Unfair dismissal: check if you have a claim
Unfair dismissal is when your employer ends your employment without a fair reason, or without following a fair process, in breach of the Employment Rights Act 1996.
- SRA-regulated panel
- One firm, not ten
- Free, no-obligation first conversation
Are you an employee or an employer?
Secure · Your details are only shared with the firm we match you to
1 JAN 2027 The two-year rule is changing.From 1 January 2027 you will be protected from unfair dismissal after six months' service. Different rules may apply to your situation.Check where you stand →
SRA
Regulated solicitors only
24h
Typical time to first contact
Free
Initial consultation — your solicitor quotes before any work begins
UK
Nationwide panel coverage
Do I have a claim?
You may have a claim for unfair dismissal if:
- You were an employee with at least two years of continuous service when dismissed
- You were dismissed, made redundant in questionable circumstances, or your fixed-term contract was not renewed
- Your employer had no fair reason, such as genuine redundancy, capability or misconduct
- Or a fair reason existed but the process was flawed: no proper investigation, warning or appeal
- The dismissal took effect within the last 3 months
No minimum service is needed if the dismissal was for an automatically unfair reason, such as pregnancy, whistleblowing or asserting a statutory right.
Not sure where you stand?
Two minutes of questions, and a specialist tells you what your options actually are.
⏱ Strict time limit: 3 months less one dayYou must normally start ACAS early conciliation within 3 months less one day of your dismissal taking effect. Tribunals rarely accept late claims, so if you are close to the deadline, make your enquiry today.
What compensation looks like
Where a specialist changes the outcome
Most unfair dismissal cases are won or lost on process and evidence: what was said in meetings, what the paperwork shows, and whether your employer followed its own procedures. A specialist knows exactly which documents to demand and which gaps in the process carry weight at tribunal.
Valuation matters just as much. Employers often open with a low settlement figure hoping you do not know what the claim is worth. A solicitor who runs these claims every week can put a credible number on your losses and negotiate from strength.
Timing is the third factor. Getting advice before you sign anything, appeal internally or miss the ACAS deadline keeps every option open. The earlier a specialist is involved, the stronger your position.
Think you were unfairly dismissed?
Tell us what happened and we will match you with a specialist unfair dismissal solicitor within 24 hours. Free, confidential, no obligation.
Unfair dismissal FAQs
How long do I have to claim unfair dismissal?
In most cases you must start ACAS early conciliation within 3 months less one day of your dismissal taking effect. Missing the deadline usually ends the claim, so act quickly.
How long do I need to have worked there?
For an ordinary unfair dismissal claim you currently need two years of continuous service. Some dismissals, such as those linked to discrimination or asserting a statutory right, need no minimum service.
What is the difference between unfair and wrongful dismissal?
Unfair dismissal is about whether the reason and process were fair under employment law. Wrongful dismissal is a breach of contract claim, usually about notice pay. You can sometimes bring both.
How much compensation could I get?
Awards depend on your losses. The compensatory award for ordinary unfair dismissal is capped at £123,543 or 52 weeks' gross pay, whichever is lower, plus a basic award based on age, pay and service.
Will I have to go to a tribunal hearing?
Most claims settle before a final hearing, often during ACAS conciliation or through negotiation. A specialist solicitor will aim for the best outcome, which is frequently a negotiated settlement.
What will a solicitor cost?
Fees vary by firm and case. The initial conversation with your matched solicitor is free, and fees are agreed clearly with the firm before you commit to anything.
Understand your position
"Without prejudice": what it really means for you
What the without prejudice label does and does not do in settlement discussions, when it applies, and how it differs from a protected conversation at work.
Last reviewed August 2026What is unfair dismissal? A plain-English guide
What counts as unfair dismissal, who qualifies, the three-month time limit and what compensation the law allows, explained in plain English without the legalese.
Last reviewed August 2026What is constructive dismissal? Signs you were forced out
The legal test for constructive dismissal, the warning signs you are being forced out, and why taking advice before you resign changes your position materially.
Last reviewed August 2026The employment tribunal process, step by step
Every stage of an employment tribunal claim in plain English, from ACAS early conciliation and the ET1 through case management to the final hearing and judgment.
Last reviewed August 2026Can you be sacked without warning?
When instant dismissal is lawful and when it is not, what gross misconduct actually means, and the practical steps to take if you were sacked without warning.
Last reviewed August 2026Race discrimination at work: what to do
Recognising race discrimination at work, the evidence that matters, how the burden of proof can shift, and the practical steps to protect your position now.
Last reviewed August 2026Time limits on dismissal claims are short. Act now.
Most claims must be started within 3 months less one day. Free enquiry, matched within 24 hours.