Employment Solicitor Wirral & Merseyside | Workplace Rights Advice | Wolf Law
| Topic | What You Need to Know |
|---|---|
| Time Limits | Most Employment Tribunal claims carry a strict three-month-less-one-day deadline from the date of dismissal or the act complained of. Miss it, and you may lose your right to claim entirely. |
| Settlement Agreements | A settlement agreement is a legally binding contract. Under s.203 of the Employment Rights Act 1996, you must receive independent legal advice before signing one, or it will not be enforceable. |
| Unfair Dismissal | To bring an unfair dismissal claim, you generally need two years of continuous employment under the Employment Rights Act 1996. There are important exceptions, including dismissals linked to whistleblowing or discrimination. |
| Constructive Dismissal | If your employer seriously breaches your contract of employment, you may resign and claim constructive dismissal. Do not resign without taking legal advice first, as timing and wording can affect your case significantly. |
| Discrimination | The Equality Act 2010 protects employees from discrimination based on nine protected characteristics, including age, disability, sex, and race. There is no minimum service requirement to bring a discrimination claim. |
| Redundancy | A genuine redundancy must follow a fair process, including proper consultation and selection criteria. A flawed redundancy process may give rise to an unfair dismissal claim under s.98 of the Employment Rights Act 1996. |
| Acting Exclusively for Employees | Wolf Law acts exclusively for employees, never employers. This means the advice you receive focuses entirely on protecting your position, not the company’s interests. |
Your employer calls you in for a meeting on a Monday morning. There is no warning. There is no agenda. And by lunchtime, you are being told your job is at risk. What do you do next? If you are searching for an employment solicitor in Wirral or across Merseyside, you are likely facing exactly this kind of stressful situation right now.
Workplace disputes are rarely straightforward. They are personal. They are financially worrying. And the decisions you make in the first few days can have a lasting impact on the outcome of your case. At Wolf Law, we have spent 27 years representing employees in workplace disputes across Wirral, Birkenhead, and the wider Merseyside area. We act exclusively for employees, so our advice is always firmly on your side.
In this guide, we walk you through the most common employment law issues we deal with every day. We cover unfair dismissal, redundancy, settlement agreements, discrimination, and what to do if your employer has treated you unfairly. By the end, you will have a much clearer picture of your rights and the options available to you.
So, let’s start from the beginning.
What an Employment Solicitor in Wirral Can Do for You
A lot of people only contact a solicitor when things have already gone badly wrong. In truth, the earlier you take advice, the stronger your position tends to be. An experienced employment solicitor can help you understand your rights before you resign, before you sign anything, and before you attend a disciplinary hearing.
Why Early Advice Matters So Much
Time limits in employment law are unforgiving. Most claims to the Employment Tribunal must be submitted within three months less one day from the relevant act. That deadline applies to unfair dismissal, discrimination, and most other workplace claims. Furthermore, before you can even lodge a Tribunal claim, you must first notify ACAS under the Early Conciliation procedure, which can also take several weeks. So, in practice, the real window for taking action is even shorter than many people realise.
We regularly hear from employees who waited too long. By the time they called us, their deadline had passed.
Jayson Sloss, our employment solicitor, spent 27 years as a full-time professional union negotiator before qualifying as a solicitor in 2017. That background gives him a very different perspective from a solicitor who has only ever worked in a law firm. He knows how HR departments think. He understands how disciplinary investigations are structured. And he knows how employers assess their risk when it comes to settlement negotiations. This insight means we advise you strategically, not just legally.
Whether you face an unfair dismissal, a redundancy process that doesn’t feel right, or a settlement agreement that has landed on your desk with a tight deadline, early advice from a specialist employment solicitor can make a real difference to what you achieve.
- You get a clear picture of your legal position before you make any decisions.
- You avoid making costly mistakes, like resigning too early or signing away your rights.
- You understand what a realistic outcome looks like, so you can make confident, informed choices.
- You have someone experienced negotiating on your behalf from day one.
In short, taking advice early keeps your options open. Waiting too long can close them.
Unfair Dismissal and Constructive Dismissal Claims in Wirral
Unfair dismissal is one of the most common employment law claims we deal with. However, not every dismissal is automatically unfair, and understanding the difference is crucial before you take action.
What Makes a Dismissal Unfair?
Under the Employment Rights Act 1996, your employer must have a potentially fair reason to dismiss you. The five potentially fair reasons are: capability, conduct, redundancy, a statutory restriction, or “some other substantial reason.” Even with a fair reason, though, your employer must also follow a fair procedure. The leading case of Polkey v AE Dayton Services Ltd [1988] AC 344 firmly established that a failure to follow a fair process can render a dismissal unfair, even where the employer had good grounds. In practice, this means that a dismissal carried out without proper investigation, without a fair hearing, or without giving you the right to appeal may well be challengeable.
Constructive dismissal is a different beast altogether.
With constructive dismissal, you resign from your job. But you resign because your employer has so seriously breached your contract of employment that you feel you have no real choice. Common examples include a sudden demotion without reason, a significant cut in pay, or sustained bullying and harassment. The key legal test, as set out in Western Excavating (ECC) Ltd v Sharp [1978] QB 761, is whether your employer committed a fundamental breach of contract that went to the root of the employment relationship.
One important word of warning here. If you are considering a constructive dismissal claim, do not resign without speaking to us first. The wording of your resignation letter, the timing of it, and whether you have raised a formal grievance beforehand can all affect the strength of your claim. We have seen employees unintentionally damage their own cases simply by resigning in the wrong way.
If you believe you have been unfairly dismissed or forced out of your job, contact us at Wolf Law as soon as possible. Time limits apply strictly, and the earlier we can review your situation, the better placed you are to take action.
Settlement Agreement Advice for Employees Across Merseyside
Settlement agreements come up frequently in employment disputes. Your employer may offer you one during a redundancy process, as part of a “without prejudice” conversation, or after raising a grievance. Whatever the circumstances, the advice you take before signing can significantly affect the outcome.
Understanding What You Are Agreeing To
A settlement agreement is a legally binding contract. By signing it, you typically agree to waive your right to bring Employment Tribunal claims in exchange for a financial payment and, often, a reference. Under s.203 of the Employment Rights Act 1996, the agreement is only valid if you have received independent legal advice from a qualified solicitor. This means your employer will usually contribute to, or fully cover, your legal fees for this advice. In many cases, we can also negotiate an increased contribution towards your legal fees as part of the settlement itself.
Mind you, a lot of employees assume the first offer is the final offer. It rarely is.
In our experience, the initial settlement figure is often a starting point rather than a ceiling. We assess whether the terms are fair based on the strength of your potential claims, your length of service, and the commercial risk to your employer. Where there is room to negotiate, we will do so on your behalf. We have helped employees across Wirral and Merseyside secure significantly improved terms, not just in financial compensation but also in relation to references, garden leave provisions, and non-disparagement clauses.
Settlement agreements often carry short signing deadlines. Some employers impose pressure to sign quickly. This pressure is a negotiating tactic, and you do not have to accept it. What you should do is contact us straight away, so we can review the offer, advise you clearly on whether it is fair, and act before any deadline passes.
For more information on our approach to fees, visit our fees page. We believe in clear, transparent pricing from the very start.
Redundancy, Discrimination and Employment Tribunal Claims in Wirral
Redundancy and discrimination claims are two of the most complex areas of employment law. Both carry strict procedural requirements, and both can result in significant compensation where an employer gets it wrong.
When Redundancy Goes Wrong
A genuine redundancy situation arises when an employer needs to reduce its workforce or close a workplace. However, the process surrounding redundancy must also be fair. Under s.98 of the Employment Rights Act 1996, an employer must consult with employees at risk, apply fair and objective selection criteria, and consider suitable alternative employment. Where 20 or more redundancies are proposed within 90 days, collective consultation obligations under the Trade Union and Labour Relations (Consolidation) Act 1992 also apply.
In practice, employers sometimes use redundancy as a way to remove an employee they want rid of for other reasons. This is sometimes called a “sham redundancy.” If your role has effectively been filled by someone else, or if the selection process feels targeted, then the redundancy may not be genuine. That matters, because it could give rise to an unfair dismissal claim.
Discrimination is a separate issue entirely. The Equality Act 2010 protects employees from less favourable treatment based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Crucially, there is no minimum period of employment required to bring a discrimination claim. Even if you have only worked somewhere for a week, you retain full protection under the Act.
If your case does proceed to the Employment Tribunal, we will represent you at every stage. That includes drafting your ET1 claim form, preparing your witness statement, attending case management hearings, and representing you at the final hearing. We provide a clear, agreed fee structure so you always know where you stand financially. Alternatively, many cases settle through ACAS Early Conciliation or negotiation before reaching a full hearing, which can save time, cost, and stress for everyone involved.
For broader information about your rights at work, the GOV.UK employment rights guidance provides a useful starting point. For specific legal advice tailored to your circumstances, however, nothing replaces speaking directly to a solicitor who acts exclusively for employees.
You can also find detailed guidance on employment law rights from the Equality and Human Rights Commission, particularly in relation to discrimination and the Equality Act 2010.
If you are dealing with a disciplinary hearing, a grievance, whistleblowing concerns, or any other workplace dispute, our specialist solicitors are here to help. We also encourage you to explore our frequently asked questions for quick answers to common queries.
Frequently Asked Questions: Employment Solicitor Wirral & Merseyside
How long do I have to bring an Employment Tribunal claim?
In most cases, you have three months less one day from the date of dismissal or the act you are complaining about. Before you can submit a claim, you must also notify ACAS and go through Early Conciliation, which adds further time to the process. So, you should take advice as soon as possible rather than waiting until the deadline approaches.
Do I need two years of employment to bring an unfair dismissal claim?
Generally, yes. You need two years of continuous employment to bring a standard unfair dismissal claim under the Employment Rights Act 1996. However, there are important exceptions. If your dismissal relates to whistleblowing, discrimination, trade union activities, or certain other automatically unfair reasons, then no minimum service period applies.
My employer has offered me a settlement agreement. Do I have to sign it?
No, you do not have to sign it. A settlement agreement is a negotiation, not a formality. You have the right to take independent legal advice, question the terms, and negotiate for better ones. In many cases, the initial offer is not the best one available. Contact us before you sign anything.
What is the difference between unfair dismissal and constructive dismissal?
With unfair dismissal, your employer dismisses you without a fair reason or without following a fair process. With constructive dismissal, you resign because your employer has seriously breached your contract, making it impossible for you to stay. Both can give rise to Employment Tribunal claims, but the legal test and the steps you need to take are different in each case.
How much does it cost to get employment advice from Wolf Law?
We offer fixed fee options and transparent pricing from the outset. For settlement agreement advice, your employer usually contributes to or covers our fees entirely. For Tribunal claims, we agree a clear fee structure at the start so there are no surprises. You can find out more on our fees page.
Can I bring a discrimination claim even if I have only worked somewhere for a short time?
Yes, you can. Under the Equality Act 2010, there is no minimum period of employment required to bring a discrimination claim. This applies from day one of your employment, or even during the recruitment process. If you believe you have been treated unfairly because of a protected characteristic, speak to us as soon as you can.
Does Wolf Law represent employees at the Employment Tribunal?
Yes. We represent employees at every stage of the Tribunal process, from drafting the initial ET1 claim form through to the final hearing. Many cases also resolve before a hearing through ACAS Early Conciliation or direct negotiation, which we also manage on your behalf.
What areas do you cover for employment law advice?
We represent employees across Wirral, Birkenhead, and the wider Merseyside area. We also advise clients throughout the North West of England. Most initial advice can be provided by telephone or video call, so location is rarely a barrier to getting the help you need.
Speak to an Employment Solicitor in Wirral Today
Workplace disputes are stressful, disruptive, and often deeply personal. But you do not have to face yours alone. Whether you are dealing with an unfair dismissal, a settlement agreement, a redundancy process, or discrimination at work, the team at Wolf Law is here to give you clear, practical, and experienced advice.
We act exclusively for employees. We never act for employers. And with 27 years of workplace negotiation experience behind us, we understand not just the law but also how employers and HR departments think and operate.
Above all, act quickly. Employment Tribunal deadlines are strict, and early advice almost always leads to a better outcome. So, take the first step today. Contact us on 0151 317 3031 or visit our contact page to arrange a free initial assessment.
The sooner you speak to us, the more options you will have.
This article is intended for informational purposes only and does not constitute legal advice. For specific advice relating to your circumstances, please contact Wolf Law directly to arrange a consultation with one of our qualified solicitors.
