Employment Solicitors Who Act for Employees
We represent employees, and only employees. If you have been dismissed, discriminated against, or treated unfairly at work, we give you straight-talking legal advice and stand up for you across England & Wales.
- Regulated by the SRA (No. 8004856)
- Acting for employees across England & Wales
- We represent employees, and only employees
How we help
Six areas of employment law where we regularly advise and represent employees.
Unfair & Wrongful Dismissal
Dismissed without a fair process, or without proper notice? We assess your service and the circumstances, then explain plainly whether you have a claim.
Read more →Discrimination
Treated unfairly because of a protected characteristic such as age, sex, disability, or race? We help employees challenge discrimination at work under the Equality Act 2010.
Read more →Harassment & Bullying
Unwanted conduct that leaves you feeling humiliated or undermined is not something you have to accept. We advise on your options, from a formal grievance to a tribunal claim.
Read more →Redundancy & Settlement Agreements
Facing redundancy, or asked to sign a settlement agreement? We review the terms, check the process was fair, and negotiate on your behalf where it counts.
Read more →Whistleblowing
Raised a genuine concern in the public interest and been penalised for it? Whistleblowers have specific legal protections, and we help you enforce them.
Read more →Unpaid Wages & Tribunals
Owed wages, holiday pay, or other sums your employer will not pay? We advise on recovering what you are owed, including through the employment tribunal.
Read more →Know your rights
Employment law can be complex. This is a general, plain-English guide, not legal advice for your specific situation.
Discrimination is unlawful
The Equality Act 2010 makes it unlawful to treat someone unfairly at work because of a protected characteristic, such as age, disability, sex, race, religion or belief, sexual orientation, gender reassignment, marriage or civil partnership, or pregnancy and maternity.
Unfair dismissal usually needs two years’ service
To bring an ordinary unfair dismissal claim you generally need at least two years’ continuous employment. Some claims, including those linked to discrimination or whistleblowing, do not require any minimum length of service.
Tribunal time limits are short
Most tribunal claims must be brought within three months less one day of the act complained of. You must contact ACAS for early conciliation before issuing a claim, which can pause the clock, but the underlying time limit is strict.
When should you speak to an employment solicitor?
The earlier you get advice, the more options you usually have. You do not need to wait until a situation has become a crisis. Some common reasons employees come to us:
- You have been dismissed and are not sure the process was fair
- You have been offered a settlement agreement to sign
- You are being treated differently because of who you are
- You have raised a concern at work and now feel penalised for it
- Your employer will not pay wages, overtime, or holiday pay you are owed
Not sure if you have a case?
Tell us what has happened and we will give you honest advice on where you stand, including if the answer is that you do not have a strong claim.
Why RGF Lawyers
Specialist employment focus
We only act for employees in employment disputes, so our experience is focused where it matters to you.
Straight-talking advice
We explain your options in plain English, not legal jargon, so you can make an informed decision.
Responsive
Employment disputes often move quickly. We keep you updated and respond promptly when it counts.
Honest about your prospects
We tell you where you genuinely stand, including when a claim is weak, rather than what you want to hear.
No jargon
Every letter and conversation is written to be understood, not to impress other lawyers.
Results-focused
Our aim is the best practical outcome for you, whether that is a negotiated settlement or a tribunal win.
What our clients say
We are proud of the outcomes we achieve for the employees we represent. Read what our clients say about working with us.
Meet the lawyers
Our team is made up of experienced employment and litigation lawyers who act exclusively for employees.
Gareth Pope
Founder & Litigation Lawyer
Sarah Wilkinson
Senior Employment & Litigation Lawyer
Frequently asked questions
Common questions employees ask us about their rights at work.
How long do I have to bring an employment tribunal claim?
For most employment claims, including unfair dismissal and discrimination, you usually have three months less one day from the date of the act you are complaining about. Before you can lodge a claim, you must normally contact ACAS for early conciliation, which can pause the clock for up to six weeks. Time limits are strict and tribunals rarely allow late claims, so it is worth taking advice as early as possible.
Do I have a claim for unfair dismissal?
In most cases you need at least two years of continuous employment with your employer to bring an ordinary unfair dismissal claim. There are exceptions: some dismissals, such as those linked to whistleblowing or discrimination, do not require any minimum length of service. We look at your specific circumstances, including the reason given and whether a fair process was followed, before advising on prospects.
What is a settlement agreement?
A settlement agreement is a legally binding contract between you and your employer, usually offered to end your employment on agreed terms, often including a payment. In exchange, you agree not to pursue certain claims against your employer. For the agreement to be valid, you must receive independent legal advice, which is why employers typically contribute towards your solicitor's costs.
Is what happened to me discrimination?
Discrimination under the Equality Act 2010 involves being treated unfairly because of a protected characteristic, which includes age, disability, sex, race, religion or belief, sexual orientation, gender reassignment, marriage or civil partnership, pregnancy or maternity. It can take several forms, including direct discrimination, indirect discrimination, harassment, and victimisation. We can talk through what happened and explain whether it fits one of these categories.
Will I have to go to an employment tribunal?
Most employment disputes settle before a final tribunal hearing, often through negotiation or ACAS conciliation. We prepare every case as though it may go the distance, which puts you in the strongest position to negotiate, but a hearing is not the only, or even the most likely, outcome.
How much will it cost to get advice?
Costs depend on the type of matter and how it progresses. We are straightforward about likely costs and funding options from the outset, including situations where an employer contributes towards your fees, such as settlement agreement advice. Ask us early so you can make an informed decision.