Employment Law Solicitors in Manchester, London & Yorkshire
Clear, practical advice for employees and employers facing workplace disputes, dismissal, redundancy or contract issues.
Losing your job, being pushed out through no fault of your own, or being handed a settlement agreement you don’t fully understand is stressful at the best of times. At Prime Legal Solicitors, our employment law team supports individuals and businesses across Greater Manchester, London and Yorkshire with clear advice, straightforward pricing and a solicitor who stays with your case from start to finish.
Introduction
Why Choose Prime Legal Solicitors for Employment Law
Employment law changes frequently, and the rules that applied to your situation last year may not apply today. Our team keeps pace with every update, from the 2026 increases to tribunal compensation limits through to the phased changes coming under the Employment Rights Act 2025.
Regulated and Experienced
Our solicitors are regulated by the Solicitors Regulation Authority and have been resolving employment disputes since 2008.
Fixed-Fee Clarity
Many employment matters, including settlement agreement reviews, are offered at a fixed fee agreed before we start work.
Personal Approach
You deal with the same solicitor throughout, not a call centre or a rotating team of paralegals.
Balanced Advice
We act for both employees and employers, which means we understand how the other side is likely to approach your matter.
Local Knowledge, National Reach
With offices in Rochdale, London and Huddersfield, we understand the employment tribunals in the North West, London and Yorkshire, and we act for clients across England and Wales.
Employment Law Services
Below is an overview of the areas we cover. Each situation is different, so use this as a starting point and get in touch for advice tailored to your circumstances.
Unfair Dismissal Claims
Who Can Claim
In most cases, you need at least two years’ continuous service with your employer to bring an “ordinary” unfair dismissal claim.
However, some dismissals are automatically unfair regardless of length of service, including dismissal for:
- Whistleblowing
- Pregnancy or maternity leave
- Asserting a statutory right
- Trade union activity
From 1 January 2027, the qualifying period for ordinary unfair dismissal is due to reduce from two years to six months under the Employment Rights Act 2025, so it is worth taking advice even if you are close to the current threshold.
What You Could Receive
A successful claim can result in:
- A basic award calculated by age, length of service and weekly pay
- A compensatory award reflecting your actual financial loss
The basic award is capped at £9,157 from 6 April 2026.
The compensatory award is capped at the lower of:
- £123,543
- 52 weeks’ gross pay
These limits apply to dismissals from 6 April 2026 onwards.
In practice, most awards are far below the maximum. Ministry of Justice figures show a median award of around £6,746 for successful unfair dismissal claims.
Certain claims, such as those involving whistleblowing or discrimination, are not subject to the compensatory cap.Time Limits
You must generally start ACAS Early Conciliation within three months less one day of your dismissal, and this is a strict deadline.
Early Conciliation is a mandatory first step before most tribunal claims can be lodged, and it also pauses the clock on your time limit while it takes place.
Common Challenges
Employers frequently argue that a fair process was followed even where it was not, or that the real reason for dismissal differs from the stated one.
Evidence such as emails, performance reviews, disciplinary letters and witness accounts can make a significant difference to the outcome.
Settlement Agreements
A settlement agreement, formerly known as a compromise agreement, is a legally binding contract in which you agree to waive your right to bring certain claims against your employer, usually in exchange for a payment.
For the agreement to be valid, you must receive independent legal advice from a qualified solicitor, which is why employers typically contribute towards your legal fees.
What We Check
We review:
- The financial terms
- Restrictive covenants
- Non-compete clauses
- Non-solicitation clauses
- Employment references
- Tax treatment of the payment
- Confidentiality obligations
- The value of any legal claim you may be giving up
In many cases, the first offer is not the final one, and we can advise on whether it is reasonable to negotiate.
Timescales
A straightforward settlement agreement review can often be completed within a few days, although negotiations over the terms can take longer.
Tax Treatment
The first £30,000 of certain termination payments can usually be paid free of income tax, though this depends on how the payment is structured and what it relates to.
We explain the tax position clearly as part of our advice.
Redundancy
Redundancy is a fair reason for dismissal, but only where your employer follows a genuine and fair process.
This includes:
- A proper business reason for the redundancy
- Fair selection criteria
- Meaningful consultation
- Consideration of suitable alternative employment
- A fair process before dismissal takes effect
Statutory Redundancy Pay
If you have at least two years’ continuous service, you are entitled to statutory redundancy pay.
This is calculated using:
- Your age
- Your length of service
- Your weekly pay
Weekly pay is capped at £751 from 6 April 2026, and a maximum of 20 years’ service can be counted.
Many employers offer enhanced redundancy pay above the statutory minimum, particularly through a settlement agreement.
Common Issues We See
We regularly advise on:
- Selection criteria that unfairly target certain employees
- “Sham” redundancies used to remove an individual for another reason
- Roles being re-advertised shortly after a redundancy
- Inadequate consultation
- Failure to consider alternative roles
Collective Consultation
Where an employer proposes to make 20 or more employees redundant at one establishment within 90 days, they must collectively consult with employee representatives.
A failure to do this properly can result in a protective award of up to 90 days’ gross pay for each affected employee.
Workplace Discrimination
The Equality Act 2010 protects employees from discrimination based on protected characteristics, including:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
Forms of Discrimination
- Direct discrimination
- Indirect discrimination
- Harassment
- Victimisation
- Failure to make reasonable adjustments for a disability
Claims and Compensations
Discrimination claims are not subject to a qualifying period of service, meaning you can bring a claim from your first day of employment.
Compensation for discrimination is uncapped and can include an award for injury to feelings.
This is assessed using the Vento bands, which for claims presented from April 2025 range from £1,200 up to £60,000 or more in the most serious cases.
Grievances and Disciplinary Processes
Whether you are raising a formal grievance about how you have been treated at work or facing a disciplinary process that could affect your job, following the correct procedure matters.
Advice for Employees
- How to raise a grievance effectively
- What to include in a grievance letter
- What to expect at a disciplinary hearing
- How to prepare evidence
- Your right to be accompanied by a colleague or trade union representative
We also advise employers on running a fair and defensible process from the outset.
Importance of the ACAS Code
The ACAS Code of Practice on Disciplinary and Grievance Procedures sets the standard that employment tribunals expect employers to meet.
A failure to follow the Code can increase compensation by up to 25% if a claim later succeeds.
Employment Contracts and Restrictive Covenants
We review employment contracts, offer letters and restrictive covenants, including:
Key Clauses
- Non-compete clauses
- Non-solicitation clauses
- Non-poaching clauses
- Confidentiality clauses
- Notice provisions
- Changes to salary, working hours or responsibilities
Enforceability
We can help whether you are an employee being asked to sign new terms or an employer looking to protect your business.
Restrictive covenants are only enforceable if they go no further than reasonably necessary to protect a legitimate business interest.
Many restrictive covenants are drafted too widely to hold up if challenged.
How the Process Works
1. Free Initial Consultation
We listen to what has happened, review any documents you have and give you an honest view of your options.
Relevant documents may include:
- A dismissal letter
- Your employment contract
- A settlement agreement
- Disciplinary notes
- Grievance correspondence
- Emails or messages
- Performance reviews
2. Clear Advice on Next Steps
We explain:
- The strength of your position
- Your available options
- Likely timescales
- Potential outcomes
- Costs
You will receive this information before you commit to anything.
3. ACAS Early Conciliation
For most tribunal claims, we handle ACAS Early Conciliation on your behalf.
Many employment disputes can be resolved during this stage without the need for an Employment Tribunal hearing.
4. Negotiation or Tribunal Proceedings
Many employment disputes settle before reaching a hearing.
Where settlement is not possible, we prepare your case and represent you through the Employment Tribunal process.
Costs
We offer a free initial consultation for employment matters and fixed fees for straightforward settlement agreement reviews.
For unfair dismissal, discrimination and redundancy claims, we agree costs upfront based on the complexity of your case.
In some circumstances, we can also discuss alternative funding arrangements.
There are no hidden charges, and we will always confirm costs in writing before proceeding.
Frequently Asked Questions
Can an employer change my contract without my agreement?
Generally, an employer cannot change your contract without your consent or a valid contractual right to make the change.
Unilateral changes to fundamental terms, such as your pay, hours or role, can potentially amount to:
- A breach of contract
- Unlawful deduction from wages
- Constructive dismissal in some circumstances
Do I have to go through ACAS before making a tribunal claim?
In almost all cases, yes.
ACAS Early Conciliation is a mandatory step before most types of Employment Tribunal claim can be lodged, although there are limited exceptions.
What happens if my employer does not follow the ACAS Code during a disciplinary process?
If an Employment Tribunal later finds that your employer unreasonably failed to follow the ACAS Code of Practice on Disciplinary and Grievance Procedures, it can increase any compensation awarded by up to 25%.
Can I bring a discrimination claim if I have only worked somewhere for a few weeks?
Yes.
Unlike unfair dismissal, discrimination claims under the Equality Act 2010 have no minimum length-of-service requirement.
You can bring a discrimination claim from your first day of employment.
What should I do if I think my redundancy selection was unfair?
Ask your employer for:
- The selection criteria used
- Your individual score
- The scores of colleagues in comparable roles, where available
- An explanation of how the criteria were applied
If the criteria appear inconsistent, subjective or unfairly applied, this could support a claim.
It is worth taking legal advice before your employment ends where possible.
What is statutory redundancy pay based on?
Statutory redundancy pay is calculated using:
- Your age
- Your length of continuous service
- Your weekly pay
A maximum of 20 years’ service can be counted.
Weekly pay is subject to a statutory cap of £751 from 6 April 2026.
You need at least two years’ continuous service to qualify.
Can I negotiate a settlement agreement offer?
In many cases, yes.
The first offer is not always the final one. If you have a reasonably strong underlying claim, there may be room to negotiate:
- A higher payment
- A better employment reference
- Changes to confidentiality provisions
- Amended restrictive covenants
- An agreed termination date
Will my employer pay my legal fees for a settlement agreement?
Employers typically contribute a set amount, often between £350 and £700 plus VAT, towards your legal fees for reviewing a settlement agreement.
This is standard practice because independent legal advice is required for the agreement to be legally binding.
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Employment Law Solicitors Near You
Our employment law solicitors support clients across Greater Manchester, London, Yorkshire, England and Wales.
Manchester Solicitors
Speak to our employment law team in Greater Manchester.
London Solicitors
Get employment law advice from our London office.
Yorkshire Solicitors
Speak to our solicitors supporting clients throughout Yorkshire.
Speak to an Employment Law Solicitor Today
Whether you’re dealing with dismissal, a settlement agreement, redundancy or a workplace dispute, getting advice early makes a real difference to the outcome. Contact Prime Legal Solicitors today for a free initial consultation.