Employment Law For Employees
✓ We are award-winning at what we do.
✓ Quality legal advice and representation for your employment matter at affordable pricing.
✓ We are a full-service law firm, able to seamlessly harness broader legal expertise tailored to your requirements.
Employment Law Solicitors For Employees
At Farnworth Rose, our Employment Law Solicitors for Employees provide expert legal advice to help you deal with difficult and often emotional issues at work. We will give you clear, practical advice that protects your rights and helps you move forward with confidence.
If you’ve been treated unfairly at work, forced out of your job or asked to sign a settlement agreement, it’s important to know where you stand. Our team is here to guide you through the process, explain your options in plain English and take swift action when needed.
We work with employees across all sectors and seniority levels, from entry level staff to executives to resolve their employment problems. You’ll have direct access to experienced Employee Law Solicitors who will take the time to understand your situation and work with you to get the best outcome.
Clients trust us for our honest advice, strong results and personal approach. With a proven record of success in Employee Law matters, we’re proud to support individuals across Lancashire and throughout England and Wales.
To speak with one of our Employment Law Solicitors for Employees, call us today on 01282 695 400 or complete the form below.
Why Choose Farnworth Rose for Employment Law for Employee Advice?
When problems at work start to affect your livelihood or wellbeing, it’s vital to have the right legal support in your corner. At Farnworth Rose, our Employment Law Solicitors for Employees offer more than legal knowledge, we provide calm, compassionate guidance to help you make informed decisions and take back control.
With over 35 years of legal experience, we’ve helped people across Lancashire and beyond stand up for their rights at work. Our team understands how upsetting and uncertain things can feel when your job is at risk, and we’re here to provide clear, honest advice that puts your needs first.
Choose Farnworth Rose, and you can expect:
Direct access to experienced Employee Solicitors who are approachable and responsive.
Straightforward advice tailored to your goals, not legal jargon.
Clear pricing with no hidden fees — including Fixed Fee Employment Law Advice where possible.
Fast, focused action when you need it most.
A genuinely personal service from people who care about getting it right.
We don’t just deal with the legal side. Our Employee Solicitors help you feel heard, supported and stronger, so you can move forward with clarity and confidence.
Our Employment Law for Employees Advice
The services we offer include:
+ Settlement Agreements
If your employer has asked you to sign a settlement agreement, it’s vital to get legal advice before agreeing to anything. These agreements are legally binding and usually mean you’re giving up your right to bring a claim against your employer, so the terms need to be fair and the compensation appropriate.
Our Employee Settlement Agreement Solicitors will review the offer in detail, explain what each clause means in plain English, and negotiate improvements if you’re being short-changed. You may be entitled to more than your employer is offering, especially if you’ve been treated unfairly or the process hasn’t been handled properly.
In most cases, your employer will cover the cost of this legal advice, meaning there’s no charge to you. We act quickly to give you clarity and protect your interests.
+ Employment Tribunal
If you’ve been unfairly dismissed, discriminated against or forced out of your job, you may have the right to bring a claim in the Employment Tribunal. This process can feel intimidating, but with the right support you can stand up for your rights and seek fair compensation.
Our Employment Tribunal Claims for Employees experts have extensive experience supporting individuals through every stage of a claim. We’ll assess the strength of your case, help prepare the evidence and provide confident, professional representation throughout.
We’ll also talk you through settlement options, time limits and costs, so you feel fully informed from the outset. If your case goes to hearing, we’ll stand beside you every step of the way, with expert representation and compassionate support.
+ Contracts of Employment Including Restrictive Covenants
Your employment contract sets the foundation for your working relationship, but it can also limit your rights both during and after employment. Many people don’t realise that terms like probation periods, notice clauses or restrictive covenants can have serious legal and financial implications.
Our Employee Solicitors can review your contract before you start a new role to help you understand your rights after leaving a job. If you’re concerned about post-termination restrictions, such as non-compete clauses or limits on contacting clients, we’ll give you clear advice on what is enforceable and what can be challenged.
We also advise employees on changes to contract terms, unpaid wages, unclear bonuses and breach of contract disputes. Whatever your concern, you’ll receive practical legal advice focused on your rights and your future.
+ Disciplinary Matters
Not every disciplinary process requires legal support, but if your job is at risk or you feel the situation is being handled unfairly, it's important to know where you stand. Disciplinary procedures can feel intimidating, especially if the allegations are unclear or you've never faced anything like this before.
Our Employee Solicitors are here to help if you’re facing allegations at work and feel the process is unfair, unclear or putting your job at risk. We’ll explain your rights, help you prepare for meetings and ensure you’re treated properly at every stage. If the matter leads to dismissal or you feel pushed to resign, we’ll support you in challenging the outcome and securing the best possible resolution.
+ Redundancy Processes
Redundancy should never be used as a cover for unfair treatment. Your employer must follow a fair legal process, from how roles are selected to how consultation is handled and what redundancy pay you receive.
Our Employment Law Solicitors for Employees will make sure your employer has followed the rules and treated you lawfully. If something doesn’t feel right, we’ll investigate, advise on your options and support you in challenging the decision or securing a better exit package. If you’ve received an offer, we’ll also explain what it means and how it affects your rights.
+ Discrimination At Work
No one should face discrimination in the workplace. If you’ve been treated unfairly due to your race, sex, age, disability, religion, sexual orientation or any other protected characteristic, you may be entitled to bring a legal claim.
Our Employment Solicitors for Employees take discrimination claims seriously and act with care and determination to support you. We’ll provide straightforward legal advice, help you gather evidence and guide you through the next steps, whether that involves an internal grievance, settlement discussions, or legal action.
+ Harassment or Bullying At Work
Being bullied or harassed at work can take a serious toll on your mental health and self-confidence. It’s often isolating and many people worry they won’t be believed or that speaking up could put their job at risk.
Our Employee Solicitors take these issues seriously. If you’ve been subjected to repeated negative treatment, intimidation, or unwanted behaviour, we’ll help you understand your rights and the steps you can take. That could include raising a grievance, requesting adjustments to your working environment, or pursuing formal legal action. You deserve to feel safe, respected and supported at work and we’re here to make sure your voice is heard.
+ Unfair Dismissal
Losing your job is difficult at any time but when the dismissal feels unjust or poorly handled, it can be especially upsetting. If you’ve been dismissed without a fair reason, or your employer failed to follow the correct procedure, you may have a claim for unfair dismissal.
Our Employment Lawyers provide clear, personal guidance on whether your dismissal was lawful and what options are available to challenge it. That might mean negotiating a financial settlement, seeking reinstatement, or bringing a claim through the Employment Tribunal. We’ll help you understand what’s realistic, what your case is worth, and how to move forward with confidence.
+ Unfair Dismissal
If your employer’s behaviour has made your working life intolerable and you’ve felt you had no choice but to resign, you may have a claim for constructive dismissal. Common examples include serious breaches of contract, failure to address bullying or harassment, or changing your role or terms without your agreement.
Our team has extensive experience in Employee Law and will carefully assess the situation to see if a legal claim is possible. We’ll talk you through the risks, your potential compensation, and how best to protect your position. These cases can be sensitive, but you don’t have to handle it alone.
Important UK Laws for Employees
Understanding your rights at work can make all the difference when problems arise. UK employment law is there to protect you, but many people are not aware of how extensive those protections are.
Core Employment Protections
The Employment Rights Act 1996
This is one of the most important pieces of employment legislation in the UK. It outlines key rights such as protection from unfair dismissal, the right to redundancy pay, minimum notice periods and the right to receive written terms of employment. It also includes safeguards around flexible working requests, maternity leave, and time off for dependants.
If any of these rights are breached, you may be entitled to compensation or further action. This Act is central to most workplace disputes and underpins many legal claims brought by employees.
The Equality Act 2010
This Act brings together various anti-discrimination laws and protects individuals from unfair treatment based on protected characteristics. These include age, sex, race, disability, sexual orientation, religion or belief, gender reassignment, pregnancy and maternity and marriage or civil partnership.
It applies to all aspects of employment, from recruitment and promotions to redundancy and dismissal. If you’ve been treated unfairly or subjected to harassment because of a protected characteristic, the Equality Act may give you grounds to take action.
The Working Time Regulations 1998
These regulations govern how long you can be asked to work, the breaks you're entitled to, and your right to paid annual leave. They also set limits for night workers and offer protections around rest periods between shifts.
Your employer must comply with these rules, even if you're working irregular hours or part-time. If you’re consistently denied breaks, pressured into excessive overtime, or refused your full holiday entitlement, you may have a legal claim.
The National Minimum Wage Act 1998
This legislation sets the legal minimum hourly pay you’re entitled to, depending on your age and employment status. It applies whether you’re paid weekly, monthly, by the hour, or per task. Your employer is legally required to pay at least the national minimum or the national living wage if you're over 23.
Underpayment is more common than many people realise. If you’re unsure whether you’re being paid correctly, or your employer is making unlawful deductions, you have the right to challenge it and recover what you’re owed.
TUPE Regulations (Transfer of Undertakings)
TUPE laws protect your employment rights if your company is sold, merges with another, or if part of the business is outsourced. It means your job and terms of employment usually transfer to the new employer without change.
If you’ve been told your role is transferring or you're unsure how changes at work affect you, you have the right to proper consultation and protection against unfair treatment. We can help you understand your options and ensure your rights are respected during the process.
Additional Laws That Protect Your Rights at Work
Trade Union and Labour Relations (Consolidation) Act 1992
This legislation protects your right to join a trade union, take part in collective bargaining, and be represented in grievance or disciplinary proceedings. It also governs the rules around collective redundancies and industrial action.
If you’re dismissed or treated unfairly because of union involvement or participation in lawful strike action, this law provides strong legal protection and may give rise to a claim.
Data Protection Act 2018 and UK GDPR
These laws control how your employer collects, uses, stores, and shares your personal data, including HR records, disciplinary notes, health information, and performance reviews. You have the right to see what data your employer holds about you, request corrections, and object to misuse.
If your information has been mishandled or shared without your consent, you may be entitled to raise a complaint or take legal action. Employers are under a legal duty to process your data lawfully, fairly, and transparently.
Maternity and Parental Leave Regulations 1999
This legislation sets out your rights to time off for pregnancy, childbirth, adoption, and caring for a child. It also protects you from being treated unfairly because of pregnancy or the decision to take leave.
You’re entitled to return to your job after statutory leave, and you must not be disadvantaged, dismissed, or overlooked for promotion as a result. If your employer fails to meet these obligations, you may be entitled to bring a claim.
Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000
These regulations protect part-time employees from being treated unfairly compared to full-time staff doing similar work. You’re entitled to equal pay (pro-rata), access to training, promotion opportunities and benefits, unless your employer can objectively justify any differences.
If you believe your hours or employment status are being used as a reason to treat you less favourably, legal advice can help you challenge that treatment.
Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002
Employees on fixed-term contracts have the right to be treated no less favourably than permanent staff. That includes pay, benefits, access to training, and protection from unfair dismissal. After four years of continuous service on fixed-term contracts, you may also qualify for permanent status.
If you’ve been denied fair treatment or feel that your contract is being misused, you may be able to take action against your employer.
How We Can Help You?
At Farnworth Rose, we offer impartial, confidential and expert advice to help protect the rights of employees in the workplace. Whether you’re looking for general guidance on a situation at work, contemplating resignation, or have recently been dismissed, we are here to help you make informed decisions and take the right action.
Our employment law team are specialists in their field, so you can be confident that you’ll have a dedicated solicitor on your side with the experience and knowledge to protect your interests. From your first conversation with us, we’ll take the time to understand what’s happened, explain your legal position in plain English, and set out your options clearly.
We regularly advise clients on unfair dismissal, discrimination, redundancy, disciplinary procedures, employment contracts, settlement agreements and more. No matter how straightforward or sensitive your situation may be, you can rely on us for honest, practical advice that puts your wellbeing first.
You’ll have direct contact with your solicitor throughout your case. We’ll keep you informed, act promptly, and provide clear recommendations based on what you want to achieve, whether that’s negotiating a fair settlement or standing up for your rights at tribunal.
Our five-star Google reviews speak for themselves. Clients across Lancashire and beyond trust us to provide personal service, strong legal support, and results that matter.
Frequently Asked Questions About Employment Law
+ Can I get legal advice even if I’m still employed?
Yes. You don’t have to wait until you’ve been dismissed or forced to resign to speak to a solicitor. Our Employment Law Solicitors for Employees can provide advice at any stage, whether you’re dealing with unfair treatment, a breach of contract, or a disciplinary matter.
Getting early legal guidance can help you protect your rights, avoid mistakes, and take control of the situation before it escalates.
+ Is there a time limit for bringing an employment tribunal claim?
Yes, strict time limits apply to most employment claims and missing them could mean you lose the right to take action. The general rule is three months less one day from the date of the issue you’re complaining about, but it depends on the type of claim:
- Unfair dismissal or discrimination: 3 months less one day from the date of dismissal or the last act of discrimination.
- Redundancy pay or equal pay: 6 months less one day from the date the payment should have been made.
- Most other employment tribunal claims: 3 months less one day.
Before making a claim, you’ll usually need to go through ACAS Early Conciliation — but this doesn’t stop the clock for long. If you're unsure about deadlines, it's best to get advice straight away. Our Employee Law Solicitors confirm your options and help you act in time.
+ Will I have to go to court if I bring a claim about my employer?
Not always. Many employment disputes are resolved before reaching a tribunal hearing — often through ACAS Early Conciliation, or direct negotiation between your solicitor and your employer. Reaching a settlement early can save time, stress, and cost, and we’ll explore that option with you wherever appropriate.
If your case does go to a tribunal, we’ll make sure you’re fully prepared and supported throughout. We’ll handle the legal side, explain what to expect, and make sure your voice is heard. You won’t face it alone, we’ll be with you every step of the way.
+ Can I bring a claim if I’ve been with my employer for less than two years?
Yes, in some situations, you can. While most unfair dismissal claims require two years of continuous service, Employment Law for Employees includes important exceptions. You may be able to bring a claim from day one if you’ve been dismissed for reasons such as whistleblowing, asserting a legal right, raising health and safety concerns, or experiencing discrimination.
You’re also protected under the Equality Act from the moment your employment begins. We’ll assess your situation, explain what rights apply to you, and give you clear advice on whether you may have a valid claim.
+ Will my employer know I’ve spoken to a solicitor?
No, not if you’re only getting advice. Speaking to a solicitor about your situation is completely confidential. Your employer won’t be informed unless you decide to take formal action and instruct us to contact them on your behalf.
Many people come to us just to get advice and explore their rights without making a claim or raising it at work. If you do later choose to move forward, by submitting a grievance or bringing a tribunal claim, your employer will be involved at that stage. But you stay in full control, and we’ll never act without your say-so.
Our Employment Law Solicitors for Employees are here to support you in confidence, however you choose to proceed.
+ Can I bring a claim while still employed?
Yes, in certain cases, you can. If you’re experiencing ongoing discrimination or your employer has breached your contract, you don’t have to wait until you resign or are dismissed to take legal action. In fact, raising the issue early may help you resolve it while keeping your job.
We’ll explain your options, including whether a tribunal claim is appropriate while you’re still employed, or if another approach might work better for you. Regardless of how you wish to proceed, our Employment Law Solicitors are here to offer confidential support to you.
Contact our Employment Law Solicitors for Employees
When problems arise at work, it can be difficult to know where you stand—but you don’t have to face it alone. Whether you're dealing with unfair treatment, redundancy, a dispute over your contract or facing dismissal, our expert employment solicitors are here to protect your rights and help you take the next step with confidence.
Our experienced Employment Solicitors for Employees in Lancashire are committed to providing clear, compassionate legal advice to employees at every level, from new starters to senior executives, ensuring you’re treated fairly and lawfully by your employer.
With over 35 years of experience, Farnworth Rose is trusted by clients across the region to resolve a wide range of workplace issues, including unfair dismissal, discrimination, harassment, redundancy, pay disputes and whistleblowing. We’ll explain your rights clearly, outline your options and represent you with strength and care, whether through negotiation, settlement or tribunal proceedings.
As a full-service firm of Solicitors in Burnley & Nelson, we also provide expert advice on employment contracts, restrictive covenants, workplace grievances and settlement agreements, offering joined-up support tailored to your personal and professional circumstances.
We’re award-winning at what we do. Our Employment Solicitors for Employees in Preston are recognised across the Northwest for their legal expertise, responsive service and dedication to securing fair outcomes. We regularly assist clients in Manchester, Blackburn, Rochdale and Bolton, as well as across the Pennines in Leeds, Sheffield, Huddersfield, Skipton, Keighley and beyond.
Wherever you are in England or Wales, our team is ready to support you with trusted, cost-effective advice that puts your rights, your wellbeing and your future first.
To speak with one of our specialist Employment Solicitors at Farnworth Rose, call us now on 01282 695 400 or complete the form below, and we’ll be in touch.
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