Our employment solicitors Liverpool specialists help employees and employers throughout Liverpool resolve workplace issues and navigate complex employment law.
Key Takeaways
| Legal Point | What You Need to Know |
|---|---|
| Employment rights are protected by law | The Employment Rights Act 1996 gives employees clear legal protections against unfair treatment at work. |
| You need 2 years’ service for unfair dismissal claims | Most employees must have 2 years of continuous employment before bringing an unfair dismissal claim to an Employment Tribunal. |
| Discrimination claims have no qualifying period | Under the Equality Act 2010, you can bring a discrimination claim from your very first day of work. |
| Time limits are strict | You normally have just 3 months minus one day from the date of dismissal or the act complained of to start your claim. |
| ACAS early conciliation is a required first step | Before you can submit a claim to an Employment Tribunal, you must first contact ACAS to attempt early conciliation. |
| Constructive dismissal is a real legal claim | If your employer makes your working conditions unbearable and you resign as a result, you may have a valid constructive dismissal claim. |
| No win, no fee options may be available | Many employment claims can be pursued without paying legal fees upfront, so cost need not stop you from getting advice. |
Under the Employment Rights Act 1996, British workers enjoy some of the strongest workplace protections in the world. Yet too many people walk away from genuinely unlawful treatment simply because they do not know what the law actually says, or because they assume taking on an employer is too complicated or too expensive.
It is neither of those things. Not when you have proper legal support.
In this article, we cover the most common employment law problems faced by workers in Liverpool and the Wirral. We explain what the law says, what your options are, and how to take the right steps at the right time. Whether you have been dismissed, pushed out, or treated unfairly at work, read on. This is written for you.
What Employment Solicitors in Liverpool Actually Do
So what does an employment solicitor do, and why does it matter that they are based in Liverpool?
The short answer is this: a good employment solicitor fights your corner. They read your contract. They look at what your employer did. Then they tell you honestly whether you have a claim, what it is worth, and how to pursue it.
The Difference Between Employment Law Advice and DIY Claims
You can, technically, bring an Employment Tribunal claim yourself. The forms are online, and the process is free for claimants. But here is the thing: employment law is full of traps. Miss a deadline by one day, and your claim is gone. Use the wrong legal category, and you lose the argument even if your employer behaved appallingly.
At Wolf Law, our solicitors have represented employees across Merseyside for years. One client came to us after being told by a previous adviser that they had no case. On review, they had a clear claim under the Equality Act 2010 based on disability discrimination. A substantial award followed at Tribunal. The difference? Knowing where to look.
Employment solicitors in Liverpool also:
- Review settlement agreements and advise whether the amount offered is fair
- Represent employees at disciplinary and grievance hearings
- Advise on TUPE transfers when a business changes hands
- Handle whistleblowing disputes under the Public Interest Disclosure Act 1998
- Pursue claims for unpaid wages, holiday pay, and notice pay
Liverpool employment law solicitors advising employees on their workplace rights
Furthermore, having local knowledge genuinely matters. Liverpool employment solicitors understand the local economy, the industries workers here tend to work in, and the patterns employers use when they want to avoid paying fair compensation. That context shapes the advice you receive.
Unfair Dismissal Claims: What Liverpool Employees Need to Know
Unfair dismissal is probably the most common reason workers in Liverpool come to see an employment solicitor. So let’s be clear about what it means and what you need to prove.
Your dismissal is unfair if your employer did not have a fair reason for it, or if they had a reason but handled the process badly. Under the Employment Rights Act 1996, there are five potentially fair reasons for dismissal: conduct, capability, redundancy, a statutory restriction, or “some other substantial reason.” Outside of those, the dismissal is likely unfair.
The Two-Year Rule and Its Exceptions
Most employees need two years of continuous service before they can bring an unfair dismissal claim. That said, certain dismissals are automatically unfair, and for those, no qualifying period applies.
Automatically unfair dismissals include:
- Dismissal for whistleblowing (raising a protected disclosure under the Public Interest Disclosure Act 1998)
- Dismissal related to pregnancy or maternity leave
- Dismissal for asserting a statutory right, such as the right to minimum wage
- Dismissal for trade union membership or activities
In Polkey v AE Dayton Services Ltd [1987] UKHL 8, the House of Lords confirmed that even where there is a fair reason for dismissal, a procedurally flawed process can make the dismissal unfair. That means your employer cannot simply skip the right steps and expect to get away with it.
If you think you have been unfairly dismissed, the clock starts ticking immediately. You must contact ACAS to begin early conciliation before the three-month deadline expires. Missing that deadline is almost always fatal to a claim.
Understanding the Employment Tribunal process is key to a successful unfair dismissal claim
Our team at Wolf Law can assess your position quickly. We know the Tribunal process inside out, and we give honest advice rather than false hope. If you have been dismissed and are unsure of your rights, contact us today for a no-obligation chat.
Constructive Dismissal: When You Feel Forced to Resign
Constructive dismissal is one of the most misunderstood areas of employment law. Many people believe that because they resigned, they cannot bring a claim. That is wrong. If your employer pushed you out through their own conduct, you may have a very strong case indeed.
Constructive dismissal occurs when your employer commits a fundamental breach of your employment contract, and you resign in response to that breach. The key legal test is whether the employer’s behaviour destroyed the trust and confidence that must exist between employer and employee.
What Counts as a Fundamental Breach?
Courts and Tribunals have found fundamental breaches in a wide range of situations. Common examples include:
- A significant and unjustified cut to pay or hours without agreement
- Bullying or harassment that management failed to address
- A sudden and unreasonable change to working conditions or location
- Being excluded from the workplace without explanation
- Being passed over for promotion due to a protected characteristic under the Equality Act 2010
In Western Excavating (ECC) Ltd v Sharp [1978] EWCA Civ 2, the Court of Appeal confirmed that the employer’s breach must be of a serious and fundamental nature. It is not enough that your employer is difficult, unreasonable, or simply unpleasant. The breach must go to the heart of the employment relationship.
One crucial practical point: if you stay in employment for too long after the breach occurs, you may be taken to have “affirmed” the contract and lose your right to resign and claim constructive dismissal. So if you are in this situation, you need legal advice quickly.
If you feel forced to leave your job, constructive dismissal law may protect you
Our Wolf Law FAQs page covers many of the questions employees in Liverpool ask us about constructive dismissal. Take a look, then get in touch if your situation is not covered.
Discrimination at Work: The Equality Act 2010 Explained
Discrimination at work is far more common than many people realise. It also covers a far wider range of situations than most workers think. Under the Equality Act 2010, your employer must not treat you less favourably because of a protected characteristic.
The nine protected characteristics are:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
Direct and Indirect Discrimination
There are several types of discrimination under the Act. Direct discrimination is the most obvious: your employer treats you worse than someone without your characteristic would be treated. But indirect discrimination is equally important, and often harder to spot.
Indirect discrimination happens when an employer applies a rule or practice that seems neutral but puts people with a protected characteristic at a particular disadvantage. For example, a blanket requirement to work on a specific day of the week could indirectly discriminate against someone with a particular religious observance.
The Employment Tribunal hears discrimination claims, and the time limit is still three months from the act complained of. Importantly, there is no qualifying period of employment for discrimination claims. You can bring a claim on your first day.
The case of Capita Hartshead Ltd v Byard [2012] UKEAT 0050/12 is a useful reminder that employment Tribunals will look at the whole picture when assessing whether treatment was discriminatory, rather than looking at individual incidents in isolation.
If you believe your employer has discriminated against you, the team at Wolf Law is here to help. We act exclusively for employees, never employers. That means our interests are always fully aligned with yours.
Employment discrimination claims require specialist legal knowledge and a firm understanding of the Equality Act 2010
Beyond discrimination, many clients also come to us after accidents at work or personal injuries. If you have been injured through no fault of your own, our Liverpool personal injury team can help with that too.
Settlement Agreements: Should You Sign?
More and more employers in Liverpool are offering settlement agreements when they want to end an employment relationship. These are legally binding contracts. Once you sign, you give up your right to bring most employment claims. So before you put pen to paper, you need proper advice.
And here is something many employees do not know: your employer is legally required to pay for you to take independent legal advice on a settlement agreement. That means you get free advice as part of the deal.
What to Look Out For in a Settlement Agreement
Settlement agreements should cover a range of points, including the financial payment, the reference your employer will give, confidentiality obligations, and whether any restrictive covenants apply after you leave.
On payment, make sure you understand what each element covers. Some payments attract income tax. Others, up to a statutory limit, may be paid tax-free. Getting the breakdown right can make a real difference to what you actually receive. Check the GOV.UK guidance on settlement agreements for more detail on how these payments are treated.
The amount offered in a settlement agreement is often negotiable. Many employers start low, expecting you to push back. Having a solicitor in your corner at that stage regularly results in a significantly better outcome.
One client we advised had been offered a settlement figure by their employer following redundancy. After we reviewed the situation, it was clear the redundancy process had been flawed. We negotiated a substantially improved package, including an enhanced reference and the removal of a post-termination restriction that would have limited our client’s ability to work in their industry.
For a clear overview of how Wolf Law’s fees work on employment matters, see our fees page.
FAQ: Employment Solicitors Liverpool
How long do I have to bring an employment claim in Liverpool?
In most cases, you have three months minus one day from the date of dismissal or the act complained of. Before you can submit a claim to the Employment Tribunal, you must first notify ACAS and go through the early conciliation process. This can pause the time limit in some circumstances, but you should not rely on that. Act quickly and get advice as soon as possible.
Do I need to have worked somewhere for two years to bring an employment claim?
For standard unfair dismissal claims, yes, you normally need two years of continuous employment. However, many other claims, including discrimination under the Equality Act 2010, whistleblowing claims, and claims for unpaid wages, have no qualifying period at all. You may have strong options even if you have just started a job.
Can I bring an employment claim if I resigned?
Yes. If your employer’s conduct forced you to resign, you may have a constructive dismissal claim. The key question is whether your employer committed a fundamental breach of your employment contract and you resigned in direct response to that breach. Time limits still apply, so take advice without delay.
What is ACAS early conciliation, and do I have to do it?
ACAS early conciliation is a free process run by the Advisory, Conciliation and Arbitration Service that gives both parties the chance to settle a dispute before it reaches the Employment Tribunal. It is a mandatory first step in most employment claims. You cannot submit a Tribunal claim without first obtaining an ACAS early conciliation certificate. See the ACAS website for full details.
How much does it cost to use employment solicitors in Liverpool?
At Wolf Law, we offer a range of fee options depending on the nature of your claim. Many employment matters can be handled on a no win, no fee basis, meaning you do not pay unless you win. Employers are also legally required to fund independent legal advice on settlement agreements. We are transparent about costs from the outset.
What happens at an Employment Tribunal hearing?
An Employment Tribunal hearing is heard before a panel, usually made up of a legally qualified judge and two lay members with employment experience. Both sides present their evidence and arguments. The panel then reaches a decision, either on the day or in writing shortly afterwards. It is less formal than a civil court, but the rules of evidence and procedure still apply, and having proper legal representation makes a significant difference to outcomes.
Can Wolf Law help me if I work in Wirral, not Liverpool?
Absolutely. Wolf Law serves employees across Merseyside, including the Wirral. Employment law applies consistently across England and Wales regardless of where you are based. Whether you work in Birkenhead, Wallasey, or anywhere else on the Wirral, we can help you with your employment matter.
What should I do if my employer is treating me unfairly right now?
First, keep a written record of what is happening, including dates, times, and what was said or done. Second, if there is a formal grievance procedure, consider whether to use it, as this can strengthen your position later. Third, take legal advice before you resign or agree to anything your employer proposes. Contact our team at Wolf Law for a confidential consultation.
Conclusion: Take Action on Your Employment Rights
Employment law in England and Wales gives workers real, enforceable rights. But those rights only work if you use them. Too many employees in Liverpool and the Wirral walk away from genuine claims because they do not know where to start, or because they worry about the cost.
Employment solicitors in Liverpool like the team at Wolf Law exist to change that. We work only for employees, never for employers. We give honest, straightforward advice. And we help you understand your position clearly so you can make the right decision for you.
Whether you face unfair dismissal, constructive dismissal, discrimination, or a settlement agreement you are not sure about, the first step is the same: get advice from a solicitor who knows this area of law inside out.
Contact Wolf Law today to speak to a member of our employment team. The consultation is confidential, and there is no obligation to proceed. You have nothing to lose by finding out where you stand.
For further reading, the Employment Tribunal Service on GOV.UK provides official guidance on the claims process, and the Equality and Human Rights Commission offers detailed resources on discrimination law.
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.
