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.
Should I sign a settlement agreement without legal advice?
No.
A settlement agreement is only legally binding if you have received independent legal advice from a qualified solicitor, so you cannot validly sign one without it.
Legal advice also protects you because a solicitor can identify unfair terms or an undervalued offer before you agree to anything.
What is the maximum compensation for unfair dismissal?
For dismissals with an effective date from 6 April 2026, the compensatory award is capped at the lower of:
- £123,543
- 52 weeks’ gross pay
This is in addition to a separate basic award capped at £9,157.
Discrimination and whistleblowing-related claims are not subject to this cap.