Employment Rights Affordable Service
Employment discrimination does not have to be intentional to be unlawful. We offer affordable services. This includes any advice, information, support, or help you may need at any stage of your employment discrimination dispute. Before you contact us for help, we suggest that you write a summary of the events and gather any useful evidence.
Our service fall into one of two categories:
Grievances
when you raise your concerns, problems or complaints with your employer
Disciplinaries
when your employer has concerns about your work, conduct or absence
Service Levels A - G
The first stages of resolving an employment dispute typically involves a grievance procedure, and we help with the following steps:
A. Advice, guidance and support when raising the issue with your employer informally in the first instance. We help to
- help to write down what happened to make is easier to describe
- Advice and support during a suspension. This happens when an employer tells an employee to temporarily stop carrying out work.
B. If the matter is not resolved informally, help to
- prepare a formal grievance letter to explain your side (including evidence) to submit for your employer’s investigation.
- support with gathering appropriate supporting evidence, such as, from any relevant emails or letters
- reviewing your employment contract and their complaints process and relevant policy
C. Advice and support relating to your grievance hearing and/or request for reasonable adjustments. Talking over your options after your employer’s decision and resulting action.
- You have the right to be accompanied to grievance or disciplinary meetings (and any appeals) by either a:
- a colleague or trade union representative
- family member or Citizens Advice Bureau worker if allowed in your employment contract, company handbook or HR intranet site.
- Under discrimination law, the employer needs to consider a disabled employee’s request to bring someone else for additional support, such as a carer.
- if you want to bring anyone else, it depends if your employment contracts allow for a partner or legal representative.
- We help you to make an effective reasonable request to bring a companion. Please note there are things a companion can and cannot do.
D. We help to support and prepare your appeal, taking you through each of the key stages and the preparation required. Offering guidance or support with appeal hearing and help to explore options after the appeal decision.
E. Employment Tribunal Support
- Preparing for your Employment Tribunal: Before you contact us for help, we suggest that you:
- write down what happened to make is easier to describe
- gather supporting evidence, such as, any relevant emails or letters
- your employment contract and their complaints process and relevant policy
F. ACAS, Settlement Agreements and Consent Orders
- Compromise Agreement is a legally binding agreement in which an employee agrees to settle their claim and any future claims in exchange for cash compensation from the employer. Occasionally, the agreement will include a prearranged reference letter.
- Settlement reached through ACAS is recorded on a COT3 form and signed by all parties. It is binding and effective as soon as it is verbally agreed. We would refer you to a solicitor, to be a clear on the terms and implications of the settlement.
G. Tribunal hearing:
- This can be conducted remotely, over audio or video platform, including
- Case Management preliminary hearings to decide preliminary hearing or strike outs and deposit orders. The ET can order a party [the paying party] to make a payment in respect of costs incurred by the other party
- Full merits hearing
- Hearings to strike out and deposit orders will default to video as will claims for unpaid wages, holiday pay, redundancy pay, etc
- Accompanying you to your hearing or Representation
H. Appeals and reconsiderations
- A claimant who is unhappy with the ET’s judgement, including about any costs order, may be able to seek a review of the decision within 14 days, or appeal to the EAT (within 42 days), or both.
I. Remedies, compensation and mitigation:
How to prepare
Before you contact us for help, we suggest you:
- write down what happened to make is easier to describe
- gather supporting evidence, such as, any relevant emails or letters
- your employment contract and their complaints process and relevant policy
Member of a trade union?
Contact your local representative or trade union
Look for free legal help
Check if this is available under your home insurance, or through advice charities. You can contact ACAS for information and guidance about work-related matters. They’re a free and impartial organisation. Telephone: 0300 123 1100
Frequently Asked Questions
The definition of disability for the purposes of the Act is a legal definition (not a medical one). A person has a disability for the purposes of the Equality Act 2010 if he or she has a physical or mental impairment and the impairment has a substantial and long-term adverse effect on his or her ability to carry out normal daily activities. We can help determine and demonstrate to your employer if you meet that definition, including hidden or unseen disabilities, such as mental disability.
The Equality Act 2010 prohibits discrimination against people with ‘protected characteristics’ specified in section 4 of the Act. Disability is one of the specified protected characteristics.
We cover employment discrimination issues about
- terms of employment
- failure to make reasonable adjustments
- grievance at work
- disciplinary and dismissal or
- redundancy
In most cases, you have 3 months minus 1 day from the date the discrimination happened.
We offer a remote service mainly, using a blended approach based on your needs. This includes telephone, email, video link, text and WhatsApp. The advantages are:
less travel time, higher availability and flexibility.
We offer the
The first meeting with your employer lawyer for a fixed fee.*
Our prices are:
- £150 inc. VAT (up to 1 hour)
- £75 inc. VAT (up to 30 minutes)
Case Studies

Our client received her full backdated benefit.
A vulnerable client suffering from schizophrenia and fibromyalgia was claiming ESA. She was assessed as fit for work despite having severe medical conditions limiting her