Employment Tribunal
Complex claims demand complex drafting
For claims involving discrimination, whistleblowing, victimisation or constructive dismissal — where multiple or overlapping grounds require individual scoping and forensic drafting.
Why it works
What this gives you
Every ground, properly pleaded
Multi-ground claims fail when pleaded loosely. Each protected characteristic, each disclosure, each detriment is identified, dated and tied to its statutory test.
Uncapped claims, treated accordingly
Discrimination and whistleblowing compensation is uncapped. The drafting reflects the stakes — because the respondent's solicitors certainly will.
Constructive dismissal, built carefully
Resignation cases turn on the breach, the timing and affirmation. We construct the chronology so the fundamental breach is unmistakable.
One coherent case
Overlapping grounds are woven into a single consistent narrative — no contradictions for a respondent to exploit.
Scope, in writing
What’s included
- Individual scoping of every claim and legal ground
- Discrimination, whistleblowing and victimisation framing
- Constructive dismissal chronology and breach analysis
- Full particulars of claim and schedule of loss
- Jurisdictional and time-limit compliance check
- Fixed fee confirmed in writing after review
Transparent fees
What it costs
Between £1,250 and £2,000, fixed in writing after case review. The fee never changes once confirmed. No VAT is charged.
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
Because a two-ground disability claim and a six-ground whistleblowing and victimisation claim are genuinely different undertakings. We review, scope and fix the fee in writing — it does not move after that.
Potentially, as constructive dismissal: where a fundamental breach by your employer left resignation as the only real option. Timing matters enormously, both for the legal test and the limitation deadline, so move quickly.
Yes — unlike ordinary unfair dismissal, discrimination and whistleblowing awards have no statutory cap and include injury to feelings. It is why respondents defend these claims hard, and why the pleading must be forensic.
Yes, for these claims as for others. We frequently pair this service with ACAS Negotiation so the conciliation phase is used to full effect before the claim is presented.
Related services
You may also need
Confidential · Free 15-minute consultation
Don’t face your employer alone.
What’s said in the room matters. Tell us what has happened, and within one free call you will know where you stand, what it costs, and what happens next.