Experienced Solicitors in Leeds
Prime Legal Solicitors provide reliable legal advice and representation for clients across Leeds. Our experienced team supports individuals and families with personal injury claims, accident at work cases, road traffic accident claims and family law matters.
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Why Choose Our Leeds Solicitors
Choosing the right solicitor can make a significant difference to your case. Our team provides professional legal support and clear advice for clients dealing with complex legal matters.
How Our Leeds Solicitors Work
Step
01
The first meeting
Understanding the Problem
Our Leeds solicitors begin by listening to your situation and discussing the details of your legal matter. During this initial consultation, we gather the important information needed to understand your case and assess how we can help. We will explain the legal process, answer your questions and outline the next steps so you can move forward with confidence.
Step
02
Case Review &
Legal Advice
Our legal team carefully reviews the evidence, documents and circumstances surrounding your case. We assess the strength of your claim, identify the legal options available and explain the next steps in a clear and straightforward way. Our goal is to ensure you fully understand your position and feel confident about how to move forward with your case.
Step
03
Representation & Resolution
Once your case progresses, our solicitors represent you and handle the legal process on your behalf. We communicate with insurers, opposing parties and other legal representatives while managing all necessary documentation and negotiations. Our goal is to protect your rights, reduce stress and work towards achieving the best possible outcome for your case.
Frequently Asked Questions About Solicitors in Leeds
Solicitors in Leeds provide legal advice and representation for a wide range of matters including personal injury claims, accident at work cases, road traffic accident claims and family law issues. At Prime Legal Solicitors, our team helps clients understand their legal rights and guides them through every stage of the legal process.
The cost of hiring a solicitor depends on the type of legal service required. Many personal injury claims can be handled on a No Win No Fee basis, meaning you only pay if your case is successful. Our solicitors explain all fees clearly before starting your case.
The length of a legal claim depends on the complexity of the case and the evidence involved. Some cases can be resolved within a few months, while more complex matters may take longer. Our solicitors keep clients informed throughout the process.
You can contact Prime Legal Solicitors by phone or through our online enquiry form to speak with a solicitor in Leeds. Our legal team will review your situation and provide clear guidance on the best steps to take.
Our solicitors in Leeds provide legal services across the city and surrounding areas, including Headingley, Roundhay and Wakefield. We also support clients in nearby locations such as Bradford, ensuring expert legal advice is accessible across the wider Yorkshire region.
Any Questions?
Frequent 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.
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.
Do I need two years’ service to claim unfair dismissal?
For most “ordinary” unfair dismissal claims, you currently need at least two years’ continuous service.
However, certain dismissals, including those linked to whistleblowing, pregnancy or asserting a statutory right, are automatically unfair and have no minimum service requirement.
From 1 January 2027, the general qualifying period is due to reduce to six months.