When you're treated unfairly at work, it can be difficult to know what steps to take next. Our team members are not lawyers but experienced guides with extensive knowledge of employment law and rights. Many of our staff have previously worked as trade union official roles, bringing a wealth of practical expertise to help you navigate your case with confidence. At CWS, we are here to guide you through the process, helping you organise your case, understand your rights, and take the right actions to achieve the best possible outcome.

​

Our step-by-step support includes:

​

1. Talking Through Your Case
   We start by understanding your situation, listening to your concerns, and identifying the key issues at hand. When we talk through your case, we’ll identify which aspects of employment law apply to your situation, whether it involves discrimination, unfair dismissal, harassment, victimisation, or other breaches of your rights. This ensures we focus on the most relevant issues to strengthen your case and achieve the outcome you deserve. Together, we’ll map out a clear strategy tailored to your needs.

2. Reviewing Documents and Evidence
   We’ll help you gather, organise, and assess the key documents and evidence, including emails, notes, and correspondence. This ensures your case is supported by strong, well-presented information.

3. Carrying Out a Merits Assessment
   Our expert team will evaluate the strengths and weaknesses of your case, providing you with honest advice about its potential outcome. This step helps you make informed decisions about moving forward.

4. Tribunal Preparation
   If your case proceeds to an Employment Tribunal, we’ll guide you every step of the way. From drafting key documents to helping, you prepare your statements and responses, we’ll ensure you feel confident and ready.

 

Navigating Workplace Issues: Practical Tips for Employees:

​

• Show That You Know Something’s Wrong
  Take the first step by standing up for your rights. Speak to someone appropriate at work, like HR or a senior colleague, and document everything. Even if this doesn’t resolve the issue, it shows you’ve tried to address it informally.

• Show That You’re Keeping Track
  Keep detailed records of meetings, emails, and interactions related to your case including dates and times. This will strengthen your position if you need to escalate the matter.

• Show Them How to Make It Right
  Clearly communicate what outcome you’re seeking, whether it’s an apology, a financial settlement, or another form of resolution.

• Show You’re Prepared to Make a Claim

• If necessary, we’ll help you take the next steps, including submitting a claim to an Employment Tribunal and writing your ET1 form. Many cases settle before reaching this stage, but if it does proceed, you’ll have expert guidance on your side.

​

At CWS, we focus on empowering employees, not employers, ensuring your rights are fully supported and advocated for. This guide applies to employment law in England, Scotland, and Wales. Let us help you navigate the process with clarity and confidence.

​

Settlement Agreements

​

At CWS, we understand how crucial it is to approach settlement discussions with your employer in the right way. We can guide you through drafting a settlement agreement request that clearly outlines your concerns and the resolution you’re seeking.

​

Here’s how we support you:

​

• Understanding Your Case: We’ll review the key details of your situation, including relevant documents and evidence, to ensure your request is based on a strong foundation.

• Tailored Drafting: We’ll help you draft a professional and concise settlement request that outlines what has happened, why you believe a settlement is appropriate, and what terms you are seeking, such as compensation or agreed references.

• Strategic Approach: We’ll ensure your draft sets the right tone—firm yet constructive—showing you are serious about resolving the matter while remaining open to dialogue.

• Next Steps with ACAS: If a settlement cannot be reached directly with your employer, we’ll guide you on submitting your case to ACAS for Early Conciliation, giving you the best chance of achieving a fair outcome.

​

Our goal is to help you feel prepared and confident, knowing your settlement agreement request is clear, professional, and compelling.

​

Employment Law: Timeframes for Claims and Continuous Acts of Discrimination

​

In UK employment law, it's crucial to be aware of the time limits for bringing a claim to an employment tribunal. The general rule is that employees must submit a claim within three months minus one day from the date of the alleged discriminatory act, or from when the last act of discrimination occurred in cases of ongoing discrimination. This timeframe is strict, and missing the deadline can result in the claim being dismissed.

​

Example of Timeframes in Action:

Imagine an employee, Mark, who experienced age discrimination in the workplace. On January 1st, he was told by his manager that he would not be considered for a promotion because of his age. Mark has until March 31st (three months later) to file a claim with an employment tribunal. However, if Mark files his claim on April 1st, even by a day, it would be too late, and his claim could be dismissed unless there are exceptional circumstances.

​

In some cases, where a series of discriminatory acts occur over a period, the employee may be able to claim for those acts together as "continuous acts of discrimination."

​

Continuous Acts of Discrimination:

Continuous acts of discrimination refer to situations where discrimination is not a one-off incident but a series of related acts that form a pattern over time. The employee does not have to file a claim within three months of each individual act. Instead, they can consider the entire pattern of discriminatory actions as one continuous act. In such cases, the time limit runs from the last act in the series of discriminatory actions, rather than from the first one.

​

For example:

​

• Sarah works in an office where she is repeatedly passed over for promotions because of her gender. On January 1st, her manager tells her that she was not considered for a promotion because of her gender. This is the first act of discrimination.

​

• Over the next few months, Sarah faces several similar instances, such as being given less responsibility and being overlooked for a pay rise, all attributing to her gender.

​

• Finally, on May 1st, Sarah is told that a new management position has become available, but once again, she is passed over due to her gender.

​

In this case, although the first act of discrimination occurred in January, Sarah can bring a claim within three months of May 1st, as the discriminatory actions were ongoing and connected. The tribunal will consider the whole series of discriminatory acts as one continuous act, allowing her to file her claim by July 31st.

​

It’s important to note that the continuous act must be genuinely linked and not simply separate, isolated incidents. Each act should contribute to a pattern of discrimination, and the employee will need to provide evidence that they are part of an ongoing issue, not isolated, one-off events. This often comes into play in cases of harassment, bullying, or a series of discriminatory actions related to a protected characteristic like age, sex, race, or disability.

​

At CWS, we understand how complex and time-sensitive employment law cases can be, especially when it comes to navigating timeframes and identifying continuous acts of discrimination. Our team is here to guide you through each step of the process, ensuring your claim is submitted correctly and within the necessary time limits.

​

Get in touch with us today by completing a Contact Form.... Whether you’re facing an unfair dismissal, discrimination, harassment, or any other employment-related issue, our expert team is here to guide you through the process. We’ll help you understand your rights and provide the support you need to take the next steps in your case. Simply fill out the form, and one of our experienced professionals will be in touch to discuss how we can assist you in achieving the best outcome.