Employment Law
Key Legal Services Offered – Employment Law for Individuals
Forest & Co provides expert legal representation for employees facing workplace disputes, unfair treatment, and contractual issues. Our experienced employment solicitors help individuals understand their rights and secure fair resolutions.
Losing your job can be a deeply stressful experience, especially if you believe it was unfair or unlawful. At Forest & Co, we help employees challenge dismissals that breach employment law or their contractual rights.
We assist with:
- Claims for unfair dismissal (e.g. no fair reason or flawed process)
- Wrongful dismissal claims based on breach of contract (e.g. lack of notice)
- Constructive dismissal (where you felt forced to resign due to employer conduct)
- Negotiating exit packages or settlements to avoid litigation
We provide clear advice on your rights and assess whether your dismissal followed a fair disciplinary or redundancy process. If it did not, we will represent you in bringing a claim to the Employment Tribunal, seeking compensation, references, or reinstatement where appropriate.
Strict time limits apply — usually three months less one day from the date of dismissal — so it is essential to seek legal advice promptly.
Whether you are still employed and facing dismissal, or have already been let go, Forest & Co is here to help you take informed, confident action.
Every employee has the right to work in an environment free from discrimination, bullying, or harassment. At Forest & Co, we represent individuals who have been treated unfairly at work due to protected characteristics or subjected to hostile, degrading, or offensive conduct.
We assist with claims involving:
- Sex, race, religion, disability, age, or sexual orientation discrimination
- Pregnancy and maternity discrimination
- Harassment or victimisation in the workplace
- Failure to make reasonable adjustments for disabled employees
- Intersectional discrimination or cumulative unfair treatment
Whether the unfair treatment has come from a colleague, manager, or as a result of wider company policies or culture, we can help you challenge it through internal procedures, ACAS early conciliation, and if necessary, a claim to the Employment Tribunal.
We will work with you to:
- Assess whether your case meets the legal definition of discrimination or harassment
- Prepare a strong legal argument supported by evidence
- Seek remedies such as compensation, apologies, reinstatement, or changes to workplace policies
These cases are often sensitive and emotionally difficult. Our approach is professional, supportive, and focused on protecting your dignity, rights, and future career.
If you are facing redundancy or being offered a settlement agreement, it is essential to understand your rights and ensure you are being treated fairly. At Forest & Co, we advise employees at all levels — from entry-level staff to senior executives — throughout the redundancy process and in the negotiation of settlement packages.
We assist with:
- Challenging unfair or discriminatory redundancies
- Ensuring proper consultation and selection procedures were followed
- Reviewing and negotiating settlement agreements (formerly compromise agreements)
- Advising on tax, notice periods, references, and restrictive covenants
- Maximising compensation and exit terms
Employers must follow strict legal requirements during redundancy. If you have been selected unfairly, not consulted properly, or your role has not truly been made redundant, you may have grounds for a legal claim.
With settlement agreements, we will explain the implications of signing and ensure you are being fairly compensated. We often negotiate improved terms — including higher payouts, extended benefits, and agreed references.
We offer fixed-fee services for reviewing settlement agreements and act quickly to meet tight deadlines.
Your employment contract sets out the foundation of your working relationship — including pay, duties, benefits, and what happens when you leave. At Forest & Co, we help employees understand, negotiate, and challenge the terms of their contracts, including any restrictive covenants that limit your future employment.
We advise on:
- Reviewing and negotiating new employment contracts or consultancy agreements
- Contractual rights such as bonuses, notice periods, and garden leave
- Non-compete, non-solicitation, and confidentiality clauses
- Breach of contract claims, including unpaid bonuses or wrongful dismissal
- Variation of terms and unfair changes to working conditions
Restrictive covenants often come into play when you are leaving a job — especially in competitive industries or senior roles. We assess whether those clauses are enforceable and advise on your rights to move on without legal risk.
We also support employees who have concerns about:
- Being pressured into unfavourable contract changes
- Having duties or locations altered without agreement
- Breach of contract by their employer
Whether you are reviewing a new offer or navigating a dispute under your current contract, we provide clear, practical legal advice to protect your interests.
All workers are entitled to be paid correctly and on time. If your employer has withheld wages, failed to pay holiday entitlement, or made unauthorised deductions from your salary, you may have a legal claim. At Forest & Co, we help employees recover what they are owed and challenge unlawful pay practices.
We assist with:
- Unpaid wages or salary disputes
- Holiday pay miscalculations or non-payment
- Deductions from pay without consent or legal justification
- Unpaid overtime, commission, or bonuses
- Final pay errors after dismissal or resignation
These claims can usually be pursued either in the Employment Tribunal or through the civil courts, depending on the nature of the dispute. We will advise you on the most appropriate course of action and represent you in negotiations or formal proceedings.
We also support clients dealing with:
- Zero-hour or gig economy contracts where pay is inconsistent
- Part-time or agency work where rights are often unclear
- Issues arising during furlough, lay-off, or suspension
There are strict time limits for making a claim, so early legal advice is essential. We are here to help you assert your rights and secure the pay you have earned.
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Frequently Asked Questions
Unfair dismissal is when you are dismissed without a fair reason or without a fair process. Wrongful dismissal relates to breach of your contract — for example, not being given proper notice or final pay. You may have a claim under one or both, depending on the circumstances.
In most cases, you must start ACAS Early Conciliation within 3 months less one day of the incident (e.g. your dismissal or last act of discrimination). Time limits are strict, so it is important to get advice quickly.
Yes. You do not need to resign or be dismissed to make a claim. If you have experienced discrimination, harassment, or victimisation at work, you have the right to take action while still employed — and we can help you protect your position.
No — and you should not sign anything until you receive independent legal advice. We will review your offer, explain the legal impact, and negotiate improvements where appropriate.
You are entitled to fair selection, consultation, notice, and redundancy pay (if eligible). If your employer has acted unfairly, or you suspect the redundancy is a cover for dismissal, we can help you challenge it.
You may have a claim for unlawful deductions, unpaid wages, or holiday pay. We will assess your entitlements and can help you recover what you are owed through negotiation or legal action.
Yes. Not all restrictive covenants are legally enforceable. We will review the terms and advise whether they are reasonable or can be challenged to protect your ability to work elsewhere.
You may be protected under whistleblowing laws. We can advise you on how to respond, and take legal action if your employer has retaliated against you for raising a protected disclosure.
