Our specialist employment solicitors deal with applications for compensation to the Liverpool Employment Tribunal on a no win no fee* basis. Cases are totally risk free and there is nothing to pay unless you win your claim. Charges are based on a fixed percentage of the compensatory award because the Employment Tribunal which deals with constructive and unfair dismissal, redundancy, discrimination and harassment merely makes an award for compensation and does not additionally award legal costs to the successful applicant. The damages that can be awarded in many cases including discrimination are unlimited and may amount to very substantial sums. An employee complaining of discrimination must put in a grievance and comply with the legal requirements if they wish to pursue a compensation claim. Our employment solicitors are specialists who deal with nothing else other than the resolution of industrial disputes, negotiations with the ACAS (Advisory, Conciliation and Arbitration Service) and applications to the Employment Tribunal and appeals to the Employment Appeal Tribunal on behalf of employees. Our employment solicitors finance their Liverpool cases using the risk free no win no fee scheme.

Unfair Dismissal

An employer is allowed to terminate employment if it is carried out in a fair and reasonable manner or if it is as a result of a genuine redundancy in which case redundancy pay may be due to an employee. Dismissal is fair if the employee is guilty of serious misconduct or cannot properly carry out the job in hand or if they are unable to work for some reason. Dismissal only becomes unfair and unlawful when an employer acts unreasonably and fails to follow established protocols for a fair dismissal.

Constructive Dismissal

If an employers behaviour is so bad that an employee has no other reasonable alternative than to resign their position, this is known as constructive dismissal. Employees can expect to work in a positive environment and should not be placed in a position where they must hand in their notice in order to escape. This is not a voluntary resignation and the Employment Tribunal treats it as an unfair dismissal by the employer. In most cases in order to sustain a claim there must be a grievance followed by the statutory procedures.

Racial Discrimination

Race relations legislation dealing with racial discrimination applies throughout the United Kingdom and applies to discrimination on grounds of race, colour, nationality and ethnic or national origin. Certain aspects of religion are dealt with but there is no blanket cover for religion in general. Specialist unfair dismissal solicitors will be able to guide a potential applicant in matters relating to discrimination and religion. The legislation applies to recruitment, promotion and dismissal. Incidents of race discrimination can be direct or can exist in a more subtle form and be classed as indirect which is in many ways more harmful as it often takes some time to appreciate the perpetrators unlawful intentions.

Racial Harassment

Incidents of race harassment are unlawful under the Race Relations Act 1976. There is no formal definition of racial harassment which is a form of discrimination however it is best described as an unwelcome or hostile act or series of acts carried out on racial grounds and includes spitting, abusive language and racist jokes, offensive behaviour, racist name-calling, damage to property, racially offensive written or visual material including graffiti/vandalism, open hostility to minority ethnic workers, unfair allocation of work and responsibility, exclusion from normal workplace conversation or social events, attempted assault, threatening behaviour, threatening letters/materials posted through the letterbox. If you are being targeted because of your colour, race, religion or background then it is racial harassment. It does not matter whether or not the action was intended to cause offense as it is still classed as harassment if the employee subjected to the behaviour feels harmed and finds it unacceptable. Harassment can be just one serious incident or a sequence of less serious incidents. If you have been the victim of this type of behaviour you should speak to an employment solicitor without delay as it is doubtful that the behaviour will improve without intervention.


Offensive behaviour known as race victimisation is another form of racial discrimination and may occur when a person is treated less favourably than another as a result of seeking employment solicitors advice about prejudiced behaviour or bringing a case under race relations legislation or giving evidence in such a case or when they have made complaints that certain action may be unlawful in relation to race relations legislation. There are other forms of unlawful victimisation which is not exclusively based on race.

Sex Discrimination

Throughout the United Kingdom sex discrimination legislation is in operation and applies to contract workers, employees, job applicants, former employees, voluntary workers and the self-employed. The sexual discrimination rules apply to equal pay, equal opportunities and makes sex discrimination illegal on the basis of gender or marital status and also applies to trans-sexuals. Other legislation also prohibits sex discrimination on the basis of sexual orientation which covers lesbians, homosexuals and those in non sexual same sex relationships. The unlawful behaviour complained of may be direct or may be of the more subtle and insidious indirect type. The regulations cover pregnant women who may be treated differently including dismissal because of pregnancy or pregnancy related time off work. Our employment solicitors can achieve very substantial awards in these matters as damages that can be awarded by the Liverpool Employment Tribunal are unlimited.

Sexual Harassment

Behaviour known as sex harassment is unwanted conduct based on gender affecting the dignity of women and men at work. Whether or not the behaviour was intended to be harassment is not relevant, what counts is the effect that it had on the recipient and what may be acceptable to one person may be offensive to another.

Age Discrimination

The regulations relating to age discrimination are relatively new and apply to all employees of any age. Advice should be sought from our employment law solicitors on these matters due to the fact that there is little case law available to clarify the law. Penalties for employers who breach the regulations are unlimited as are damages awards to the employee. Recruitment on the basis of age is outlawed as are pay scales based on age.


This is potentially fair dismissal usually involving compensation in the form of redundancy payments and occurs when a business closes or because there are reduced needs for the employee's skills. The employer is required to give reasonable and fair notice, apply fair selection criteria, consider the employees work record and consider alternative employment within the firm. A sham redundancy is an unfair dismissal and usually occurs when a redundancy payment required to be paid by an employer is cheaper than damages for unfair dismissal.


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