How to Get Legal Support for Workers Dealing with Employment Disputes

Dealing with a disagreement at work can be one of the most stressful things you’ll ever do at work.  When you’ve been fired unfairly, discriminated against, not paid, or your contract has been broken, it can be very stressful to feel like you have no control.

With its many jargon terms and intricate processes, the legal field can appear to be a maze.  However, the first and most important step to a just resolution is being aware of your rights and knowing where to get assistance.

This guide will show you the important steps you need to take to find the best legal support for workers in UK. This will give you the confidence to handle your job dispute.

Understanding Your Rights: The Foundation of Your Case

Before you can challenge an employer’s actions, you must first understand the legal rights afforded to you based on your employment status. In the UK, employment law typically categorises individuals into three main groups, each with a different level of legal protection.

• Employee: In terms of rights, this position gives you the most.  As an employee, you usually have a contract, are expected to show up to work on a regular basis, and your boss takes out tax and National Insurance through PAYE. Employees have rights including statutory sick pay, maternity/paternity leave, minimum notice periods, and, crucially, the right to claim for unfair dismissal after two years of continuous service.
• Worker: This is a bigger group that includes people who work for an agency or on zero-hours contracts or other less formal arrangements. Workers are entitled to core protections like the National Minimum Wage, paid holidays, protection from unlawful discrimination, and protection for whistleblowing. However, they do not have the right to claim for unfair dismissal or receive statutory redundancy pay.
• Self-Employed: These people manage their own businesses and contract out their services to customers, making them their own bosses. They have the fewest employment rights, with protections primarily governed by the terms of the contract they agree with their client.

A crucial first step is figuring out your position. Resources such as the GOV.UK website offer tools and advice to help you clarify your situation if you’re not sure. Knowing your status will define the legal avenues available to you.

Also Read: Top 5 Free Legal Support Services in the UK

The First Port of Call: Internal Resolution Procedures

The legal system encourages resolving disputes at the lowest possible level before resorting to formal action. Not only is this often faster and less stressful, but an Employment Tribunal will also expect you to have attempted to resolve the issue internally first.

1. Informal Discussion

The simplest approach is to raise your concerns informally with your line manager or a representative from the Human Resources (HR) department. 

Clearly and calmly explain the issue, what you believe the ideal resolution is, and refer to any relevant company policies. 

A simple conversation can sometimes clear up misunderstandings and lead to a quick solution. Keep a written record of this conversation, including the date, who you spoke to, and what was discussed.

2. Formal Grievance

If an informal chat doesn’t work or isn’t appropriate for the situation (for instance, in cases of harassment by your manager), the next step is to raise a formal grievance. 

Your company should have a written grievance procedure, which you can usually find in your staff handbook or on the company intranet.

A formal grievance typically involves:

• Writing a Grievance Letter: This letter should be a clear, factual, and unemotional account of the problem. State that you are raising a formal grievance and outline the nature of your complaint, including dates, times, locations, and the names of anyone involved. Refer to your previous attempts to resolve it informally and explain what outcome you are seeking.
• Attending a Grievance Meeting: Your employer must arrange a meeting to discuss your grievance. You have the statutory right to be accompanied at this meeting by a colleague or a trade union representative.
• Receiving a Decision: After the meeting, your employer will investigate and provide you with a decision in writing. If you are not satisfied with the outcome, you have the right to appeal.

Following the formal grievance procedure is vital. An unreasonable failure to do so can lead to an Employment Tribunal reducing any compensation you might be awarded. 

ACAS provides a detailed Code of Practice that outlines the expected standards for handling disciplinary and grievance procedures.

Seeking External Advice: Your First Steps to Formal Support

If internal processes have been exhausted or have failed to resolve the issue, it is time to seek external advice. Fortunately, there are several organisations in the UK that provide free, impartial guidance.

ACAS (Advisory, Conciliation and Arbitration Service)

ACAS is an independent public body that is your most important resource in the early stages of a formal dispute. Their services are invaluable and, in some cases, mandatory.

• Helpline: ACAS operates a free and confidential helpline (0300 123 1100) where you can speak to an expert adviser about any work-related problem.
• Early Conciliation: Before you can make a claim to an Employment Tribunal, you must notify ACAS. This triggers the Early Conciliation process, where a trained conciliator will speak to both you and your employer to see if a resolution can be reached without going to a tribunal. 

This service is free, and the majority of cases that enter Early Conciliation are resolved at this stage, saving significant time, cost, and stress. The standard time limit for making a tribunal claim (usually three months less one day) is paused while you are in the conciliation process.

Citizens Advice

The Citizens Advice service offers free, confidential, and impartial advice on a wide range of issues, including employment disputes. 

They can help you understand your rights, check your contract, and guide you on the next steps. 

You can access their services online, over the phone, or by visiting a local bureau. They can be particularly helpful in identifying if you might be eligible for other forms of support, such as Legal Aid.

Trade Unions

If you are a member of a trade union, contact your representative as soon as an issue arises. Unions exist to protect the interests of their members. 

They can provide advice, support you during internal grievance meetings, and, in many cases, provide access to free legal representation from solicitors who specialise in employment law if your case needs to be taken further.

Types of Legal Support for Workers

When free advisory services are not enough and you require formal legal representation, it’s time to explore professional legal options. The type of support you need will depend on the complexity of your case and your financial situation.

Employment Solicitors

A specialist employment solicitor is an expert in this specific area of law. They can provide a full range of services, from offering an initial opinion on the merits of your case to representing you in settlement negotiations or at an Employment Tribunal. 

While this is the most comprehensive option, it can also be the most expensive. However, many firms offer various funding arrangements to make their services more accessible.

Legal Expenses Insurance (LEI)

Before you assume you cannot afford a solicitor, check your existing insurance policies. Many home insurance or even car insurance policies include Legal Expenses Insurance as an add-on. 

This “before the event” insurance is designed to cover the cost of legal action for a range of issues, including employment disputes. Review your policy documents carefully or call your insurer to find out if you are covered.

Legal Aid

Legal Aid—government funding to help people meet the costs of legal advice—is very limited for employment law cases in England and Wales. It is generally only available for discrimination cases under the Equality Act 2010. 

Even then, you must pass a strict means test (based on your income and capital) and a merits test (showing your case has a good chance of success). For most other employment disputes, such as unfair dismissal or wage claims, Legal Aid is not an option.

Law Centres

Law Centres are not-for-profit legal practices that provide free legal advice and representation to people in their local communities. 

They often have employment law specialists on staff. However, they are heavily dependent on charitable funding and may have long waiting lists or be limited to helping those on very low incomes. You can find your nearest Law Centre through the Law Centres Network website.

Also Read: Top 5 Employment Rights You Need to Know in 2025

Navigating the Employment Tribunal Process

If all other avenues fail, your final recourse is to make a claim to an Employment Tribunal. This is a legal process, and while you can represent yourself, having professional support is highly advisable.

1. ACAS Early Conciliation: As mentioned, this is the mandatory first step.
2. Submit ET1 Form: To start your claim, you must complete and submit an ET1 form to the Tribunal. This form details who you are, who your employer is, and the basis of your claim. There are strict time limits—typically three months less one day from the date the incident you are complaining about occurred.
3. Employer’s Response (ET3): Your employer will receive your ET1 form and will have 28 days to submit their response using an ET3 form.
4. Case Management: The Tribunal will then manage the case, which may involve a preliminary hearing to clarify the issues and set a timetable for exchanging documents and witness statements.
5. The Hearing: This is the final hearing where both you and your employer will present your evidence and arguments to an Employment Judge (and sometimes two lay members). The Judge will then make a legally binding decision.

Funding Your Legal Case: A Practical Breakdown

The cost of legal representation is a significant concern for most people. Fortunately, the traditional model of paying a solicitor by the hour is not the only option.

• No Win, No Fee (Conditional Fee Agreements – CFAs): This is a popular option for employment claims. Under a CFA, you only pay your solicitor’s fees if you win your case. If you win, their fee is typically a pre-agreed “success fee,” which is a percentage of the compensation you receive. 

This percentage is legally capped at 25% of most of the damages awarded for claims of unfair dismissal and discrimination. 

If you lose, you do not pay your solicitor’s fee, but you may still be liable for your own expenses (known as disbursements), such as tribunal fees or the cost of an expert report.

• Damages-Based Agreements (DBAs): Similar to a CFA, with a DBA the solicitor’s payment is contingent on success. They will take a percentage of the damages you recover. The key difference is in the calculation, but the principle of not paying if you lose remains.
• Fixed Fees: Some solicitors offer fixed-fee arrangements for specific pieces of work, such as reviewing a settlement agreement or drafting an ET1 claim form. This provides cost certainty for a defined task.
• Private Funding: This is the traditional method where you pay your solicitor for their work based on an hourly rate. This provides the most flexibility but can be very expensive, and costs can quickly escalate.

Conclusion: Taking Control of Your Situation

There’s no doubt that an employment dispute is hard, but you’re not alone and you definately have choices.

By systematically understanding your rights, following internal procedures, and engaging with expert advisory bodies like ACAS, you can build a strong foundation for your case. When professional representation is needed, exploring options like Legal Expenses Insurance and No Win, No Fee agreements can make expert help accessible. 

The path from a workplace problem to a legal resolution is a structured one. By understanding these steps, you can navigate the complexities of employment law and secure the necessary legal support for workers, ensuring your voice is heard and your rights are upheld.