Employment law for employees covers the legal rights and protections people have at work.

It can include advice about dismissal, redundancy, settlement agreements, discrimination, disciplinary action, grievances, whistleblowing, sickness absence, bullying and harassment, contractual disputes and Employment Tribunal claims.

An employment law solicitor can explain your rights, assess what has happened, review documents and evidence, negotiate with your employer and represent you where formal legal proceedings become necessary.

You should consider speaking to an employment law solicitor when a workplace issue begins affecting your job, income, reputation, health or legal rights.

Advice can be particularly important if you have received a settlement agreement, are facing disciplinary or capability proceedings, have been selected for redundancy, believe you are being discriminated against, are considering raising a grievance, think you are being managed out, have been dismissed or are considering resigning because of your employer’s conduct.

Employment Tribunal claims can also involve strict time limits, so legal advice should be taken promptly where a claim may need to be considered.

Yes. For a settlement agreement to be legally valid, you must receive advice from an appropriate independent adviser about the terms of the agreement and how signing it affects your ability to bring legal claims.

That advice should go further than simply telling you where to sign. Your solicitor should explain what you are giving up, check the financial and non-financial terms and identify anything that may need to be amended or negotiated.

Magara Law advises employees on settlement agreements, including compensation, notice pay, holiday, bonuses, references, confidentiality, restrictive covenants and potential employment claims.

A dismissal may be unfair because of the reason your employer dismissed you, the process they followed or both.

For ordinary unfair dismissal, employees currently usually need two years’ continuous service. From 1 January 2027, that qualifying period will reduce to six months. Some dismissals, including certain whistleblowing and other automatically unfair dismissals, do not require the ordinary qualifying period.

Magara Law can review what happened, the evidence relied upon, and the procedure followed to assess whether you may have grounds to challenge your dismissal.

Do not resign simply because you believe your employer is trying to push you out without first understanding what resignation could do to your legal position.

Constructive dismissal can arise where an employer commits a sufficiently serious breach of the employment contract and the employee resigns in response, but these claims can be difficult and timing can matter.

If you are thinking, “I cannot keep working here,” speak to Magara Law before sending the resignation letter where possible. We can assess what has happened and whether another step should be taken first.

Start keeping a clear record of what is happening and take advice before reacting.

Sudden performance concerns, changing targets, disappearing responsibilities, exclusion from meetings, increased criticism or formal processes appearing unexpectedly can sometimes form part of a wider workplace problem.

Being managed out is not a legal claim by itself, but the circumstances may involve discrimination, whistleblowing, unfair performance management, breach of contract, constructive dismissal or a later unfair dismissal.

Magara Law can help you understand what is happening and how best to protect your position while you are still employed.

Potentially.

A genuine redundancy can result in a lawful dismissal, but your employer should still follow a fair process. That can include meaningful consultation, fair selection pools, and criteria and consideration of suitable alternative employment.

You may have grounds for concern if the redundancy does not appear genuine, the selection process seems predetermined or unfair, consultation has little substance, or pregnancy, maternity, disability, sickness absence or another protected characteristic may have influenced the decision.

Magara Law can review the redundancy process and advise whether and how it should be challenged.

Keep relevant evidence and take advice early.

Workplace discrimination can affect promotion, pay, performance management, disciplinary action, redundancy, dismissal, and everyday treatment. It can include direct or indirect discrimination, harassment and victimisation, as well as issues around reasonable adjustments for disabled employees.

You may also need to decide whether to raise the issue informally, submit a formal grievance, negotiate with your employer or consider an Employment Tribunal claim.

Magara Law can help you identify what employment rights may apply and what the evidence actually supports.

A formal grievance can be an important way of putting a workplace problem on record and asking your employer to investigate it.

Your grievance should explain what happened, provide relevant evidence where available and make clear what you want your employer to address.

But the wording and timing can matter, particularly where the issue involves discrimination, whistleblowing, bullying, harassment or circumstances that may later form part of an Employment Tribunal claim.

Magara Law can advise before you submit a grievance, during the investigation, and after you receive the outcome.

Read the allegations and evidence carefully and give yourself time to prepare.

A disciplinary hearing is your opportunity to respond to what your employer says has happened, present relevant evidence and explain your position. Employees and workers also have a statutory right to be accompanied at qualifying disciplinary hearings by an appropriate companion.

If dismissal or another serious sanction is possible, taking advice before the hearing can help you identify what needs to be challenged and how the wider circumstances may affect your rights.

Magara Law advises employees before disciplinary hearings, on potential outcomes, and on appeals where a decision has already been made.

Potentially, but sickness absence does not give an employer an automatic right to dismiss you.

Long-term sickness dismissal should normally be treated as a capability issue, and dismissal should be a last resort. Your employer may need to consider medical evidence, your ability to return to work, alternative options and whether reasonable adjustments are required.

Some long-term health conditions can also amount to disabilities under the Equality Act 2010, creating additional legal protections.

If your employer has started discussing capability, attendance or dismissal while you are unwell, Magara Law can advise on the process and whether your rights are being properly considered.

Employment Tribunal deadlines are strict, so do not wait until the last few days before taking advice.

For workplace problems occurring before 1 October 2026, many Employment Tribunal claims usually need to be started within three months of the dismissal or event complained about, subject to the rules around ACAS Early Conciliation.

For many workplace problems occurring on or after 1 October 2026, the Government is increasing the Tribunal time limit to six months.

Different claims can have different rules, and ACAS Early Conciliation affects how the deadline is calculated.

If you believe you may have an Employment Tribunal claim, speak to Magara Law as early as possible rather than trying to calculate the deadline yourself.