Staff across England and Wales who fear they may be at risk from unfair decisions in the workplace now have more options than previously available. Especially with the current increase in redundancies, more and more people are desperate for employment law advice and help. As well as being advised after an issue arises it is also a good idea to be aware of your basic rights before an incident occurs.



Advice lines are being rolled out that want to hear from people who fear they may have been unfairly dismissed or forced to resign, or who feel they have been a victim of sex, race, disability, religious or sexual orientation discrimination. Or maybe you've been a victim of harassment, or you're about to be made redundant and don't know what to do? By either a phone call or a simple click of the mouse, you may find the answers you have been looking for.

New hotlines have been launched specifically for worried workers who feel they have nowhere else to turn. They offer advice and assistance with all types of problems an employee may encounter, and can help workers from all over England and Wales.

Perhaps your situation is a little more extreme and you need representation at an employment tribunal or you're just looking for advice on maternity or paternity rights – hotlines and employment law websites can help you decide if you have a case worth pursuing.

For example did you know that in 2006 the government removed the upper age limit for unfair dismissal and redundancy rights? The new regulations remove the upper and lower age limits for the entitlement of statutory redundancy pay. The upper age limit on unfair dismissal claims has also been removed. Therefore meaning your employer will have to pay you the statutory minimum redundancy payment even if you are under 18 or over 65 (or after your normal retirement age if this is lower). This means, if you meet all the other requirements, you will receive redundancy pay whatever your age. (direct.gov.uk)

With employment law constantly being updated it is imperative that you follow your grievance with independent professional and experienced advice. Should you have an indication that you have been mistreated at work then you may have the right to “make a claim” against your employer.

The most commonly circulated advice is to be aware of how important it is for employees to move quickly in order to make sure they do not lose their right to claim. This is because there are time limits! If you are in any doubt, it's best to speak to a specialist employment solicitor as soon as possible after the incident or the dismissal. As a general rule, proceedings must be started within three months of the earliest instance that has triggered the claim.

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