If your job has ended, your legal path depends on how it happened. You may have one, or even all three, of the following claims.
Unfair Dismissal
Statutory Protection
Your employer did not have a "fair reason" to sack you, or failed to follow a "fair process."
THE 5 FAIR REASONS
Conduct, Capability, Redundancy, Illegality, SOSR.
SERVICE REQUIRED
2 Years*
*0 years for Auto-Unfair reasons.
2027 Reform: 6 months service.
Wrongful Dismissal
Breach of Contract
Your employer dismissed you without giving you the correct notice period or pay in lieu of notice.
Gross Misconduct
The only exception. Must be serious (e.g., theft, violence).
SERVICE REQUIRED
Day One
Available from your first day.
Constructive Dismissal
Forced Resignation
You resign, but the law treats it as a dismissal because your employer’s behaviour made staying impossible.
The Promptness Rule
You must resign promptly after the breach or "last straw".
Key Requirement
Fundamental Breach
e.g., Demotion, Bullying, Pay cut.
Compensation Estimate Calculator
Calculate your potential payout based on statutory limits
A redundancy is only lawful if the business is closing, a workplace is closing, or there is a reduced need for your specific role.
Selection Criteria & Fairness
If your employer needs to choose between several people, they must use objective and measurable criteria.
Fair Criteria
Skills, qualifications, attendance records (excluding disability/maternity).
Unfair/Discriminatory
Age, part-time status, or because you raised a grievance.
Statutory Redundancy Pay
April 2025/26 Rates
Weekly Pay Cap
£719
Total Statutory Cap
£21,570
If you have 2 years of experience
It is unlawful to treat you poorly based on 9 Protected Characteristics: Age, Disability, Gender Reassignment, Marriage, Pregnancy, Race, Religion, Sex, and Sexual Orientation.
Direct
Being treated worse because of a characteristic (e.g., "too old" for promotion).
Indirect
A rule for everyone that disadvantages a specific group (e.g., mandatory Saturdays affecting religious groups).
Harassment
Unwanted conduct creating a hostile or degrading environment.
Victimisation
Being treated poorly because you complained about discrimination.
Injury to Feelings (Vento Bands)
Unlike unfair dismissal, discrimination awards are uncapped.
2025/2026 Rates
Lower Band
For one-off or less serious incidents.
£1,200 - £12,100
Middle Band
For one-off or less serious incidents.
£12,100 - £36,400
Upper Band
For one-off or less serious incidents.
£36,400 - £60,700
Strategic guidance for workplace disputes. How you behave during an internal dispute can determine the success of a later Tribunal claim.
Raising a Formal Grievance
A grievance is your formal written complaint. It must stick to the facts and clearly state what resolution you are seeking.
The 25% Compensation Uplift
If you win a claim and your employer unreasonably failed to follow the ACAS Code of Practice, a Tribunal can increase your compensation by up to 25%.
Your Right to be Accompanied
You have a statutory right to bring a colleague or a trade union representative to any formal disciplinary or grievance hearing.
If an employer refuses this, they are breaking the law.
Free Legal Template Library
Download ACAS-complaint Grievance and Without Prejudice letters.
Frequently Asked Questions
What is the difference between unfair and constructive dismissal?
Unfair dismissal is when your employer sacks you without a fair reason or process. Constructive dismissal is when you resign because your employer’s serious breach of contract made it impossible for you to stay.
Do I need 2 years of service to claim for discrimination?
No. Protection against discrimination is a "Day One" right. You do not need any minimum length of service to bring a claim under the Equality Act 2010.
How is statutory redundancy pay calculated in 2026?
It is based on your age and years of service (max 20 years). A week's pay is capped at £719 (from April 2025), with a maximum total payment of £21,570.
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