
I’ve been offered a settlement agreement – should I sign it?
You must get independent legal advice before signing a settlement agreement for it to be valid. It’s a legal requirement, not just a recommendation. These agreements usually involve giving up your right to bring a claim, so it’s vital to understand what you’re agreeing to. We’ll explain the terms clearly, check whether the offer is fair, and negotiate improvements if needed. In most cases, your employer will contribute towards your legal fees - so getting advice from a specialist won’t usually cost you anything.
I’ve been invited to a meeting without warning – what should I do?
It’s common for employers to call sudden meetings, especially when discussing settlements or redundancy. Stay calm, attend the meeting, but don’t feel pressured to make any immediate decisions. Take notes if you can and ask for any documents and a summary of the conversation in writing. You’re entitled to ask for time to consider anything you're presented with. If you’re being asked to accept changes, resign, or sign anything - particularly a settlement agreement - get legal advice straight away. We’ll help you understand what’s happening and how to protect your position.
How do I know if I’ve been unfairly dismissed?
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.
Can my employer ask to speak off the record?
Yes - and it often happens through what’s known as a protected conversation or a without prejudice conversation. These are designed to let your employer speak frankly about ending your employment, usually by offering a settlement agreement. What’s said may be kept confidential and not used later in legal proceedings - but only in certain circumstances. It’s important to understand the difference between the two and whether the conversation has legal protection. We’ll advise you on your rights, what’s fair, and how best to respond. Don’t feel pressured to agree to anything on the spot, but it is usually worth hearing what your employers has to say if they ask for an off the record conversation.
Contact us
Contacting the right person couldn’t be easier. Use our form or call us to speak to an experienced employment solicitor in confidence.
Please note we do not offer legal aid or no win no fee agreements.