Disciplinary Defence
When your case is more than a disciplinary
For cases involving multiple or overlapping allegations, Equality Act 2010 dimensions — discrimination, disability and reasonable adjustments — or whistleblowing. Added to any defence package, scoped after review.
Why it works
What this gives you
Discrimination identified and pleaded
Where a disciplinary process treats you less favourably because of a protected characteristic — or ignores disability-related adjustments — that is not a side issue. It reframes the entire case.
Reasonable adjustments enforced
Employers must consider adjustments to the process itself for disabled employees: timing, format, companion arrangements. We put those requirements formally.
Whistleblowing recognised
A disciplinary that follows a protected disclosure demands scrutiny. We map the chronology and put the causation question squarely to the employer.
Built for overlap
Multiple allegations, counter-grievances, suspension disputes and parallel processes are managed as one coherent defence, not four separate fires.
Scope, in writing
What’s included
- Multiple and overlapping allegations managed as one defence
- Equality Act 2010 analysis across all protected characteristics
- Reasonable adjustments to the process requested and documented
- Whistleblowing and grievance-linked case handling
- High-complexity procedural defence and record-building
- Scope and fixed fee agreed in writing after initial review
Transparent fees
What it costs
From £1,500, scaling by salary band. Because complex cases vary in scope, the exact fixed fee is confirmed in writing after initial review — before any work begins.
How salary-banded fees work
Fees are scaled to your gross annual salary — Band A (under £30,000), Band B (£30,000–£39,999), Band C (£40,000–£59,999), Band D (£60,000–£79,999) and Band E (£80,000+). Your exact fixed fee is confirmed in your Engagement Letter before any work begins. We are not VAT registered, so no VAT is added: the fee quoted is the fee you pay.
Questions, answered plainly
Frequently asked questions
Indicators include: colleagues treated differently for the same conduct, a disability or health condition the process ignores, allegations arriving after you raised concerns, or comments referencing a protected characteristic. If any of that resonates, raise it at the free consultation.
It overlays one. The underlying defence — strategy or hearing representation — is priced by band as normal; the overlay covers the additional forensic and procedural work the complexity demands.
Because complexity varies genuinely: two allegations with a disability dimension is a different undertaking from six allegations spanning whistleblowing and victimisation. We scope it, then fix the fee in writing. It never changes after that.
Yes — discrimination and whistleblowing claims carry uncapped compensation at tribunal, which is exactly why the internal record we build matters so much.
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