UK employment law for employees ensures that every worker in the United Kingdom has legally protected rights in the workplace. Whether you are dealing with unfair dismissal, workplace discrimination, constructive dismissal, or a breach of your employment contract, understanding UK employment law for employees and knowing where you stand is essential. At Maison Lex, our specialist employment solicitors are dedicated to providing clear, practical legal advice tailored to your specific circumstances. We also advise businesses through our Employment Law for UK Employers service, and provide specialist support through our Settlement Agreement Solicitors UK team — helping you protect your rights and achieve the best possible outcome.
Our team advises employees at all levels, from graduates and junior staff through to senior executives and board-level directors. We understand that employment disputes can be stressful, disruptive, and financially damaging. That is why we offer responsive, approachable support that aims to achieve the best possible outcome for you, as swiftly and cost-effectively as possible.
Being dismissed from your job is one of the most distressing experiences a worker can face. Under UK employment law, employees who have been employed for two or more years have the right not to be unfairly dismissed. If your employer has dismissed you without a fair reason or without following a fair procedure, you may have a strong unfair dismissal claim.
Wrongful dismissal is a separate but related claim that arises when your employer breaches the terms of your employment contract — for example, by dismissing you without proper notice pay. Our employment solicitors will assess your situation, advise you on the merits of your claim, and represent you from ACAS Early Conciliation through to Employment Tribunal if necessary.
We also advise on:
⦁ Summary dismissal and gross misconduct allegations
⦁ Dismissal during probationary periods
⦁ Dismissal following a disciplinary process
⦁ Dismissal linked to pregnancy, illness, or protected characteristics
⦁ Constructive dismissal — where your employer’s conduct forces you to resign
Constructive dismissal occurs when your employer’s conduct is so serious — whether through a fundamental breach of contract, bullying, harassment, or a unilateral change to your terms — that you feel you have no choice but to resign. Despite resigning, you may still be entitled to bring a claim as if you had been dismissed.
Constructive dismissal claims are often complex and require expert legal analysis. Our constructive dismissal solicitors will carefully review your employment contract, the sequence of events, and your employer’s conduct to advise whether you have a viable claim and how best to pursue it.
We provide expert advice across all areas of employment law, including:
Maison Lex offers a full range of services for employees under UK employment law. Whether you need advice on contracts, disciplinary actions, or redundancy, our solicitors provide clear, practical guidanc
UK employment law — in particular the Equality Act 2010 — protects employees from discrimination based on protected characteristics. These characteristics include:
⦁ Age
⦁ Disability
⦁ Gender reassignment
⦁ Marriage and civil partnership
⦁ Pregnancy and maternity
⦁ Race — including colour, nationality, and ethnic or national origin
⦁ Religion or belief
⦁ Sex
⦁ Sexual orientation
Discrimination can take many forms — direct discrimination, indirect discrimination, harassment, and victimisation. Our workplace discrimination lawyers advise on all forms of discriminatory treatment and will work with you to gather evidence, assess your claim, and pursue the appropriate legal remedy, whether through negotiation, ACAS conciliation, or Employment Tribunal proceedings.
We have particular experience advising on race discrimination and disability discrimination claims, both of which can be highly complex and require detailed knowledge of case law and tribunal procedure.
Sexual harassment at work is unlawful under the Equality Act 2010 and can include unwanted verbal, non-verbal, or physical conduct of a sexual nature. Employees should never have to tolerate sexual harassment, and employers have a legal duty to take reasonable steps to prevent it.
If you have experienced sexual harassment in the workplace, our employment solicitors can advise you on your rights and options. We provide discreet, sensitive, and expert legal support — helping you decide whether to pursue an internal grievance, an Employment Tribunal claim, or a negotiated exit.
A settlement agreement (formerly known as a compromise agreement) is a legally binding contract between an employer and employee, typically used to resolve an existing or potential dispute. In exchange for a financial payment, you agree to waive your right to bring certain legal claims against your employer.
Settlement agreements often arise in the context of redundancy, dismissal, disciplinary proceedings, or workplace disputes. They can include an agreed reference, enhanced redundancy pay, and other benefits beyond your statutory entitlements.
It is a legal requirement that employees receive independent legal advice from a qualified solicitor before signing a settlement agreement. Our settlement agreement solicitors will review the terms of your agreement, explain your rights, and advise whether the compensation on offer is fair — and negotiate improved terms where appropriate.
Common scenarios where we advise on settlement agreements include:
⦁ Redundancy settlement agreements
⦁ Settlement following allegations of discrimination or harassment
⦁ Settlement after raising a grievance or whistleblowing concern
⦁ Exit packages for senior executives and directors
Your employment contract sets out the fundamental terms of your relationship with your employer, including your pay, hours, holiday entitlement, notice period, restrictive covenants, and many other important rights. Understanding what you have agreed to — and what your employer can and cannot lawfully require of you — is crucial.
Our employment solicitors provide thorough employment contract reviews for employees at all levels. We advise on post-termination restrictions such as non-compete clauses, non-solicitation clauses, and confidentiality obligations — and on what is and is not enforceable under UK employment law.
Pregnant employees and new parents have important statutory rights under UK employment law. These include the right to maternity leave, maternity pay, paternity leave, shared parental leave, and the right to return to work in the same or a suitable alternative role.
Treating an employee unfavourably because of pregnancy, maternity, or family-related reasons is unlawful. Our employment lawyers advise employees on their maternity and paternity rights — and act for those who have been subjected to pregnancy discrimination or detriment in connection with family leave.
Our employment solicitors provide thorough employment contract reviews for employees at all levels. We advise on post-termination restrictions such as non-compete clauses, non-solicitation clauses, and confidentiality obligations — and on what is and is not enforceable under UK employment law.
The Transfer of Undertakings (Protection of Employment) Regulations — known as TUPE — protect employees when the business or undertaking for which they work is transferred to a new employer, or when a service is outsourced, in-sourced, or changes hands. Under TUPE, your employment contract is automatically transferred to the new employer on your existing terms and conditions.
TUPE can be a complex area of law. Our specialist employment solicitors advise employees on their TUPE rights — including protection against dismissal or detrimental changes to terms and conditions in connection with a transfer.
Maison Lex is a specialist employment law firm dedicated exclusively to employment and HR matters. We are not a generalist practice — employment law is our focus, our passion, and our expertise. This means you benefit from concentrated, up-to-date knowledge of employment legislation, tribunal procedure, and evolving case law.
Our approach is personal and practical. We take the time to understand your situation, explain your options in plain English, and work with you to achieve the outcome that best meets your objectives — whether that is financial compensation, reinstatement, an agreed exit, or simply a resolution of a workplace dispute.
Key reasons to choose Maison Lex:
⦁ Specialist employment law firm — employment law is all we do
⦁ Clear, practical advice from experienced employment solicitors
⦁ Experience advising senior employees and executives
⦁ Focused on achieving the best commercial outcome for you
⦁ Responsive and approachable — we understand the stress of employment disputes
⦁ Trusted by employees across the UK
Our team answers common employee questions under UK employment law. We provide clear advice on unfair dismissal, discrimination, redundancy, and other workplace concerns, helping you make informed decisions.
Unfair dismissal occurs when an employer dismisses an employee without a potentially fair reason — such as conduct, capability, redundancy, illegality, or some other substantial reason — or without following a fair procedure. Employees with two or more years of continuous service have the right not to be unfairly dismissed and can bring an Employment Tribunal claim if their dismissal was unfair.
Constructive dismissal arises where your employer's conduct amounts to a fundamental breach of your employment contract — such as failing to pay you, bullying you, or unilaterally changing your working conditions — and you resign in response. Although you have resigned, the law treats this as a dismissal and you may be entitled to compensation.
Post-termination restrictions — such as non-compete clauses and non-solicitation clauses — are only enforceable if they go no further than is reasonably necessary to protect a legitimate business interest. Their enforceability depends on factors including scope, geography, and duration. A specialist employment solicitor can review the clauses in your contract and advise whether they are binding.
If you are experiencing workplace discrimination, you can raise a formal grievance with your employer, seek ACAS conciliation, and ultimately bring a claim in the Employment Tribunal. You may be entitled to compensation for injury to feelings and financial loss. Acting quickly is important — the limitation period for discrimination claims is generally three months from the act of discrimination.
A Performance Improvement Plan (PIP) can sometimes be used as a precursor to dismissal rather than a genuine attempt to improve performance. If you believe a PIP is being used unfairly or in bad faith, an employment solicitor can advise you on how to respond, whether to raise a grievance, and what your options are if your employment ultimately ends.
Dosanjh Legal Ltd, trading as Maison Lex, is a firm of solicitors authorised and regulated by the Solicitors Regulation Authority (SRA No. 8013851). Further information about the SRA Standards and Regulations is available at www.sra.org.uk
Dosanjh Legal Ltd is registered in England and Wales (Company No. 16770957). The firm’s registered office is at 198 Longford Road, Coventry, CV6 6BH. Our trading address is the same.
References to a “Partner” refer to any shareholder or director of Dosanjh Legal Ltd, or to any employee or consultant who holds an equivalent level of seniority by virtue of their experience and qualifications.
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