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Healys’ Employment Team have a strong reputation, providing businesses with top level, pragmatic, strategic and commercial advice – whatever your needs. Technical excellence and a deep knowledge of people management is a given.

We recognise that the management of people issues captures more than just knowledge of employment law, and we work closely with our clients to seamlessly manage any issues that arise in the workplace. Our clients range across many public and private sectors, including financial services, care, retail, construction, and recruitment. We work with businesses of all sizes, including large corporations and SMEs.

We also have an excellent track record of acting for individuals, particularly those working in financial services, but also people employed or otherwise engaged at a senior level in many other business sectors. We have a genuine understanding of issues that impact on HR professionals.

Supporting Employers & HR

  • Employment law advice and practical guidance for businesses
  • Business protection and restrictions
  • TUPE and its application to outsourcing, and the sale and acquisition of businesses
  • Restructuring
  • Workplace data privacy
  • Employment Tribunal and High Court litigation
  • Employment law training
  • Investigations
  • Workplace mediation
  • Reputation management and audits

Supporting Individuals

  • Protecting individuals’ reputations
  • Advising on employment contracts and negotiation before joining a new employer
  • Concluding and advising on settlement agreements
  • Advising on post-termination restrictions in employment contracts and share plans
  • Advising on grievance and disciplinary matters to protect and preserve individuals’ interests
  • Fighting claims of bullying and harassment
  • Supporting individuals suffering from stress at work
  • Pursuing complaints of unfair dismissal, discrimination, and breach of contract

International Advice

  • Support to overseas businesses with interests in the UK
  • Employment support to law firms for international clients

Keeping you up to date

Healys provides regular information and updates about employment law – including:

  • Our employment newsletter
  • Analysis of employment law issues on the Healys website
  • One-off email alerts on important developments
  • Our employment law tweets
  • A programme of workshops and breakfast update

Dismissal is the termination of employment with or without notice. Constructive dismissal is where the employee has resigned because the employer is either in breach of the employment contract or shows an intention that they will not be binding with the contract, or the expiration of a short-term contract without its renewal.

Dismissal is fair if the employer can show that the employee was dismissed for one of the following reasons: the employee’s qualification or capability for the job; the employee’s conduct; the retirement of the employee; redundancy (i.e. the need for the work to be done has been diminished) ;a statutory restriction which prevents the employment being continued; any other substantial reason which could justify dismissal.

The Employment Tribunal will decide if a dismissal was fair or not by taking into account whether the employer followed appropriate disciplinary procedures, and where the statutory procedures apply and have not been complied with, a dismissal will be deemed unfair.

Employers should always follow the correct procedure when dismissing an employee; an instant dismissal without adherence to the correct procedure will usually lead to an unfair dismissal claim. For example, if the employee is accused of misconduct, a disciplinary hearing should be called and the employee given a chance to be heard before being dismissed. If an employer wishes to defend an unfair dismissal claim, he/she will need to show that the employee was dismissed for a fair reason. A fair reason would include the employee’s conduct or capability; for redundancy reasons; or for any other substantial reason (the employer must show they acted reasonably in coming to their decision). In cases of dismissal because of retirement, the fairness of the dismissal will depend on whether the employer complied with the duty to consider working beyond retirement. In a redundancy situation, the employer will also be expected to consult with the employees affected and carry out a fair selection process. It should be noted an individual will usually need to be continuously employed for two years before they can make an unfair dismissal claim.

Time Limits in Employment Tribunal Cases

An application to the Employment Tribunal should be received within three months from the employee’s effective date of termination. You are advised, therefore, to get in touch with our solicitors as soon as you have been dismissed. Late applications will be considered if the tribunal are satisfied that it was impractical for the employee to have made the complaint within the three-month period, and that the employee applied within a reasonable time given the circumstances.

If you are looking to initiate or defend an unfair dismissal case, get in touch with our specialist employment lawyers. Our team of employment solicitors have a wealth of expertise and experience in the field of employment and a proven track record and can see you smoothly and swiftly through the entire process.

How Much Compensation Will I Get in an Unfair Dismissal Claim?

The remedies for unfair dismissal are either the basic award, a compensatory award, reinstatement or re-engagement.

Basic award

The basic award is calculated as:

1.5 weeks’ pay for each whole year of service after the age of 41
one week’s pay for each whole year of service between the ages of 22 and 40 inclusive; and
0.5 week’s pay for each whole year of service under the age of 22.
(These figures are subject to a maximum of twenty years’ service.)

The calculations are worked backwards from the dismissal which means if the employee has been employed for more than 20 years, he can get the benefit of the later years which will usually attract a higher sum of money.

Compensatory award

The compensatory award compensates the employee for any loss of earnings as well as other direct losses as a result of the unfair dismissal. This amount will be decided by the tribunal, and can include compensation for reasonable expense incurred by the employee and will also include compensation for loss of statutory rights.


Reinstatement is where the employee goes back to his work on the same terms and conditions, with no loss of continuity of employment. Re-engagement is where the employee works for the employer on similar terms and conditions, but in a different job. Re-engagement or reinstatement make up around 1% of all successful unfair dismissal cases.

Call Us Today
Call our London office on 020 7822 4000 or our Brighton office on 01273 838734. You can also contact us online.
Call Us Today
London: 020 7822 4000 Brighton: 01273 838734 Or you can contact us online: Contact Us