General information only — not legal advice. Always verify with ACAS (0300 123 1100) or a qualified solicitor.
Communication Style
How do you want me to talk to you?
There's no wrong answer — pick what feels right for where you're at right now.
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Straight Talking
Short, direct answers. Facts first. No fluff — just tell me what I need to know.
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Balanced
Clear and practical, but with a human touch. I want to feel heard as well as informed.
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Supportive
Gentle, reassuring. This is a tough time — I need patience alongside the advice.
Your Situation
Tell me about your job
This shapes every piece of advice — especially protections that may apply to you.
⚡ The 2-year mark matters for unfair dismissal rights
Disability / long-term health condition
Pregnancy or maternity
Race or ethnicity
Religion or belief
Age (over 50 or under 25)
Gender or gender identity
Sexual orientation
I raised a workplace concern (whistleblowing)
None of these / prefer not to say
Timeline
When did this start happening?
Employment law has strict time limits. This helps me flag any urgent deadlines straight away.
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Within the last 3 months
You may be approaching critical tribunal deadlines.
⏰ Time-sensitive
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3 to 6 months ago
Standard deadlines may have passed — check immediately.
⏰ Deadline risk
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6 to 12 months ago
Some routes may still be open — we'll check what remains.
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Over a year ago
Fewer routes, but not always zero options.
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It's ongoing right now
Still happening — active treatment, a live process, or a continuing dispute.
Good to know: For ongoing situations, the 3-month tribunal clock runs from the last act — not when it first began. We'll keep this front of mind.
What Happened
What has your employer done to you?
Select everything that applies. Follow-up questions will appear to help build the full picture.
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I was dismissed / sacked
Fired, let go, or told my contract is ending.
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Failed probation
Dismissed for not meeting probationary standards.
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Failed a PIP / performance process
Placed on a Performance Improvement Plan or capability process that led to dismissal or is ongoing.
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Made redundant
My role has been eliminated or the business is cutting jobs.
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Forced to resign
I felt I had no choice but to leave due to how I was treated.
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Discrimination
Treated unfairly because of who I am.
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Bullying or harassment
Unwanted behaviour affecting my work or wellbeing.
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Punished for speaking up
I raised a concern and been treated worse since.
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Pay issues
Not paid correctly, wages withheld, or below minimum wage.
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No reasonable adjustments
My employer won't accommodate my disability or health condition.
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Unfair process
Disciplinary or grievance handled improperly.
🛡️You're still in this role — protecting yourself matters now
Since this is ongoing, the priority isn't a tribunal yet — it's building your case and protecting your position. We'll give you specific guidance on this after the assessment.
📝 What to document🤝 Right to be accompanied📞 ACAS early guidance📧 Email trails
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⚠️ Limited legal options
Your situation is difficult — but you deserve to understand why
⚡ Employment law is changing. The Employment Rights Bill (2024–25) is currently making its way through Parliament and could significantly expand employee protections — including rights during probation and for shorter-tenure workers. It's worth checking current status before assuming the door is completely closed. Track the bill →
✅ Potential claims identified
Now let's build your case summary
Based on what you've told me, there are legal routes worth exploring. Write out what happened — this becomes the foundation of everything.
Potential claims to explore
1
Start at the beginning
When did you start, what was your role, and when did things start going wrong?
2
Key events in order
What happened, when, and who was involved? Include dates where you can.
3
What your employer said or did
Any letters, emails, meetings, or verbal comments that felt wrong or unfair.
4
How it's affected you
Financially, health-wise, or personally. Tribunals and solicitors need to understand the impact.
0 / 3000 — minimum 100 characters
📎 Attach documents (optional but helpful)
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Drop files here or click to browse
PDFs, images (letters, contracts, payslips, screenshots) — max 10MB each
⚠️ General information only — not legal advice. Verify with ACAS (0300 123 1100) or a solicitor.