Dismissed without a clear explanation
You were told your employment was ending and are unsure whether the stated reason was lawful or justified.
Unfair dismissal solicitors · Employee advice
Unfair dismissal advice. A clear way forward.
Been dismissed, asked to leave or told your job may be at risk? Springhouse Solicitors can assess what happened, explain your legal options and advise whether an agreed resolution or a formal claim may be appropriate.
For employees in England and Wales. Our client care team can explain the next steps and likely fees; legal advice is provided by our solicitors.
- Specialist employment solicitors
- Resolution when possible
- Representation when needed
Request a callback
Tell us how we can contact you and what stage you are at. Our client care team will discuss the next step and likely costs.
Specialist employment solicitors
Advice focused on workplace disputes
Resolution when possible
Explore negotiation and Acas routes
Representation when needed
Pursue your claims at tribunal
When you may need advice
Not sure whether your dismissal was fair?
The reason given by your employer is only part of the picture. Your employment status, length of service, the procedure followed and the relevant dates can all affect your options.
A process that did not feel right
You had little warning, could not respond to concerns, or believe the disciplinary or appeal procedure was mishandled.
Dismissal linked to performance, misconduct or redundancy
You want to understand whether the decision and the steps leading to it were reasonable in your circumstances.
An exit is being discussed
Your employer has proposed an agreed departure or settlement, and you want to understand your position before deciding.
Not every dismissal is unfair. An employer may have a potentially fair reason for dismissal, but the overall circumstances and the procedure still matter. Your solicitor can explain the strengths, risks and practical options.
Options and routes
There may be more than one way forward.
Our approach begins with understanding the facts and your priorities, not assuming that every dispute should result in litigation.
Assess your legal position
Review the dismissal, relevant documents and chronology, assess whether you may have a claim, and discuss realistic outcomes and potential costs.
Explore an early resolution
Consider whether a direct negotiation, settlement agreement or Acas Early Conciliation may offer a suitable way to resolve matters.
Consider a tribunal claim
Where a negotiated outcome fails or is not suitable, we can advise on the applicable procedure and provide representation.
Important legal information
Timing can change your rights.
Different rules can apply depending on when your employment ended, your length of service and the nature of the claim. Do not rely on a general website deadline to calculate your own last day to act.
For most claims, you must notify Acas before applying to an Employment Tribunal. Timely notification can affect the claim deadline, but an internal appeal does not itself stop the clock.
From 1 October 2026 — Tribunal time limits
For most claims arising from events on or after 1 October 2026, the usual time limit is six months less one day. Many earlier events remain subject to a three-month limit. Exceptions apply.
Change due 1 January 2027 — Qualifying service
For ordinary unfair dismissal, the general qualifying period is currently two years. It is scheduled to reduce to six months for relevant dismissals from 1 January 2027. Some claims have no ordinary qualifying-service requirement.
These time limits and qualifying rules are general guidance only. The relevant dates, claim type, Acas process and exceptions must be checked for your particular circumstances.
Why Springhouse
Practical advice, not unnecessary conflict.
A workplace dismissal can affect more than your immediate employment. We focus on explaining the legal position and helping you make an informed decision about what to do next.
Specialist employment law advice
Advice for employees and senior staff dealing with dismissals, workplace disputes and negotiated departures.
An assessment grounded in the facts
Understand the potential strengths and limitations of your position, not just the outcome you hope for.
Options that reflect your priorities
Where appropriate, consider settlement and conciliation alongside the formal tribunal route.
What happens next
A straightforward starting point.
You do not have to know whether you have a claim before making an initial enquiry. We can explain the process and how to arrange suitable legal advice.
Get in touch
Call or request a callback. Tell our client care team briefly what happened and whether you have any important dates coming up.
Discuss the next step
Client care can explain the types of help available, how appointments work and the likely fees before you decide whether to proceed.
Receive tailored legal advice
If you instruct us, an employment solicitor can assess your circumstances and advise on resolution, deadlines or representation as appropriate.
Questions and answers
Questions worth asking early.
Dismissal disputes are fact-sensitive. These answers are general information, not advice on your particular situation.
Can I claim if I have worked there for less than two years?
Currently, ordinary unfair-dismissal claims usually require two years of qualifying employment. Certain automatically unfair reasons for dismissal and other claims, such as discrimination, can have different rules. From 1 January 2027, the ordinary qualifying period is scheduled to fall to six months for relevant dismissals. The date and facts matter.
Do I have to take my employer to a tribunal?
Not necessarily. Depending on the circumstances, early advice and negotiation, a settlement agreement or Acas Early Conciliation may help resolve the dispute. A tribunal claim may still be appropriate in some cases.
How long do I have to act?
For most tribunal claims connected with events on or after 1 October 2026, the usual period is six months less one day; many earlier events remain subject to three months less one day time limit. Some claims have different or exceptionally short deadlines. Acas notification and other factors can affect the calculation, so obtain individual advice promptly.
Can you help with an offered settlement agreement?
Yes. Springhouse advises employees on settlement agreements and can discuss whether reviewing or negotiating an offer is appropriate. The legal position and scope of advice will depend on your circumstances and the proposed terms.
What does an initial enquiry cost?
Our client care team can explain the enquiry process, likely legal fees and how to arrange an appointment. The client care team does not provide free legal advice, and no solicitor-client relationship begins merely by sending the callback form.
Understand where you stand before deciding what to do.
Whether you have been dismissed or are being asked to agree an exit, contact Springhouse Solicitors to discuss how you can obtain legal advice on your position and options.