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Unfair Dismissal

Have you been unfairly
dismissed by your employer?

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Would recommend his services to anyone. Thanks again to Daryl.

After being unfairly dismissed from my job, I needed some expert help and Daryl Smith at Oakwood Solicitors gave me just that. He handled my case with respect and continued dignity and helped me reach the best outcome quickly but efficiently. I couldn’t fault him!

- Ellisha

Incredible support

Daryl communicated with me in a clear way which I haven't experienced with a lot of professionals. He was extremely patient and reassuring throughout the process which eased a lot of anxiety. As a result, I was able to conserve the emotional and mental labour of trying to negotiate with my employer.

- Emily

Great, responsive service

Great responsive service. Having approached a number of local solicitors, they were the only ones to not only respond but also provide a solution in the timeline required.

- Client

Very thorough and professional service.

Very thorough and professional service. I would recommend Oakwood Solicitors wholeheartedly.

- Client

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employment solicitors offering a bespoke service.

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Fighting for compensation

that you are rightly entitled to receive.

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Personally assigned

claims handler to see your case through to the end.

The experts in Employment Law claims

Oakwood Solicitors Ltd has a dedicated team of leading Employment law solicitors and support staff, helping clients nationwide.

We are able to offer expert advice on all potential claims you may have against your employer, in both Employment Tribunals and the Civil Courts. We work to maximise your damages whilst keeping all costs to a minimum.

If you have been dismissed from work and you believe the reason or reasons for your dismissal was unfair, you may have a claim for unfair dismissal.

Can anyone claim unfair dismissal?

Employees who have been employed for two years or more have a right to not be unfairly dismissed from work.

If you have been dismissed for a reason that you do not believe is fair, you could have a potential claim against your employer and you may be entitled to compensation.

What are considered fair reasons for dismissal?

Potential fair reasons for dismissal are:

  • A reason related to an employee’s conduct
  • A reason related to an employee’s capability or qualifications for the job
  • Redundancy
  • A statutory duty or restriction prohibiting the employment being continued, such as the employee no longer having the right to work in the UK
  • Some other substantial reason of a kind which justifies the dismissal

Even if your dismissal fits one of the above categories, it may still be deemed unfair. Please contact Oakwood Solicitors Ltd as soon as possible to speak to one of our Employment advisors.

Frequently Asked Questions

Do I need to work for my employer for two years or more before I can claim?

The law does require employees to have two or more years of service in order to be eligible to pursue an unfair dismissal claim.

However, there are some circumstances in which a dismissal may be deemed ‘Automatically Unfair’. In these circumstances, the requirement of being employed for more than two years is overlooked.

Automatically unfair reasons to dismiss an employee can include dismissal as a result of:

  • Being pregnant or on maternity leave
  • Wanting to take family leave, for example, parental, paternity, or adoption leave
  • Being a trade union member or representative
  • Asking for a legal right, for example, to be paid the National Minimum Wage
  • Doing jury service
  • Being involved in whistleblowing
  • Taking action, or proposing to take action, over a health and safety issue

Should I appeal my dismissal?

If you believe the reason for your dismissal was unfair, you should appeal against the decision as soon as possible, in line with your employer’s disciplinary policy.

Your employer should have advised you on how you can appeal the decision and what your deadline to appeal is. Again these should be detailed in the disciplinary policy.

Your employer’s disciplinary policy (which is likely found in the Company Staff Handbook) should also provide details on the internal appeals process.

If you need advice on drafting an appeal, please contact Oakwood Solicitors Ltd as soon as possible so we can put you in touch with one of our qualified employment advisors.

Pursuing your claim in the Employment Tribunal

The Employment Tribunal can award a successful Claimant the following remedies in relation to an unfair dismissal:

  • Compensation, including loss of earnings and loss of pension rights
  • Reinstatement (an order from the Tribunal that states your employer should reinstate you on the same terms and conditions prior to your dismissal)
  • Re-engagement (an order from the Tribunal that states your employer should re-engage you, perhaps on new terms or a different job role at a different site than your previous role).

Reinstatement and re-engagement are not common outcomes awarded by the Tribunal.

What time limits apply to me submitting my claim?

Generally, an employee must start ACAS Early Conciliation within three months less a day from the incident or decision (in this case dismissal) that they wish to complain to their employer about, even if the dismissal appeal process is still ongoing.

If an employee does not start ACAS Early Conciliation within that time period then they may be prevented from bringing a claim against their employer before an Employment Tribunal. It is important that you seek legal advice as soon as you are able to ensure that you do not inadvertently pass the time frame in which you have to bring a claim before an Employment Tribunal.

Unfair Dismissal claims can often be complex and therefore, establishing the time limit you have to pursue your claim is not always straightforward.  Please contact Oakwood Solicitors as soon as possible so that we can assist you to act within the relevant time limit.

Why should I choose Oakwood Solicitors Ltd?

You will have a dedicated advisor who will see your claim through from start to finish, assisting you in the event of any queries or issues you may have. If it is preferable to you, we are able to assign a female advisor to carry out your claim.

Your case handler will also continue to provide regular updates until the conclusion of your claim, ensuring the process is as stress-free and effortless as possible.

What do I do now?

If you believe or feel you have a claim, contact us for a free initial consultation regarding your options:

Ian Abel
Ian Abel - Solicitor and Head of Employment

Ian Abel is a solicitor and qualified in February 2009. He specialises in and deals exclusively with Employment law.

Ian has a unique skillset that allows him to provide commercial and pragmatic advice, primarily focusing on the impact this has on the day-to-day operations of a business. His particular specialisms include large scale restructuring exercises and the Employment Law-related elements of TUPE associated with acquisitions and mergers.



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