Employment Law Helpline for UK Employers
A direct line to qualified employment law solicitors for UK employers facing legal risk, tribunal claims or complex dismissals.
What we help with
- Employment tribunal claims and ET1 responses
- ACAS early conciliation
- Settlement agreements and protected conversations
- Unfair, wrongful and constructive dismissal
- Discrimination, harassment and whistleblowing claims
- TUPE transfers and consultation
- Restrictive covenants and post-termination restrictions
- Executive exits and Board-level disputes
Mon–Fri, 8am – 6pm. Out-of-hours cover for retainer clients.
Trusted & accredited
Accreditations & memberships
Our sponsors & senior advisors hold active membership with the UK's leading professional bodies.
CIPD 
Institute of Directors 
British Safety Council 
ISO 9001 
ISO 27001 
Cyber Essentials 
Investors in People, Gold 
RoSPA Member 
Carbon Saver Certified
Answer 6 quick questions
We'll match you with the right employment law helpline specialist and book a 15-minute call.
What legal matter do you need advice on?
Using the helpline
Employment law questions that need a specialist, not a search engine
Some questions have a clear statutory answer. Others depend on case law, on how a tribunal has treated similar facts, and on your appetite for risk. These are the areas where guessing is expensive.
High-risk areas
- Discrimination, harassment and victimisation under the Equality Act 2010, where awards are uncapped and there is no service requirement.
- Whistleblowing detriment and automatically unfair dismissal, where the compensatory cap does not apply.
- Changing terms and conditions, including dismissal and re-engagement, which now has a statutory Code of Practice attached.
- TUPE transfers and service provision changes, where protective awards run per employee.
- Restrictive covenants and confidential information, where speed matters more than anything else.
- Employment status for contractors and gig workers, which drives holiday pay, minimum wage and pension liability.
The legislation employers meet most often
| Statute | What it governs |
|---|---|
| Employment Rights Act 1996 | Unfair dismissal, redundancy, notice, written particulars, deductions from wages |
| Equality Act 2010 | Discrimination, harassment, victimisation, reasonable adjustments, equal pay |
| Working Time Regulations 1998 | Holiday, rest breaks, night work, the 48-hour week |
| TUPE Regulations 2006 | Business transfers and service provision changes |
| National Minimum Wage Act 1998 | Minimum hourly rates, records and HMRC enforcement |
| Trade Union and Labour Relations (Consolidation) Act 1992 | Collective redundancy consultation and union rights |
Deadlines you cannot miss
- Most tribunal claims: three months less one day from the act complained of, extended by ACAS early conciliation.
- Equal pay and redundancy pay claims: six months.
- Responding to an ET1 claim form: 28 days from the date it is sent, or judgment can be entered against you.
- Collective redundancy consultation: 30 or 45 days before the first dismissal, depending on numbers.
- Employee liability information under TUPE: at least 28 days before the transfer.
Privilege
Advice from a solicitor is protected by legal advice privilege and does not have to be disclosed. Notes of internal discussions and HR advice may be disclosable, so be careful what you commit to email before taking advice.
Employment Law Helpline FAQs
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