§ CLAIM REGISTRY · UNFAIR DISMISSAL
Unfair Dismissal claims.
Being sacked for unfair reasons including discrimination, whistleblowing retaliation, or failure to follow proper dismissal procedures.
Just describe what happened — no need to pick a type. We'll work out the right kind of claim and connect you with a local solicitor in Columbus.
Typical range
£10,000 – £250,000
Tribunal deadline
3 months
Prefer to choose yourself? Browse the 5 types of unfair dismissal claim ↓
§ COMMON GROUNDS
Types of Unfair Dismissal claims.
Optional — you can pick the type that fits, but the assessment above already works it out from what you describe.
Discrimination Dismissal
Dismissal based on a protected characteristic — age, sex, race, disability, religion, sexual orientation, or gender reassignment.
Whistleblowing Dismissal
Dismissal for making a protected disclosure about wrongdoing, fraud, health and safety breaches, or legal violations.
Unfair Redundancy
Claims for unfair selection for redundancy, sham redundancies, and failure to follow proper redundancy procedures.
Constructive Dismissal
When an employer's conduct is so unreasonable that you are forced to resign — treated as a dismissal in law.
Pregnancy & Maternity Dismissal
Dismissal connected to pregnancy, maternity leave, or returning to work after having a baby — automatically unfair in UK law.
About Unfair Dismissal Claims
Unfair dismissal occurs when an employer terminates an employee's contract without a fair reason or without following a fair procedure. Under the Employment Rights Act 1996, employees with 2 or more years of continuous service have the right not to be unfairly dismissed.
Fair reasons for dismissal are limited to: capability or qualifications, conduct, redundancy, contravention of a statutory duty, and "some other substantial reason." Even with a fair reason, the dismissal may still be unfair if the employer failed to follow proper procedures, including the ACAS Code of Practice on disciplinary and grievance procedures.
Some dismissals are automatically unfair regardless of length of service, including dismissal for whistleblowing (making a protected disclosure), pregnancy or maternity, asserting a statutory right, trade union activities, or discrimination based on a protected characteristic under the Equality Act 2010.
Claims must be brought to an employment tribunal within 3 months less 1 day of the effective date of termination (after completing ACAS early conciliation). The basic award mirrors statutory redundancy pay (up to approximately £20,000). The compensatory award is capped at the lower of 52 weeks' pay or the statutory cap (currently £115,115). However, discrimination and whistleblowing claims have no cap and can result in significantly higher awards.
Typical Compensation Range
Based on reported settlements and court awards. Individual case values vary significantly.
Limitation Period
3 months
Employment tribunal claims must be brought within 3 months less 1 day. Act quickly.