The clock is ticking and I can’t decide… what would you do?

In England.
Being made redundant from a Big 4 firm. The offer in the SA is statutory plus 20%.

I would sign however, they haven’t met their legal obligations to offer or even discuss suitable alternative roles that I could do. There was an open role, almost identical to mine - so as close as suitable gets. They didn’t even interview me for it.

There is also some slightly more debatable stuff about how they have pooled me and others, and misrepresented our actual role activity.

A solicitor I spoke to said you can try and negotiate but that my particular firm almost certainly won’t budge. In which case I’d have to sign anyway or go to the tribunal. I could use my insurance, as this is very expensive - and I waive the 20% bump which is like £8k

Hi, I submitted my ET1 on the 12th May 2026 (Manchester) but still haven't received a update regarding my case being accepted. Would just like to know how long other people waited as I know different parts of the country have different time frames.

Thanks☺️

I missed computers. I was off travelling in India when they came in at work then I had a sprog, so I’m I was typing on one finger when I joined my job 10 years ago and now I’m in hot dispute with them and because
my poor short-term memory (which seems to be much much worse depending on how stressed I am ). all my files and documents are a mess…

I’ve got duplicates of duplicates every piece of work that I complete is called final last one ever this is it …:or something and then I forget what’s in it send the 2nd to last draft to the respondent so they’ve had some terrible junk…

I’m writing here to ask if anybody knows of a place or an app or something where you can put all of your legal documents statements and notes and iPhone messages and partial responses to CMOs, where it actually helps you sort and identify and clean up and get rid of duplicates?

All the best to everybody going through this and thank you for so much to those wise ones who help us.

Hi everyone I’m a first time poster here and just wanted to get some advice on my situation.

I have recently began the Acas conciliation process. I am very early on. I wanted to outline my case and ask if you believe it is strong enough to bring to tribunal.

I was diagnosed with ADHD formally last summer. That autumn I began a new job. I passed my two month probation. As the workload began to increase I realised that my adhd was impacting my work. I told three levels of management, my trainer, manager and senior manager. I also submitted a reasonable adjustments form to HR. My manager had told me to google solutions in the meantime and that she would do the same. I did not hear back from HR and my adhd was never mentioned again. At my 6 months meeting I was told I was being dismissed on technical grounds.

Any opinions and advice would be very helpful.

I also want to note that I was suffering with my mental health severely due to this. I knew my performance was suffering and I received no help. I was in therapy and had began the process of taking anti depressants due to how much I was struggling and wanted to do well. After I got dismissed I was still doing therapy and taking medication.

England employment notice period — can I leave early if my employer refuses?

I resigned from my current job (worked 10-11 months approx) because the working environment and relationship with my manager became unbearable.

When I resigned, my manager verbally said a much shorter notice period could be possible, and we discussed earlier leaving dates. I relied on this when agreeing a start date with my new employer. She said in many instances that it was a a possibility. I then got another job. Based on what my manager had told me, I initially gave the new employer an earlier potential start date, but I later moved it back to a date my manager had suggested. The new employer agreed to wait for me.

Now my current employer says none of those conversations were agreed because they weren't in writing and insists I work my full contractual notice.

I had a meeting with HR and my manager to negotiate. I offered to leave at the beginning of the month, but they refused and said the earliest they would accept is around the middle of the month. They kept telling me I should be “reasonable,” that I'm leaving the team in a difficult position, that there may be new work coming in while other people are off, and that my new employer would wait if they really wanted me.
The problem is that I've already moved my start date once based on what my current employer told me. I cannot keep going back to my new employer and moving it again. I also do not want to. The situation with this employer before I resigned was honestly so bad I couldn't eat, drink, lost weight, was not sleeping, and it started really affecting my mental and physical health. It also had me isolating myself, and damage relationships about it because I was just crying every day about this and not talking about anything else. It changed who I am in a way I don't want to be. I do not want to work any longer.

If I leave before my contractual notice ends despite them refusing, what realistically happens in the UK?

Can they deduct losses from my final pay?

What losses could they actually claim?

Could they start disciplinary proceedings?

Could it affect my reference?

Should I tell my new employer?

I'm aware it could technically be a breach of contract. I'm just trying to understand the realistic consequences before deciding what to do.

I’m also pretty upset because I feel like I relied on what I was told, changed my plans accordingly, and now the goalposts have repeatedly moved. I just want this situation to be over.

Posting for a friend:

**UK - Offered settlement after disability + reasonable adjustment request. Is this a fair figure?**

I manage a small team at a UK charity. I have MS and ADHD, both confirmed by Occupational Health as covered under the Equality Act. I recently came back from 3 weeks off sick with work-related stress, and requested a permanent 4-day week as a reasonable adjustment.

The same day, HR offered me a "protected conversation." I was told that if I stay, a PIP is likely, but the alternative is a settlement to leave. The offer so far is 2 months' notice pay plus 2 weeks' ex-gratia payment, coming to around £8.8k gross, plus £500 toward independent legal advice, with a proposed leave date about 6 weeks out.

Some background: I raised a grievance last year that went nowhere, following a failed mediation. Occupational Health also recommended a stress risk assessment around the same time, but it took about 10 months to actually happen, and it was during that assessment that I disclosed a hostile working environment. I still haven't received the written notes from it. Since returning to work, I've also noticed increased scrutiny of what I'm doing.

I'm getting a solicitor, but wanted a gut check first: does 2 months' notice plus 2 weeks' ex-gratia sound low given all this? I was thinking of countering with 6 months' ex-gratia, and going down to 3 if needed. Does that sound like a reasonable range, or way off?

Any suggestions re next steps would be greatly appreciated.

Hi all, looking for some advice.

Filed my ET1 on 30th July, haven't heard anything since. Within that, I included acts from one of the respondents which were not included in my original ACAS notification/ certificate. The reason being is because I asked my ACAS conciliator if I needed to raise a new certificate and at the time she said:

"Regarding the additional items/potential claims you wish to bring against ***********, there's no need to raise a fresh Early Conciliation notification. This is because what is discussed at the Early Conciliation stage does not need to match what appears on your ET1 claim form".

So I didn't. However, a friend (non legal) has since advised me that the respondent might try to argue I cannot include it and I've become very worried about this. I'm wondering if it makes sense to file a new ACAS notification retroactively and then apply to amend ET1, attaching the new certificate, or, if this is not necessary.

Additional context:

- Original ACAS notification focused on harassment from one individual at workplace (respondent 1), and I raised a formal complaint with them at the same time.

- I felt the way the organisation then handled my complaint amounted to further discrimination and victimisation. Outcome was withheld from me but shared with respondent 2.

- ET1 filed the day before limitation window (of respondent 1's timeline)

- ET1 pleads both the individual's original conduct and the organisations later handling of my complaint, as a continuing course of conduct.

- I put in a second complaint about how the first was (mis)handled. Respondent 1 responded to this post ET1 submission, denying that this was the case and closing the matter. Fine.

Legal experts, is there anything I need to do about this or can I, in good faith, be assured by the ACAS conciliator's advice without risk of respondent trying to get later acts removed?

Thank you in advance

Tasty

I’ve started to get quotes from barristers for my final hearing and the fees are well above what I can afford. I was wondering if there are any alternative ways a barrister could help my case? Like could a barrister produce a skeleton argument for each claim which I could stick to and draft cross examination questions? If anyone here has had partial and not full barrister input at their final hearing, how much % cheaper was it and do you recommend the approach?

I know we have 7 days to respond to an application made by R - but at what time. For example, today is the deadline date for me to respond. Do I have until the end of the working day @5pm, or midnight?

Hi all,

Just discovered this sub and I'm in a little bit of a pickle. Also, if this question is against the rules I do apologise but I couldn't see anything about it when I looked!

I won a discrimination case on my own with a little advice here and there, however I now have a remedy hearing to deal with.

I feel it would be the best use of resources to get an employment lawyer, but I've been struggling to find one (my previous lawyer moved away from his firm and passed my case onto another lawyer but they've been unresponsive)

I was hoping for recommendations for reasonably priced employment lawyers (around £300+VAT)that could help with the final push.

Thanks!

Hi,

I please have a few questions in regards of the Litigation Hold Notice.

I have an ongoing Employment Tribunal claim (England), with the PH currently listed for 2028. I’m still employed but leaving the company in less than 2 weeks.

Since my first DSAR, further events relevant to my victimisation claim have occurred. I can request emails through a second DSAR, but I’m more concerned about isolated Teams messages. For example, management told me certain instructions applied to the wider team, while colleagues told me privately on Teams that they had never heard of them.

I’m concerned these messages may disappear after I leave/before disclosure.

Has anyone sent a litigation hold/document preservation request to the Respondent’s solicitor in an ET case?

Mainly wondering:

• Can I ask them to preserve relevant Teams conversations with named colleagues over specific date ranges without identifying every individual message?
• Does that create an obligation to preserve them until disclosure?
• Would I send this only to the Respondent’s solicitor, or also copy the Tribunal?
• Is it better to give broad categories/date ranges or identify each document/message individually?

I don’t want to disclose my evidence prematurely, I just want to make sure relevant electronic records still exist when disclosure happens.

I would especially appreciate input from anyone who has dealt with this in an ET case.

Many thanks

Hi everyone,

I can't find any sources that answers whether a second application for reconsideration can be submitted to the ET after refusal and during EAT appeal.

EAT rules (8.10 & 8.12) state new evidence that was or was not before the Tribunal.

What is the procedure if the evidence was submitted to the ET by CMO but was not included and not before the EJ in the bundle to determine the issue. This was not known until now.

Unsure if I submit application to ET or EAT or both. Don't want to send unnecessary paperwork.

Confused

SC

Good morning all,

Looking for some advice from the experts or people who currently are/have been thorough this

I am planning for PH , case management agenda already agreed etc and disclosure is important as it always is but I want to know the process a little better to stop em wasting my time

1. Can I create a document with what I know exists albeit heavily redacted but what is important to my pleaded case and add reasons why and send to the tribunal and R around 72 hours before

2 or do I just simply wait for the judge directions ./ instructions at the PH

3. If answer if 2 and they don’t give me certain documents I know exist do I request them direct for R first

4. If 3 is correct and they don’t provide me them to I write to the tribunal and request them under a certain order / rule

5. Any tips / suggestions to help me please

Thanks as always

Hey everyone, I am looking for some outside perspective and advice on a very stressful situation at my corporate design job. I am currently in the middle of deciding to write a formal grievance, and the toll it is taking is massive.

I have been working at a large corporate firm for three years. Over the past few months, things have escalated drastically to the point where I feel I am being managed out.

The core issue started when I had a conversation with my manager in a meeting about a goals review and I asked her if she thinks there is anything in my performance that could cause me to not get promoted soon as she knows this is my intention and I am working towards it as hard as I can. She flat out told me that I will not be promoted due to my sickness absences, which are directly tied to a documented physical health condition in my lower back.

Right after that, I decided to ask HR for an occupational health assessment so that my sickness absence can be reviewed differently and not block a possible promotion since ive been working as a grad for 3 years which is too long even in my managers view. When I talked to HR, the HR lady seemed very eager to know who told me I wont be promoted due to my sickleave and I felt if I told her that my manager did, my manager would get in trouble. So I said that im being proactive and letting the company know formally of my disability even though they know from 2024 when I initially got diagnosed. Only less than two weeks after this, my manager became increasingly hostile and initiated a formal Performance Improvement Plan entirely unannounced. The PIP was not even for actual performance issues; it was justified by minor mistakes that later happened after she even introduced the PIP itself.

There were zero prior warnings or constructive feedback leading up to it. The environment with her became so toxic that I formally requested a change in management, with her agreement but which was denied.

Due to all this happening and the affect on my MH I had to take sick leave for 6 weeks due to an extreme stress and flare up of my disability- I was unable to breath, had panic attacks and was very unwell I had to go to A&E.

During my sickleave, I have raised the issue of the PIP failing to account for my medical condition, and the way the PIP was initiated without prior notice and that the objectives were vague and undiscussed with me prior to the meeting where my manager ambushed me with saying the PIP starts today and I requested adequate workplace adjustments, and complained about the whole situation and my managers behavior. the response from HR was shockingly dismissive. They completely trivialized my need for accommodations. Instead of engaging with the specific issues I raised about my manager or my health needs, HR flipped the script. They failed to respond to my core concerns and actually threatened formal action against me regarding my absences.

Where I am at now:
Between my manager weaponizing my health and HR closing ranks to protect her rather than implementing any proper reasonable adjustments, or even changing my manager, the environment is untenable.

I am currently navigating a formal grievance process.

Outside of this job, I have been trying to building my own creative photography path and applying for other roles to transition out, but fighting this dispute while trying to do my everyday work is draining.

I am trying to figure out my next best steps:

1. Should I continue fighting the PIP and escalation process through formal HR and grievance channels?
2. Should I be speaking to an employment solicitor regarding failure to provide reasonable adjustments and disability discrimination?
3. Or should I resign and focus on like a new job or freelance work, and let the dispute go to protect my peace

I am worried that if I resign that I lose my rights because I genuinely feel like all of this has been unfair towards me. I have been working my ass of for this job, from working over time unpaid (from 9am - 10pm) and that my managers behavior towards me was unjustified. My only explanation is that she found out

Has anyone dealt with a similar corporate HR situation, a hostile manager, or a formal dispute regarding accommodations and PIPs? How did you navigate the exit, and was fighting it worth it?

Just found out my cousin has passed away. Quite young and short noticed. I have my preliminary hearing on friday and unsure when the funeral will take place just think its best to inform them.

Ino I will have to inform the courts but I dont what to say or what questions to ask. Can you give me any advice please

Does anyone know the latest case law relevant to agency dispute? To include other Rs' (e.g. external HR) as agents of R1, etc.

Thanks in advance😁

So I just received the ET3 Amended Grounds of Resistance, two weeks before the PH. I’m struggling to make sense of the next paragraph

“It is denied that Mr ***** was dismissive of the Claimant’s disclosure and/or that he told him that it was ‘not good enough.’

It is denied that Mr ***** failed to explore the Claimant’s disclosure meaningfully, made no enquiry into the nature of the Claimant’s difficulties, failed to offer the Claimant a referral to occupational health, and did not consider any adjustments

In one breath they deny I ever disclosed anything to them. But then they turn around and deny failing to explore it

Forgive my ignorance, but how does that make sense

Hi guys, thank you for recommending me to take some time off its really allowed me to refocus.

I wanted to ask a question about something that has been bugging me for a while now.

When preparing the bundle for a hearing to decide disability, the R’s rep initially objected to my request to add their response to my medical statement and evidence to the bundle and repeatedly said it was out of the ordinary to make this request but they eventually added it.

Am I in the wrong for asking for it to be added as my thinking was it would lock them into a position in the hearing as they made some partial concessions?

I’m not sure if they were attempting to perhaps ignore it and take a different stance at the hearing or if my request was genuinely out of line.

Thanks for any help.