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EMPLOYMENT LAW — UNFAIR DISMISSAL SUPPORT
Dismissed unfairly. Pushed out. Or forced to resign.
We can help you respond properly.
Whichever of these describes you, the right response depends on where you are in the process, not how serious things feel. Answer a short set of questions and this calculator identifies what you need and gives you an exact fixed fee before you commit to anything.
Most unfair dismissal claims must start ACAS early conciliation within 3 months less one day of your dismissal or resignation
If you are close to this deadline, or your appeal window is within the next 5 days, you can still complete the assessment below. Your matter will simply be flagged for priority review and we will call you to confirm the right approach.
Unfair dismissal does not always look the way you expect it to.
Sometimes it follows a formal disciplinary process that felt predetermined from the start, a hearing where the outcome seemed decided before it began. Sometimes there is no process at all, just a sudden decision handed to you with no proper warning and no real opportunity to respond. And sometimes you are never formally dismissed at all. Instead, the way you are treated, the workload, the exclusion, the pattern of conduct, makes your position genuinely untenable, and resignation starts to feel like the only option left.
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All three of these are serious, and all three have a document that puts your position on record properly: an appeal, a formal letter challenging the process, or a letter that protects a constructive dismissal position before or shortly after you resign. The right document depends entirely on which of these describes you, which is exactly what the first question in the assessment below is designed to establish.
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Many people arrive here not sure whether what has happened to them even has a name. That uncertainty is common, and it is not a barrier to getting help. If you are still not sure after reading this page, the assessment lets you say so, and routes you straight to a conversation instead of a document.
What connects all three situations is timing. Dismissal appeals typically have a short window, often five to ten working days from the outcome letter. Constructive dismissal positions can be weakened by delay, since waiting too long after the final straw can be treated as acceptance of what happened. And every route toward an employment tribunal claim is governed by a strict time limit: ACAS early conciliation must generally begin within three months less one day of your dismissal or resignation.
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None of this is a reason to rush into the wrong document. It is a reason to find out, quickly and properly, which document is right for your specific situation, and to get it drafted to a standard that puts your position on record clearly enough that it cannot be ignored.
"The first question is not what happened. It is where you are in the process. Everything else, the document, the deadline, the strategy, follows from the answer to that."
WHAT WE DO
This is not template service.
A dismissal letter template gives you a structure. It does not give you a strategy. What we provide is something different, a professionally drafted document built entirely around your specific situation, whether that is a dismissal appeal, a formal challenge to the process, or a constructive dismissal letter, your evidence, and what your case needs to achieve.
We review your situation properly
Before we draft anything, we spend 50 minutes going through your matter in depth. Reviewing your fixed-fee assessment, confirming what happened, when, what was said, what was documented, and what you want the outcome to be. The document follows from that conversation.
We identify what matters legally
There is often more to a dismissal than the presenting reason. Protected characteristics, procedural failures, ACAS deadlines, earlier correspondence. We examine your situation for the legal basis that gives your document the strongest possible foundation.
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We draft to a professional standard
The document is structured, evidenced, and targeted. It is written to be read by HR, a manager, or if necessary, an employment tribunal. The tone is professional. The facts are clearly sequenced. The position is unambiguous.
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HOW IT WORKS
Four steps. No uncertainty.
01
GET YOUR FIXED PRICE.
Complete the assessment below. It identifies your situation and gives you an exact, all-inclusive fee before you pay anything.
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02
PAY & BOOK
Pay securely online and book your consultation. Send your documents and correspondence in advance of the session.​
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03
Consultation and drafting
We go through what happened, identify the legal basis, and build the document around your specific situation.
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04
Finalise and Review
Read the draft carefully. One full revision is included. Once finalised, the document is ready to send or submit.
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The standard of the work is not the difference. The fee model is.
Built inside regulated practice
Our work is grounded in 17 years of experience across regulated law firms including direct casework, compliance responsibility, and senior practice management. We know how employment documents are assessed because we have worked inside the environments that assess them.
Law Society accredited
Our principal holds Law Society accreditation in Employment Law and Family Law. Micro-credentials that are independently verified credentials, not self-assessed. This is the standard against which our work is calibrated.
Fixed fee, not hourly
You know the cost before you commit. There are no hourly billing surprises, no revision fees, and no ambiguity. The fee is calculated on the specifics of your case and agreed upfront.