If your redundancy may be unfair, or if you have received a settlement agreement, getting specialist legal advice is often the single best investment you can make. Many employment solicitors offer a free initial consultation, and if you have a settlement agreement, your employer is legally required to pay towards your legal fees.
You should consider speaking to a solicitor if: you believe your redundancy was unfair or discriminatory; you have received a settlement agreement and want someone to review and negotiate it; you are approaching the 3-month less one day deadline for an Employment Tribunal claim; or your employer is refusing to pay your statutory redundancy pay.
A settlement agreement is only legally valid if you have received independent legal advice from a qualified solicitor, barrister, or trade union representative. Your employer must contribute to the legal fee — typically £250–£500. This means reviewing a settlement agreement with a solicitor usually costs you nothing.
Choose a solicitor who: specialises in employment law (not a general practice firm); is regulated by the Solicitors Regulation Authority (SRA); offers a free initial consultation; is transparent about fees from the outset; and has experience with cases similar to yours (tribunal claims, settlement agreements, discrimination, etc.).
Many employment solicitors operate on a conditional fee arrangement (no win no fee) for unfair dismissal and discrimination claims. This means you pay nothing unless you win, though you should read the fee agreement carefully to understand what percentage the solicitor takes from any award.
If you cannot afford or do not need a solicitor right now, ACAS (acas.org.uk) provides free advice and runs the Early Conciliation service. Citizens Advice (citizensadvice.org.uk) also offers free employment law guidance and can help you prepare a tribunal claim without legal representation.