Confidential advice tailored to your situation
Facing workplace challenges can be stressful, but you’re not alone. We offer confidential, compassionate advice on unfair dismissal, redundancy, discrimination and harassment, whistleblowing, pay and holiday disputes, flexible working requests, maternity/paternity rights, TUPE transfers, and settlement agreements—supporting you at every step.
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How we can help Employees
Our employment law specialists are here to protect your rights and provide clear, confidential advice. Whether you’re dealing with redundancy, discrimination, unfair dismissal, or workplace grievances, we offer expert guidance tailored to employees. At Sweeney Miller Law, we make employment law simple and accessible, helping you resolve disputes and understand your legal options with confidence. Our Employment services for employees include:
Settlement Agreements
If you’ve been offered a settlement agreement, it’s important to understand what it means for you. A settlement agreement is a legally binding contract that usually ends your employment on agreed terms. It sets out the compensation you’ll receive and any other conditions of leaving.
By law, you must get independent legal advice before signing. In most cases, your employer will contribute towards your legal fees for this advice.
Our expert employment solicitors will:
- Review your settlement agreement and explain what each term means.
- Check the compensation offered and advise whether it’s fair.
- Assess whether you have grounds for an unfair dismissal claim or if you could negotiate a better deal.
We’ll make sure you understand your options and protect your rights—confidentially and with your best interests at heart.
Unfair Dismissal
If you’ve been dismissed and believe it was unfair, there are important rules and time limits to be aware of.
- Qualifying Service: In most cases, you need at least 2 years of continuous employment to bring an unfair dismissal claim.
- What Makes a Dismissal Unfair? An Employment Tribunal will look at the reason for your dismissal and whether your employer acted reasonably. Common reasons considered fair include misconduct, poor performance, redundancy, or another substantial reason.
- Automatically Unfair Dismissals: Some dismissals are automatically unfair, regardless of length of service. These include situations linked to pregnancy or maternity, whistleblowing, health and safety activities, or exercising certain statutory rights.
- Constructive Dismissal: This happens when you feel forced to resign because of your employer’s conduct—such as not paying wages or imposing changes to your contract without consent.
Act Quickly: You usually have 3 months less one day from the date of dismissal (or resignation in constructive dismissal cases) to start a claim. Getting legal advice as soon as possible is essential.
Our employment law specialists can:
- Explain your rights and whether you have a valid claim.
- Help you negotiate a fair settlement or represent you in an Employment Tribunal if needed.
Employment Tribunal Hearings
Disputes at work can be stressful and overwhelming, but you don’t have to face them alone. If you’re experiencing issues such as:
- Breach of contract
- Discrimination (sex, age, disability, race)
- Disciplinary action
- Grievances
- Harassment or bullying
- Resignation under pressure
- Redundancy
Our employment law specialists are here to support you. We’ll explain your rights, guide you through your options, and represent you if your case goes to an Employment Tribunal.
Why legal advice matters: Bringing a claim without expert guidance can be complex and time-sensitive. We’ll ensure your case is handled professionally, confidentially, and with your best interests at heart.
Employment Contracts, Staff Handbooks and Workplace Policies
Understanding your employment contract and workplace policies is essential to protecting your rights. If you have concerns about the terms of your contract, staff handbook, or company procedures, we can help.
Our employment law specialists can:
- Review your contract of employment and explain what each clause means.
- Advise on restrictive covenants, notice periods, and bonus terms.
- Clarify policies and procedures so you know where you stand on issues like disciplinary action, grievances, and redundancy.
- Support you if changes are imposed without your consent or if you feel your rights are being breached.
If something doesn’t feel right, or you simply want peace of mind, we’ll provide clear, confidential advice tailored to your situation.
Facing Disciplinary or Performance Issues
Being called to a disciplinary meeting or placed on a performance improvement plan can feel daunting—especially if you believe the process hasn’t been handled fairly or in line with the ACAS Code of Practice.
Our employment law specialists can help you:
- Understand your rights and whether the procedure followed is fair.
- Review the evidence and correspondence you’ve received.
- Advise on next steps, including how to respond and whether you have grounds for an appeal or claim.
- Support you through the process, ensuring everything is handled professionally and confidentially.
If you’re facing disciplinary action or performance management concerns, get expert advice early to protect your position and achieve the best possible outcome.
Redundancy
If you’re facing redundancy, your employer must follow a fair process. If they fail to do so, you may have grounds for an unfair dismissal claim.
A fair redundancy process should include:
- Consultation with you about the proposed changes.
- Fair selection criteria and a clear selection pool.
- Consideration of alternative roles within the business.
Our employment law specialists can:
- Review whether your employer has followed the correct procedure.
- Advise on your options if the process seems unfair.
- Help you challenge your redundancy or negotiate a better outcome.
If you’re unsure about your rights or think the process hasn’t been handled properly, get in touch for confidential, expert advice.
Grievances
If you have a problem at work that hasn’t been resolved informally—or you’d prefer not to deal with it informally—you can raise a formal grievance. This is your right under the ACAS Code of Practice.
Our employment law specialists can help you:
- Understand the grievance process and what steps your employer should follow.
- Prepare and present your grievance clearly, so your concerns are taken seriously.
- Advise on next steps if your grievance isn’t resolved, including appeals or potential claims.
We’ll guide you through the process with confidential, practical advice to protect your position and achieve a fair outcome.
Discrimination
You have the right to work free from discrimination. The law protects you against unfair treatment based on certain characteristics, including:
- Age
- Disability
- Gender reassignment
- Marital or civil partnership status
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
If you believe you’ve been treated unfairly or subjected to discriminatory behaviour, our employment law specialists can help. We’ll:
- Explain your rights under the Equality Act.
- Assess your situation and advise on whether you have a claim.
- Guide you through the process, from raising a complaint to pursuing legal action if necessary.
All advice is confidential and focused on achieving a fair outcome for you.
TUPE Transfer
TUPE (Transfer of Undertakings – Protection of Employment) regulations safeguard your rights if your job transfers to a new employer. This can happen when:
- A business or part of a business is sold or transferred.
- A service moves to a new provider.
Under TUPE, your existing employment terms and conditions should transfer automatically to the new employer. You also have the right to be informed and consulted about any changes that may affect you.
If you believe your employer hasn’t followed TUPE rules or you’re unsure what this means for your role, our employment law specialists can help. We’ll:
- Explain your rights under TUPE.
- Review any proposed changes to your contract or benefits.
- Advise on next steps if your employer has failed to comply with the regulations.
All advice is confidential and focused on protecting your position during the transfer.
Whistleblowing
If you’ve raised concerns about illegal, unsafe, or fraudulent activity at work, you’re a whistleblower—and the law protects you from retaliation. Under whistleblowing legislation, you have the right to make a protected disclosure without fear of dismissal or being treated unfairly.
You may be protected if:
- You reasonably believe your disclosure shows wrongdoing (such as health and safety breaches, fraud, or unlawful practices).
- You believe making the disclosure is in the public interest.
If you’ve been dismissed or treated less favourably after blowing the whistle, our employment law specialists can help. We’ll:
- Explain your rights under whistleblowing laws.
- Assess whether your disclosure qualifies for protection.
- Advise on claims for unfair dismissal or detriment and represent you if necessary.
All advice is confidential and focused on achieving a fair outcome for you.
With offices in Newcastle and Sunderland, our Employment Law team works with clients across the North East and beyond. .
Please get in touch by calling us on 0345 900 5401 or by emailing enquiries@sweeneymiller.co.uk. so that we can discuss your options with you.
