No Win No Fee Employment Solicitors – Top 10 Lawyers in UK

Last Updated On – 02-09-2026

Employees with a potentially strong workplace claim may be able to instruct no win no fee employment solicitors without paying the solicitor’s ordinary legal fees upfront.

However, no win no fee funding is not automatically available: solicitors normally assess the legal merits, evidence, potential compensation and commercial viability of a case before deciding whether to accept it.

The ten lawyers below have current employment-law profiles and are connected with practices that publicly offer no win no fee, damages-based or comparable funding arrangements for suitable employment disputes.

Inclusion is based on publicly verifiable information rather than an official national ranking.

Which UK Employment Solicitors Offer No Win No Fee?

The following lawyers work in employment law at practices that currently describe no win no fee or similar funding options. Availability remains subject to the firm’s assessment of an individual claim.

Lawyer	Relevant Employment-Law Focus
Mark Sellek	Dismissal, discrimination, redundancy, TUPE, whistleblowing
Philip Landau	Employee and senior executive disputes
Emma Beresford	Dismissal, redundancy, discrimination, settlements
Stephen Woodhouse	Employment disputes and tribunal work
Adam Pennington	Dismissal, discrimination, whistleblowing, wages
Sacha Barrett	Tribunal claims, settlements, Acas conciliation
Caroline Lewis	Discrimination, unfair dismissal, settlements
Paul Doran	Employee disputes, equal pay and dismissal
Vaishali Thakerar	Tribunal litigation and complex employment disputes
Bernard Culshaw	Employee claims and tribunal representation

The table is a shortlist for comparison, not a statement that one solicitor is objectively better than another.

What Does No Win No Fee Mean In Employment Law?

“No win no fee” generally means that some or all of the solicitor’s own legal fees depend on the case producing a successful outcome.

The precise definition of success, the percentage payable and responsibility for other expenses must come from the written agreement.

Conditional Fee Agreements Vs Damages-Based Agreements

Different firms use different funding structures. A conditional fee agreement can make payment of defined legal fees dependent on success, while a damages-based agreement generally provides for an agreed payment linked to compensation recovered.

Employment firms may describe either structure in consumer-friendly language as “no win no fee”.

This makes the engagement letter more important than the marketing label: employees should check exactly what counts as a win, when payment becomes due and which costs sit outside the agreement.

Does No Win No Fee Mean There Is Absolutely No Financial Risk?

Not necessarily. A no win no fee agreement may remove the solicitor’s ordinary fee if the case fails, while other expenses can still arise depending on the contract.

Possible costs can include barristers, medical reports, expert evidence or other disbursements.

Employment Tribunals also generally expect parties to bear their own legal costs, but costs orders can be made in certain circumstances, including unreasonable conduct.

The written funding terms should therefore be reviewed before proceedings begin.

10 No Win No Fee Employment Solicitors And Lawyers In The UK

1. Mark Sellek

Mark Sellek is the Senior Solicitor at Anderton & Co, with a practice centred on representing employees in workplace disputes.

His published profile says he has acted for thousands of employees, both in Employment Tribunal proceedings and in disputes resolved before a full hearing.

Mark Sellek At A Glance

Highlight	Verified Information
Current position	Senior Solicitor
Qualification	The firm’s funding information states that he qualified as a solicitor in 2005
Client experience	Has represented thousands of employees
Key claim areas	Unfair dismissal, redundancy, discrimination, TUPE and whistleblowing
Settlement experience	Negotiated settlements and Acas agreements
Group litigation	Has acted in group actions involving approximately 30–40 employees
Funding route	No win no fee may be available after a merits assessment
Other funding option	Agreed/fixed-fee arrangements may also be available

What Makes Mark Sellek’s Experience Distinctive?

A key feature of Sellek’s published profile is his combination of individual Employment Tribunal representation and employee group actions.

The practice records group-action work involving around 30 to 40 employees, alongside settlement negotiations and Acas agreements.

His experience therefore extends beyond individual dismissal claims. His listed work includes unfair dismissal, redundancy, discrimination, TUPE transfers and whistleblowing, covering several major employment disputes that may require either settlement advice or tribunal representation.

How Does The No Win No Fee Arrangement Work?

The practice does not suggest that every employment dispute qualifies automatically. Cases are first subject to a merits assessment, after which employment-law services may be offered on a no win no fee basis.

For qualifying clients, there are no upfront solicitor fees, and the firm’s fees are not charged if the claim is unsuccessful.

The firm’s funding information also notes that separate disbursements may arise, particularly barristers’ fees if a case reaches a final hearing. This means that no win no fee funding may not cover every potential case expense.

2. Philip Landau

Philip Landau is the founder of Landau Law and has worked as a specialist employment solicitor for more than three decades.

His practice is focused on employees and senior executives throughout the UK, including individuals in senior corporate and public-facing roles.

Philip Landau At A Glance

Highlight	Verified Information
Current position	Founder and employment solicitor
Qualification	Qualified as a solicitor in 1990
Client focus	Employees and senior executives
Settlement experience	Has negotiated thousands of employment settlements
Senior-level work	Advises CEOs, CFOs, COOs and other senior executives
Professional membership	Employment Lawyers Association
Funding route	Damages-based agreement may be considered
Other funding options	Agreed fees and payment by instalments are available

What Makes Philip Landau’s Experience Distinctive?

A particularly notable feature of Landau’s practice is his emphasis on resolving employment disputes through negotiated exits.

His profile records extensive work involving settlement agreements, service agreements, restrictive covenants, bonus disputes and performance-related issues, giving him a strong concentration in matters affecting senior employees as well as conventional dismissal claims.

His employment-law work also has a substantial public expert dimension. He has contributed employment commentary to national media, appeared across broadcast outlets and provided specialist material for professional and legal audiences.

His profile also records inclusion in the Ministry of Justice talent pool for public appointments.

How Does The No Win No Fee Arrangement Work?

No win no fee funding is considered where a client prefers that route, but the practice assesses the case before agreeing to it.

Its costs information describes this arrangement as a damages-based agreement, meaning the eventual charge is connected to a successful recovery rather than ordinary hourly billing throughout the matter.

The firm also publishes alternatives for cases where a damages-based arrangement is not appropriate.

These include an agreed fee that does not change according to the result and, in suitable circumstances, payment by instalments, allowing the funding method to be matched to the particular dispute.

3. Emma Beresford

Emma Beresford is a Partner specialising in employment law and advises employees across both contentious workplace disputes and negotiated departures.

Her current profile places particular emphasis on resolving employment problems before they need to reach a full Employment Tribunal hearing.

Emma Beresford At A Glance

Highlight	Verified Information
Current position	Partner
Practice area	Employment law
Key disputes	Performance, misconduct, redundancy and dismissal
Discrimination work	Advises on workplace discrimination matters
Settlement work	Advises and negotiates settlement agreements
Workplace procedures	Handles disputes arising from capability and disciplinary processes
Professional membership	Employment Lawyers Association
Funding connection	Firm-level no win no fee option may be considered

What Makes Emma Beresford’s Experience Distinctive?

Beresford’s profile is particularly centred on pre-tribunal dispute resolution. Rather than focusing only on claims once proceedings have started, her published work includes negotiating for employees whose relationships with employers have deteriorated during capability, disciplinary or other internal processes.

The practice also records a high degree of success in resolving her matters without recourse to the Employment Tribunal.

That makes negotiated settlement strategy a significant part of her published profile, particularly where an employee is seeking improved financial terms or an agreed exit rather than prolonged litigation.

How Does The No Win No Fee Arrangement Work?

The funding option is provided at firm level rather than represented on Beresford’s profile as an automatic personal arrangement.

The practice says suitable matters can be considered under a damages-based agreement, but only after the circumstances of the case have been assessed.

Clients may also be offered other ways of paying, including agreed fees and instalment arrangements.

The appropriate route therefore depends on the claim and the firm’s assessment rather than every employee represented by Beresford being placed automatically on no win no fee terms.

4. Stephen Woodhouse

Stephen Woodhouse is a Partner in the employment team and became a Partner in 2026 after beginning his career with the practice in 2012.

His published work covers individual Employment Tribunal disputes as well as larger claimant actions involving unpaid wages and compensation.

Stephen Woodhouse At A Glance

Highlight	Verified Information
Current position	Partner
Career with firm	Joined in 2012
Partnership	Became a Partner in 2026
Key claim areas	Dismissal, whistleblowing, discrimination and unpaid wages
Collective claims	Handles group claims and class actions
Settlement work	Advises on termination and settlement agreements
Funding route	Damages-based agreements are offered in suitable cases
Alternative funding	Regularly works with legal-expenses insurance

What Makes Stephen Woodhouse’s Experience Distinctive?

One of Woodhouse’s published cases involved 37 claimants whose former employer had failed to pay outstanding wages properly during a redundancy situation.

Proceedings were brought against the company and its administrators, with the tribunal ultimately making the highest available award in favour of all 37 claimants.

His profile also records a whistleblowing and automatic unfair dismissal matter involving a short-service employee who had raised health and safety concerns with management and the CQC.

The tribunal accepted the connection between those disclosures and the dismissal, after which a financial settlement was achieved.

How Does The No Win No Fee Arrangement Work?

Woodhouse’s own profile expressly states that he can provide flexible funding through a damages-based agreement, rather than relying solely on a general firm-wide statement.

He also carries out merits assessments for cases funded through legal-expenses policies.

For employment no win no fee cases generally, the percentage deducted can depend on the strength, risk and financial value of the claim.

The practice states that VAT is included within its agreed percentage, although separate disbursements such as barrister costs may occasionally arise and should be discussed before they are incurred.

5. Adam Pennington

Adam Pennington is a Partner in the employment-law team, having joined the practice in 2010 and qualified as a solicitor in 2015.

His work covers claimant disputes ranging from dismissal and workplace discrimination to wage claims, TUPE issues and settlement agreements.

Adam Pennington At A Glance

Highlight	Verified Information
Current position	Partner
Joined firm	2010
Qualification	Qualified in 2015
Claimant work	Advises employees bringing Employment Tribunal claims
Key areas	Unfair dismissal, TUPE, discrimination and wage disputes
Appellate experience	Profile records work on an Employment Appeal Tribunal matter
Funding experience	Regularly handles legal-expenses-insurance cases
Settlement work	Extensively advises on settlement agreements

What Makes Adam Pennington’s Experience Distinctive?

Pennington’s published casework includes a matter that progressed beyond the initial Employment Tribunal to the Employment Appeal Tribunal.

The underlying employee claims included unfair dismissal, failure to inform and consult under TUPE and unlawful deductions from wages, after which an appeal was brought by one of the respondents.

Another example involves four care workers who received fixed payments for overnight “sleep-in” duties.

His profile records advice concerning whether the arrangements complied with minimum-wage requirements and the decision to pursue the contractual shortfall through the County Court rather than the Employment Tribunal.

How Does The No Win No Fee Arrangement Work?

Pennington’s personal profile specifically identifies legal-expenses insurance as a funding route he regularly works with.

The wider employment practice separately offers no win no fee funding for appropriate claims, so it is more accurate to describe this as a firm funding option rather than suggest every case handled by Pennington is offered on those terms.

Where the firm’s no win no fee option is used, the eventual deduction is assessed according to factors such as merits, risk and claim value.

Potential disbursements are treated separately and should be confirmed before the client enters into the agreement.

6. Sacha Barrett

Sacha Barrett is a Senior Associate working in specialist employment law. Her present role covers settlement agreements, Acas conciliation, legal drafting and Employment Tribunal claims, placing her work across several stages of an employee dispute.

Sacha Barrett At A Glance

Highlight	Verified Information
Current position	Senior Associate
Academic background	BA (Hons) Sociology and LPC
Previous experience	Includes employment practice and forensic-services work
Tribunal work	Handles Employment Tribunal claims
Negotiation work	Advises on settlement agreements and Acas conciliation
Additional skills	Contract and employee-handbook drafting
Funding route	Firm offers no win no fee arrangements
Typical success deduction	Firm states an agreed 15%–35% is usually applied

What Makes Sacha Barrett’s Experience Distinctive?

Barrett’s background combines conventional employment practice with earlier forensic-services experience at PwC.

Her published strengths also extend beyond litigation into employment documentation, disciplinary and grievance processes, redundancy procedures and negotiation, giving her exposure to both the documents behind a workplace dispute and the dispute itself.

This makes her profile particularly notable for matters that evolve through several stages: an internal workplace issue may progress into Acas negotiations, a settlement proposal or ultimately tribunal litigation rather than beginning as a tribunal claim from the outset.

How Does The No Win No Fee Arrangement Work?

The firm distinguishes between early-stage disputes and claims that have progressed beyond Acas Early Conciliation.

Pre-litigation matters may receive a lighter initial review, whereas Employment Tribunal matters require a fuller prospects assessment examining documents, applicable law, potential compensation and commercial viability.

The full tribunal assessment is chargeable, and the firm’s published process states that claims assessed at 51% or greater prospects of success may move forward for further valuation.

If a funded case succeeds, its published typical deduction is an agreed 15% to 35% of the recovery.

7. Caroline Lewis

Caroline Lewis is a Senior Associate Employment Law Solicitor whose principal current specialisms include discrimination and unfair dismissal. Her professional background also extends into workplace mediation and international labour-rights work.

Caroline Lewis At A Glance

Highlight	Verified Information
Current position	Senior Associate
Higher education	Oxford graduate with an LLM in Labour Law from UCL
Primary specialisms	Discrimination and unfair dismissal
Mediation	Accredited workplace mediator
Additional designation	SA8000 social auditor
International experience	Worked in international labour-rights roles
Funding route	No win no fee available through the firm
Other charging methods	Hourly and fixed-fee funding also offered

What Makes Caroline Lewis’s Experience Distinctive?

Lewis has a professional history that extends well beyond conventional domestic employment litigation.

After training at Freshfields, she advised union representatives and members before later working in New York in labour-rights roles connected with the International Labour Organisation and Social Accountability International.

She also co-founded MediationWorks and holds an accredited workplace-mediator qualification.

That combination of labour-rights experience and mediation provides a distinctive background for discrimination cases and negotiated exits, particularly where the dispute involves both legal rights and an attempt to resolve matters without a final tribunal hearing.

How Does The No Win No Fee Arrangement Work?

No win no fee is a practice-wide funding method rather than a guarantee attached specifically to Lewis.

The firm says it may use either damages-based or conditional-fee structures, although contingency or damages-based agreements are the more common arrangement in its employment work.

For a tribunal claim, funding follows a detailed prospects review rather than automatic acceptance.

Successful cases normally involve an agreed deduction from the compensation or settlement recovered, while clients whose matters are unsuitable for that structure may instead discuss fixed-fee, hourly or insurance-backed funding.

8. Paul Doran

Paul Doran is the founder and Director of an employment practice established in 2013 that acts exclusively for employees and claimants. Although his work covers employment disputes more broadly, equal-pay litigation is a particularly prominent part of his professional background.

Paul Doran At A Glance

Highlight	Verified Information
Current position	Founder and Director
Firm established	2013
Client focus	Employees and claimants only
Principal specialism	Equal pay
Previous role	Former Head of Employment Law at Stefan Cross Solicitors
Postgraduate qualification	Master’s degree in Employment Law with distinction
UK coverage	Practice handles cases across the UK
Funding route	Damages-based no win no fee may be available

What Makes Paul Doran’s Experience Distinctive?

Doran’s strongest differentiating experience comes from major equal-pay litigation.

Before founding his own practice, he represented thousands of female Birmingham City Council employees in litigation concerning access to bonuses received by male counterparts; his profile states that related compensation across subsequent cases approached £1 billion.

His profile also highlights an equal-pay dispute involving Reading City Council that took 14 years to resolve.

This background gives his practice a particularly unusual history of large-scale, long-running pay-equality claims rather than a caseload focused only on individual dismissal disputes.

How Does The No Win No Fee Arrangement Work?

The practice describes its no win no fee arrangement as a damages-based agreement.

It states that the initial enquiry is free and that funded cases are selected where the firm considers there to be a realistic chance of obtaining a successful result.

If the matter fails, the firm’s published explanation says its own fee is not payable.

If compensation is recovered, payment is calculated as an agreed percentage; where a settlement offer already existed before instruction, the firm says its percentage is taken from the additional amount it negotiates rather than automatically from the entire pre-existing offer.

9. Vaishali Thakerar

Vaishali Thakerar is a Director who oversees the employment team and has specialised in employment law for more than 20 years.

Her practice combines Employment Tribunal litigation with higher-level appellate work, negotiation and mediation.

Vaishali Thakerar At A Glance

Highlight	Verified Information
Current position	Director overseeing the Employment team
Qualification	Qualified as a solicitor in 2005
Employment experience	More than 20 years specialising in employment law
Appellate work	Has acted before the Employment Appeal Tribunal and Court of Appeal
Complex claims	TUPE, Working Time and discrimination litigation
Negotiation work	Termination packages and mediation
Professional recognition	Recognised as a Legal 500 Leading Partner
Funding route	Firm maintains a no win no fee employment service

What Makes Vaishali Thakerar’s Experience Distinctive?

Thakerar’s appellate experience is a significant differentiator. Her published career history records matters before both the Employment Appeal Tribunal and the Court of Appeal, giving her experience beyond first-instance tribunal litigation.

Her work also combines litigation with negotiated termination packages and mediation.

In addition, she has provided free introductory employment-law appointments through Citizens Advice LeicesterShire for a number of years, adding a public-access element to her employment practice.

How Does The No Win No Fee Arrangement Work?

The practice currently maintains a dedicated no win no fee employment service for employees.

Funding is not presented as automatic, so an employee should establish whether the proposed claim qualifies and obtain the current commercial terms before proceeding.

The firm’s published explanation of its model states that an unsuccessful funded case does not attract its ordinary legal fee, while a successful claim or settlement can result in a success fee linked to compensation.

Because individual agreements can differ, the precise percentage and responsibility for any additional expenses should be confirmed in the client’s own written terms.

10. Bernard Culshaw

Bernard Culshaw operates a specialist employment practice for employees and dismissed workers, serving clients in Greater Manchester, the wider North West and nationally.

His website states that he has around 20 years’ experience advising and representing employees in employment disputes.

Bernard Culshaw At A Glance

Highlight	Verified Information
Current practice	Specialist employment solicitor operating a sole practice
Experience	Around 20 years representing employees
Client volume	States he has represented more than 1,000 clients
Published outcome figure	Reports successful outcomes for more than 80% of clients
Regulation	Practice states it is SRA authorised and regulated
Geographic service	North West and clients nationally
No win no fee charge	Normal charge stated as one third, never more
Hearing representation	Tribunal-hearing representation stated as included

What Makes Bernard Culshaw’s Experience Distinctive?

Culshaw’s background includes work as a senior solicitor for a legal charity, and he states that he remains a trustee of his local Citizens Advice.

His practice is deliberately employee-focused, with published experience involving claims against large retailers, the NHS, Royal Mail, local authorities and smaller employers.

Unlike larger multi-lawyer practices, the service is presented as direct specialist representation through a sole-practitioner model.

His published work spans dismissal, discrimination, TUPE, settlement agreements and tribunal proceedings, while his professional memberships include the Employment Lawyers Association and the Law Society.

How Does The No Win No Fee Arrangement Work?

Culshaw publishes unusually specific funding terms. His site states that representation is nearly always offered on a no win no fee basis, that a client who recovers nothing pays no representation fee, and that the service runs from preparing the claim through case preparation and tribunal hearings.

Initial advice is normally free, although he notes that a detailed interview can sometimes attract a charge where free representation cannot immediately be offered.

A fixed-fee arrangement can also be discussed, while advice on an employer-provided settlement agreement is generally funded by the employer rather than the employee.

How Were These Employment Lawyers Selected?

The shortlist prioritises verifiable factors rather than review scores or unsupported “best lawyer” claims.

These include a current employment-law role, employee or claimant experience, tribunal or dispute-resolution work, a traceable professional profile and evidence that relevant no win no fee or damages-based funding is available.

Readers can also independently check a solicitor’s regulatory status when researching an individual practitioner.

Inclusion does not mean every lawyer will accept every claim, and it does not establish a league-table ranking.

The appropriate solicitor depends on the dispute, jurisdiction, evidence, funding needs and preferred strategy.

What Employment Claims May Be Suitable For No Win No Fee?

Employment solicitors commonly assess claims where there is an identifiable legal cause of action, supporting evidence and a realistic potential remedy. The types of dispute considered can include several areas.

• Unfair and constructive dismissal: Claims arising from dismissal or resignation where the employee argues that legal requirements were not satisfied.
• Workplace discrimination and harassment: Disputes involving protected characteristics, harassment or victimisation.
• Whistleblowing: Claims where a worker alleges detriment or dismissal connected with a protected disclosure.
• Wage and contract claims: Certain disputes involving unpaid wages, notice pay, contractual payments or deductions may also be considered.

A claim type being eligible in principle does not mean a firm will automatically offer no win no fee representation.

How To Choose A No Win No Fee Employment Solicitor?

The funding model should be considered alongside the solicitor’s relevant experience. Employees benefit from understanding both who will handle the case and what financial obligations could arise.

Questions To Ask Before Signing

• Ask what percentage or fee becomes payable after a successful settlement or award.
• Confirm whether VAT, barrister fees, expert reports and other disbursements are included.
• Ask how the agreement defines a successful outcome.
• Confirm what happens if the case settles during Acas Early Conciliation.
• Ask whether charges arise if the client chooses to end the agreement.
• Check who will conduct negotiations, prepare tribunal documents and attend hearings.

A clear written answer to these questions makes competing funding offers easier to compare.

Employment Tribunal Deadlines In 2026

Time limits are especially important for anyone considering an employment claim.

For problems arising before 1 October 2026, the existing time limit continues to apply to most claims, commonly requiring action within three months, with the detailed calculation often described as three months minus one day.

From 1 October 2026, the time limit for the majority of Employment Tribunal claims increases from three months to six months where the relevant workplace problem occurs on or after that date.

The current tribunal time-limit guidance explains the transitional position and important exceptions.

An official employment-rights update states: “Time limits for making a claim to an employment tribunal will increase to 6 months.”

Acas notification and Early Conciliation remain important parts of the process.

Northern Ireland has a separate tribunal framework, so claimants there should confirm the rule applying to their particular claim rather than assuming Great Britain deadlines are identical.

How No Win No Fee Funding Could Work?

Consider a hypothetical employee dismissed shortly after raising concerns that may amount to protected whistleblowing.

The employee approaches an employment solicitor before the applicable tribunal deadline and supplies emails, employment documents and a chronology.

The solicitor assesses whether there is an arguable claim, its prospects of success and the likely value of any remedy. If the case meets the firm’s criteria, a damages-based agreement may be offered.

If negotiations later produce compensation through an Acas settlement, the agreed fee would be calculated according to the signed funding terms.

The example demonstrates why evidence, timing and the exact agreement matter as much as the phrase “no win no fee”.

Other Ways To Fund An Employment-Law Claim

No win no fee is only one funding route. Employees should check whether another method offers better value or greater flexibility for their circumstances.

Funding Method	How It Generally Works
Legal expenses insurance	An existing home or other insurance policy may cover qualifying legal costs.
Fixed fee	A specified piece of legal work is completed for an agreed price.
Hourly fees	The client pays according to the solicitor’s recorded time and agreed rates.
Trade union support	Eligible members may have access to employment-law assistance through their union.
Self-representation	An individual may bring an Employment Tribunal claim without instructing a solicitor.

There is currently no fee simply to submit an Employment Tribunal claim, as confirmed in the official tribunal claim cost guidance. Legal representation, witnesses, reports or other case-related expenses can still create costs.

Comparing all available funding routes can therefore be more useful than choosing no win no fee automatically.

Conclusion

No win no fee employment solicitors can give employees another way to fund potentially valid workplace claims without paying ordinary solicitor fees upfront.

The ten UK lawyers highlighted here have current employment-law experience and are associated with practices that publicly describe no win no fee, damages-based or comparable funding options.

However, funding terms are not identical, and acceptance is normally case-specific. Employees should compare the solicitor’s relevant expertise, success definition, deductions, additional costs and alternative funding options before signing an agreement.

Tribunal deadlines should also be checked early, particularly around the 1 October 2026 change from the existing time limits to the new six-month framework for most qualifying claims.

Frequently Asked Questions

Do Employment Solicitors Really Offer No Win No Fee In The UK?

Yes, a number of UK employment practices offer no win no fee or damages-based funding for suitable cases. Acceptance usually follows an assessment of legal merits, evidence and potential compensation.

What Percentage Do No Win No Fee Employment Solicitors Take?

There is no single percentage used by every firm or agreement. The employee should obtain the exact percentage, VAT treatment and treatment of other expenses in writing before signing.

Can An Unfair Dismissal Claim Be Handled On No Win No Fee?

Potentially, yes, and several firms in the shortlist consider unfair dismissal cases for this type of funding. Eligibility depends on the facts, applicable employment rights, evidence and prospects of success.

Can A Discrimination Claim Qualify For No Win No Fee?

Yes, some firms consider workplace discrimination and harassment claims under no win no fee arrangements. A solicitor will normally assess the evidence, legal basis and likely value first.

Will I Pay My Employer’s Legal Costs If I Lose An Employment Tribunal Claim?

Usually each side bears its own legal costs in Employment Tribunal proceedings. However, a tribunal can make costs orders in particular circumstances, including certain forms of unreasonable conduct.

Is It Free To Make An Employment Tribunal Claim?

There is currently no fee for submitting an Employment Tribunal claim. Other expenses may still arise from representation, evidence or case preparation.

How Long Do I Have To Start An Employment Tribunal Claim?

The applicable period depends on the claim and when the relevant event occurred. Most claims involving events before 1 October 2026 remain under the existing shorter period, while the majority arising on or after that date move to six months.

Must I Contact Acas Before Making A Tribunal Claim?

In most cases, a claimant must notify Acas before submitting an Employment Tribunal claim and will usually need an Early Conciliation certificate number. Early Conciliation can also affect calculation of the final tribunal deadline.

Can Legal Expenses Insurance Pay For An Employment Solicitor?

Potentially, because some household or other insurance policies include legal-expenses cover for employment disputes. Eligibility, choice of solicitor and funding limits depend on the particular policy.