If you feel your employer has unfairly dismissed you, you may be able to claim compensation in an employment tribunal. However, before embarking on this route, you should consider whether it would be better to enter into a settlement agreement, whereby you give up your right to bring a claim in exchange for your employer paying you money.
Here are a few questions to help you make the right decision.
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How likely is it that an unfair dismissal claim will succeed?
Any litigation is uncertain. Neither party can be entirely sure of success.
To win an unfair dismissal claim, you must show that your employer acted unfairly in dismissing you.
For example:
- They did not conduct a reasonable investigation
- They failed to follow a fair procedure
- They did not have a fair reason to dismiss you
- Even if they had a fair reason, a dismissal was a disproportionate penalty
You should seek legal advice on your situation. Your solicitor will advise you on how likely a tribunal is to find that your dismissal was unfair.
How much compensation would you receive if your unfair dismissal claim succeeded?
If you succeeded in an unfair dismissal claim, you would usually be entitled to two types of award:
1. Basic Award
This is calculated in roughly the same way as a redundancy payment. You can do the calculation here.
2. Compensatory Award
The purpose of the compensatory award is to compensate you for your financial losses resulting from your dismissal.
This usually means your lost earnings up to the date you start another job. To calculate this, you will need to know:
- Your monthly take-home pay (ie after deductions) and
- A rough estimate of how many months you expect to be out of work
Multiply the number of months by the amount of your take-home pay, and that’s the figure you can expect a tribunal to award you if you’re successful.
This means that, if you’re likely to find another job immediately, your losses will likely be very low and possibly nothing. Even if your claim succeeds, you may find it’s not worth the trouble.
However, if finding another job will take you many months, your compensation will be much higher, and a tribunal claim may well be worthwhile.
Do you have the appetite for an unfair dismissal claim?
Legal proceedings are stressful.
A tribunal claim will probably take at least 6 months to reach a hearing. This can be an emotionally draining process. The hearing itself can be very upsetting, particularly if you’re cross-examined. And the details may end up in the press.
Not everyone is able to cope with this experience, and you should consider this when deciding which route to take.
A settlement agreement is much quicker (usually takes a few days to complete) and provides a degree of certainty you wouldn’t have in a tribunal claim.
It’s confidential, too, so there’s no danger of the situation becoming public knowledge.
So, should you accept a settlement agreement instead?
If the amount your employer offers you in a settlement agreement is greater than the value of an unfair dismissal claim, you should certainly accept.
Weigh up the prospects of success against the amount you may recover. For example, if you have 60% chance of successfully recovering £10,000, you may want to accept £6,000.
However, if your case is much stronger than that and you could reasonably expect to win much more, you should try to negotiate a better deal.
We recommend that you only issue tribunal proceedings as a last resort. Before deciding what to do, you may want to speak to a specialist settlement agreement solicitor.
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Why Choose Mason Bullock Solicitors?
- Specialised Expertise: We are employment law specialists, providing tailored advice on settlement agreements.
- Proven Success: We have advised hundreds of satisfied clients on resolving their employment issues.
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No Charge to You
In most cases, your employer covers our fees for advice on the settlement agreement, so there’s no cost to you.
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Andrew Crisp is the Principal Solicitor at Mason Bullock Solicitors, where he specialises in employment law and dispute resolution. With over two decades of legal experience, Andrew has built a reputation for his expertise in advising employees on settlement agreements and helping clients navigate complex litigation processes, including the removal of County Court Judgments (CCJs).