£2.5M+
Recovered for clients
500+
Liverpool employees helped
93%
Settle before tribunal
Do You Qualify for No Win No Fee?
Most Liverpool employees with a genuine workplace dispute qualify. Quick check:
Within time limit?
3 months minus 1 day from the incident
Have evidence?
Emails, letters, witnesses, or records
Qualifying service?
2 yrs for dismissal (none for discrimination)
Clear wrongdoing?
Employer acted unfairly or unlawfully
How No Win No Fee Works in Liverpool
Our no win no fee service gives Liverpool employees access to expert legal representation without any upfront cost or financial risk.
Free Case Assessment
Complete our online assessment or call our Liverpool team. We’ll review your situation and advise on your options within 48 hours. No obligation, completely confidential.
No Win No Fee Agreement
If your case is strong, we’ll offer a Damages Based Agreement (DBA). You pay nothing upfront. We only get paid if you win, capped at 35% including VAT. You keep 65%.
Acas Early Conciliation
Before filing a tribunal claim, we’ll help you through Acas Early Conciliation. Many Liverpool cases settle here without needing a tribunal hearing, saving time and stress.
Build Your Case
We gather evidence, prepare witness statements, and build a compelling case. Whether your employer is the NHS, a university, or a retail giant, we know how to expose unfair treatment.
Win Your Compensation
93% of our cases settle before tribunal. If yours goes to a hearing at Liverpool Employment Tribunal, we’ll represent you. When you win, you keep 65% of every penny awarded.
Liverpool’s economy spans healthcare, higher education, financial services, logistics, and retail. From the Royal Liverpool University Hospital to the Port of Liverpool, from Barclays’ city centre operations to Shop Direct in Speke, employees across Merseyside face workplace disputes every day. When Liverpool University Hospitals implements restructuring, when universities announce redundancy schemes, or when financial institutions mishandle discrimination complaints, our no win no fee service ensures you can fight back without financial risk.
Employment Law Representation for Liverpool Workers
Liverpool’s 500,000 residents work across one of the UK’s most diverse economies. The NHS employs over 16,800 people at Liverpool University Hospitals alone. The University of Liverpool has 7,000 staff. Major financial institutions like Barclays, JPMorgan, and Bank of Ireland operate significant operations here. The Port of Liverpool handles 45% of UK-US trade. TJ Morris (Home Bargains) is headquartered in the city. Bibby Line employs hundreds in shipping and logistics.
When these employers implement redundancy programmes, restructure departments, or discriminate against employees, tribunal claims follow. Liverpool Employment Tribunal on Vernon Street sees claims from NHS nurses facing disability discrimination, university lecturers selected for redundancy without proper consultation, retail workers experiencing pregnancy discrimination, and financial services employees dismissed after whistleblowing about regulatory breaches.
The Employment Rights Act 2025 has now become law, with major reforms coming into force from April 2026 and January 2027. The unfair dismissal qualifying period will reduce from two years to six months, and the compensation cap of £118,223 will be abolished entirely. For Liverpool employees facing dismissal or discrimination, these changes mean stronger protections and potentially higher awards. Our no win no fee service gives you access to expert representation, keeping 65% of your compensation regardless of the amount awarded.
Why Choose Our Liverpool Employment Solicitors
✓ True 65% Retention
Our 35% success fee is inclusive of VAT, as required by law under the Damages Based Agreement Regulations 2013. You keep 65% of every penny you win. Transparent pricing with no hidden costs or additional charges.
✓ Employment Tribunal Experience
We represent clients at employment tribunals across England and Wales, including Liverpool Employment Tribunal on Vernon Street. We understand tribunal procedures, how to prepare strong cases, and the tactics major employers use in their defences.
✓ No Upfront Costs
Zero payment required to start your case. We don’t ask for a penny until you win. If you lose, you owe us nothing. This is genuine no win no fee, regulated by the SRA under Damages Based Agreement rules.
✓ Specialist Employment Focus
We only do employment law. No conveyancing, no wills, no family law. Just workplace disputes, tribunals, and settlements. This specialization means we know the tactics employers use and how to counter them effectively.
Get Your Free Case Assessment
Complete our detailed online assessment and receive an instant PDF report analysing your case. You’ll then be able to book a free consultation with an experienced employment solicitor to discuss your options.
- ✓ Instant PDF assessment of your case delivered within minutes
- ✓ Free consultation with a qualified solicitor
- ✓ Takes 10-15 minutes to complete
- ✓ No obligation to proceed
Completely confidential. Get your personalised case report instantly.
Liverpool Employment Tribunal: Vernon Street
If your case proceeds to a full hearing, it will be held at Liverpool Employment Tribunal. While most cases settle before reaching this stage, it’s important to know what to expect if yours goes to tribunal.
Tribunal Location & Details
Address:
Liverpool Employment Tribunal
3rd Floor, Liverpool Civil and Family Court
35 Vernon Street
Liverpool
L2 2BX
Administrative Contact:
Manchester Employment Tribunal
Phone: 0161 833 6100
Email: [email protected]
Getting There:
From Liverpool Lime Street: 10-13 minute walk via Lime Street and Dale Street
From Moorfields Station: 4 minute walk via Dale Street
Parking: Q-Park Dale Street (£9-11/day), NCP Moorfields
Important: Liverpool Employment Tribunal is administratively part of Manchester Employment Tribunals. When contacting the tribunal about your case, you’ll communicate with the Manchester office, but your hearing will take place at the Liverpool venue on Vernon Street.
Common Employment Disputes for Liverpool Employees
From the NHS to universities, from financial services to retail, Liverpool’s economy spans sectors where employment disputes follow predictable patterns. Here are the most common issues we see from major Liverpool employers.
Healthcare & NHS Trusts
Key Employer: Liverpool University Hospitals NHS Foundation Trust (Royal Liverpool, Aintree, Broadgreen hospitals)
Liverpool University Hospitals NHS Foundation Trust is one of Merseyside’s largest employers with over 16,800 staff. Formed in October 2019 from the merger of Royal Liverpool and Broadgreen with Aintree, the trust became part of NHS University Hospitals of Liverpool Group in November 2024 when it merged with Liverpool Women’s NHS Foundation Trust. These mergers and ongoing restructuring create fertile ground for employment disputes.
Common Issues We See:
Disability discrimination and reasonable adjustments failures
NHS staff with disabilities, mental health conditions, or chronic illnesses frequently face inadequate adjustments. We see nurses with back injuries denied lighter duties, healthcare assistants with anxiety refused flexibility for medical appointments, and junior doctors with ADHD facing capability procedures rather than receiving occupational health support. The law requires employers to make reasonable adjustments, yet Liverpool’s NHS trusts often fail to implement OH recommendations properly.
Race discrimination in disciplinary processes
Statistics consistently show that Black and minority ethnic NHS staff face disproportionately high rates of disciplinary action. We represent Liverpool hospital staff who’ve been scapegoated for systemic failures, suspended without justification, or subjected to investigations that white colleagues would never face. When patient complaints arise, managers often blame BME staff first rather than examining the broader context.
Whistleblowing retaliation
Healthcare professionals who raise patient safety concerns frequently face victimisation. We’ve represented Royal Liverpool and Aintree staff who reported inadequate staffing levels, infection control failures, or dangerous practices, only to find themselves on the receiving end of capability procedures or forced restructures that conveniently eliminate their roles.
Restructuring and redeployment failures
As the NHS trusts merge and reorganise, redundancy and redeployment become common. The law requires proper consultation and genuine attempts to find alternative roles. We see Liverpool NHS managers going through the motions without real consideration of suitable alternatives, particularly when the employee has previous performance concerns or has raised grievances.
⚠️ Remember: The NHS has deep pockets for tribunal defence but settles cases when liability is clear. If you’ve raised patient safety concerns and suddenly face disciplinary action, or if you’ve been denied adjustments despite OH recommendations, contact us immediately. Time limits are strict and evidence gathering is crucial.
Higher Education
Key Employers: University of Liverpool (7,000+ staff), Liverpool John Moores University, Liverpool Hope University
The University of Liverpool launched a Voluntary Leavers Scheme in February 2025, citing financial deficits affecting UK higher education. Liverpool Hope and Edge Hill University have implemented similar cost-cutting measures. When universities face financial pressure, employment disputes increase as restructuring programmes roll out and redundancy consultations begin.
Common Issues We See:
Inadequate redundancy consultation
Universities must consult meaningfully when proposing 20 or more redundancies within 90 days at a single establishment. We see Liverpool universities announcing “voluntary” schemes while simultaneously planning compulsory redundancies, failing to provide proper information about selection criteria, and refusing to consider alternatives like natural wastage or redeployment across faculties. The protective award for failing to consult properly doubled to 180 days’ pay in April 2026.
Unfair selection for redundancy
When universities select specific roles for redundancy, the criteria must be objective and fairly applied. We’ve represented University of Liverpool lecturers whose research output was scored inconsistently, professional services staff whose “essential skills” mysteriously became “desirable” when management wanted to eliminate their roles, and academics whose student feedback was cherry-picked to justify selection.
Discrimination in restructuring
Universities’ redundancy schemes often have a disproportionate impact on staff with protected characteristics. We see older academics targeted because their salaries are higher, women returning from maternity leave selected because they’ve been absent, and staff with disabilities picked because they require adjustments. If the selection criteria create indirect discrimination without objective justification, it’s unlawful.
Fixed-term contract non-renewals
Liverpool universities employ significant numbers of staff on fixed-term contracts. When these contracts end, it may constitute dismissal requiring fair procedure. We represent research fellows whose funding continues but whose contracts aren’t renewed, hourly-paid lecturers whose teaching hours reduce without explanation, and post-doctoral researchers dismissed while less qualified permanent staff remain.
⚠️ For University Staff: If you’re in a voluntary scheme, get legal advice before accepting. Universities sometimes pressure staff to volunteer by threatening compulsory redundancies. If you’re at risk of compulsory redundancy, document everything: selection scores, comparator information, and consultation meeting notes. Universities hate tribunal publicity and will settle strong cases.
Financial Services
Key Employers: Barclays, JPMorgan, Royal Bank of Scotland Group, Bank of Ireland
Liverpool’s financial services sector employs thousands in banking, investment, and insurance operations. Barclays, JPMorgan, and major banks expanded their Liverpool presence in recent years, creating operations centres and back-office functions. These sophisticated employers use professional HR departments and external law firms to defend tribunal claims, but their very sophistication creates procedural vulnerabilities.
Common Issues We See:
Whistleblowing and regulatory reporting
Financial services employees who report compliance breaches, money laundering concerns, or mis-selling face retaliation. We’ve represented Liverpool bank staff who raised concerns with the FCA only to face capability procedures, relationship managers dismissed after questioning sales targets, and compliance officers made redundant after raising risk issues. Whistleblowing protection is broad: if you reasonably believe wrongdoing is occurring, you’re protected.
Bonus withholding and discretionary payment disputes
Liverpool’s financial sector employees often receive significant bonuses as part of their remuneration. When relationships sour, banks withhold bonuses or reduce them without justification. We see staff dismissed before bonus payment dates, bonuses withheld because the employee raised a grievance, and discretionary payments reduced in retaliation for protected acts. If your contract gives discretion over bonuses, that discretion must be exercised rationally and lawfully.
Discrimination in performance management
Banks and financial institutions operate rigorous performance management systems, but these systems can mask discrimination. We represent Liverpool financial services staff whose performance ratings dropped after pregnancy announcement, whose targets increased after raising disability discrimination concerns, and whose minor errors were escalated to formal procedures when colleagues’ similar mistakes were overlooked. If performance management intensifies after a protected act or affects staff with protected characteristics disproportionately, it may be discriminatory.
Restructuring and site closures
Financial institutions constantly restructure, close branches, and relocate functions. Liverpool staff face redundancy when operations move to Manchester or London. The consultation requirements apply fully to financial services: employers must genuinely consider alternatives, apply fair selection criteria, and attempt redeployment. Banks’ sophisticated processes often mask fundamental failures in these requirements.
💡 Financial Services Tip: Document everything. Banks generate extensive email traffic and keep detailed records. Request your personnel file, performance reviews, and emails relating to your treatment. Financial institutions settle cases when faced with strong documentary evidence of discrimination or unfair treatment.
Retail, Hospitality & Distribution
Key Employers: TJ Morris (Home Bargains), Shop Direct (Very.co.uk, Littlewoods.com), Liverpool ONE, Metquarter
Liverpool’s retail sector spans discount stores, online retail, and shopping centers. TJ Morris (Home Bargains) is headquartered in Liverpool and operates hundreds of stores nationally. Shop Direct employs significant numbers at its Speke distribution center. Liverpool ONE and city center retailers employ thousands more. Retail and hospitality generate consistent employment tribunal claims, often involving vulnerable workers on low pay with limited job security.
Common Issues We See:
Pregnancy discrimination and maternity rights
Retail and hospitality workers frequently face pregnancy discrimination. We represent Liverpool shop workers whose hours were reduced after announcing pregnancy, distribution center staff dismissed while on maternity leave, and hospitality workers refused flexible working on return. The law prohibits less favourable treatment because of pregnancy or maternity leave. If you’re dismissed, denied promotion, or have your hours cut during pregnancy or within the protected period after birth, you likely have a strong claim.
Zero-hours contracts and hours reductions
Many Liverpool retail workers are on zero-hours or low-hours contracts. When relationships break down, employers simply stop offering shifts. This can constitute constructive dismissal if done in breach of contract or in response to a protected act. We’ve represented Very.co.uk warehouse staff whose shifts disappeared after raising health and safety concerns, Home Bargains staff whose hours vanished after requesting union representation, and hospitality workers frozen out after complaining about harassment.
Working time violations and unpaid wages
Retail and distribution employers sometimes fail to provide rest breaks, pay for all hours worked, or calculate holiday pay correctly. We see Shop Direct warehouse staff pressured to work through breaks to meet targets, Liverpool ONE retailers refusing to pay for mandatory training, and hospitality workers having tips deducted to cover breakages. Working time claims have strict time limits but can result in significant back pay.
Dismissals for sickness absence
Retail employers often implement strict absence management procedures. We represent Liverpool retail staff dismissed after cancer treatment, distribution workers sacked for disability-related absences, and hospitality employees fired for mental health sick leave. Disability discrimination law requires employers to make adjustments including extending absence thresholds. If you’re dismissed for absences related to a disability, you likely have a strong discrimination claim.
⚠️ For Retail Workers: Keep records of your hours, shifts offered, and any conversations about changes to your working pattern. Screenshot WhatsApp messages from managers offering or cancelling shifts. Retail employers often claim “no contract existed” but your actual working pattern may prove otherwise. No win no fee gives you the same legal representation as your employer’s expensive solicitors.
Liverpool Areas We Serve
We represent employees across all Liverpool postcodes and the wider Merseyside region. Whether you work in the city centre, commute from the suburbs, or are based in surrounding towns, our no win no fee service is available to you.
📍 Liverpool & Surrounding Areas
City Centre (L1, L2, L3)
Anfield (L4)
Kirkdale (L5)
Kensington (L6, L7)
Toxteth (L8)
Aintree (L9)
Fazakerley (L10)
Norris Green (L11)
West Derby (L12)
Old Swan (L13)
Broadgreen (L14)
Wavertree (L15)
Childwall (L16)
Aigburth (L17)
Mossley Hill (L18)
Garston (L19)
Bootle (L20, L21)
Waterloo (L22)
Crosby (L23)
Speke (L24)
Woolton (L25)
Halewood (L26)
Maghull (L30, L31)
Kirkby (L32, L33)
Prescot (L34, L35)
Huyton (L36)
Formby (L37)
Ormskirk (L39)
Plus all other Liverpool and Merseyside metropolitan areas
Liverpool No Win No Fee FAQs
What does “no win no fee” actually mean?
No win no fee means you pay nothing upfront to start your case and nothing if you lose. We only get paid if you win. This is formalized through a Damages Based Agreement (DBA), a type of conditional fee arrangement regulated by the SRA under the Damages Based Agreement Regulations 2013. If your case is successful, whether through settlement or tribunal award, we take our fee from your compensation. The maximum we can charge is 35% of the compensation you receive, including VAT. This means you keep at least 65% of every penny you win. If your case is unsuccessful, you pay us nothing. We absorb the cost of the work we’ve done. This removes financial risk for Liverpool employees who couldn’t otherwise afford to challenge unfair treatment.
Can you help employees at Liverpool University Hospitals or other major Liverpool employers?
Yes, we represent employees from across Liverpool’s major employers including Liverpool University Hospitals NHS Foundation Trust (Royal Liverpool, Aintree, Broadgreen), University of Liverpool, Liverpool John Moores University, Barclays, JPMorgan, TJ Morris (Home Bargains), Shop Direct, and the Port of Liverpool. We understand the common issues these types of employers create. For NHS staff, we see disability discrimination, race discrimination in disciplinary processes, and whistleblowing retaliation. University employees face inadequate redundancy consultation, unfair selection criteria, and discrimination masked as restructuring. Financial services workers deal with whistleblowing victimisation and bonus withholding. Retail staff experience pregnancy discrimination and zero-hours contract manipulation. Our experience with employment law means we understand employer defence strategies and how to counter them effectively. When major Liverpool employers face strong tribunal claims, they know settlement is often the sensible option.
How long do I have to bring an employment tribunal claim?
For most employment claims, you have 3 months minus 1 day from the date of the act you’re complaining about. For dismissal, the clock starts from your effective date of termination (usually your last day of work, or the end of your notice period if you were paid in lieu). For discrimination, each discriminatory act starts its own time limit. If you’re facing ongoing discrimination, the time limit runs from the last act in a series of connected events. Before you can submit a tribunal claim, you must complete Acas Early Conciliation. This typically adds 1 month to your deadline. The time limit is strict. Employment Judges have very limited discretion to extend it. If you’re out of time, your claim will usually be struck out regardless of merit. This is why it’s crucial to act fast. If you’ve been dismissed or discriminated against, contact us immediately. We can assess your situation, confirm your deadline, and start your claim within days if needed. Don’t assume you have time. Many Liverpool employees contact us thinking they have months left, only to discover their deadline has passed.
What happens if I lose my case?
If you lose, you pay us nothing. Our no win no fee agreement means we absorb the cost of all the work we’ve done on your case. You won’t receive a bill for our time, our preparation, or our representation. However, there are some risks you should understand. In employment tribunals, costs orders (where the losing party pays the other side’s legal costs) are rare but not impossible. Tribunals can award costs if they find your case was misconceived, vexatious, or pursued unreasonably. In practice, this happens in less than 5% of cases. We screen cases carefully before accepting them on no win no fee. If we think your case is strong enough to take on, it’s very unlikely a tribunal would find it was unreasonably brought. We’ll be honest with you from the start. If your case is weak or you’re pursuing it for the wrong reasons, we’ll tell you. We won’t take a case on no win no fee if we think there’s a real risk of a costs order against you. Most employment claims that don’t succeed simply end with no order for costs on either side. You walk away owing nothing.
Is 35% too much for a no win no fee solicitor?
Our 35% success fee (including VAT) is the maximum permitted by law under the Damages Based Agreement Regulations 2013. This means you keep 65% of every penny you win. The rate is capped by statute and is standard across all no win no fee employment solicitors operating legally. Consider the alternative. If you paid hourly rates, a straightforward unfair dismissal case to full tribunal hearing costs £15,000-25,000 in legal fees. A discrimination case with multiple witnesses and disclosure battles could cost £30,000-50,000. Most Liverpool employees can’t afford these sums upfront. Even if you could afford it, there’s risk. You might lose and be out tens of thousands. Our no win no fee agreement transfers that risk to us. We invest our time and resources because we believe in your case. We only get paid if you win. When you receive £30,000 compensation, you pay us £10,500 (35% including VAT) and keep £19,500 (65%). Without us, you’d have received £0 because you couldn’t afford to bring the claim. That 65% retention represents genuine value for risk-free access to expert legal representation.
What types of employment cases do you take on no win no fee?
We accept unfair dismissal, constructive dismissal, discrimination (age, disability, race, sex, religion, sexual orientation), whistleblowing, pregnancy and maternity discrimination, equal pay, unlawful deductions from wages, and breach of contract claims on no win no fee. The key factors we consider are: strength of evidence (do you have emails, witnesses, or documents supporting your case?), value of the claim (is the potential compensation sufficient to make a DBA viable?), time limits (are you within the 3-month deadline?), and merits (does your case have a realistic prospect of success?). We turn down cases where the evidence is weak, where you’re out of time, or where the potential compensation doesn’t justify the work involved. We’re selective because we’re taking the financial risk. If we offer you a no win no fee agreement, it means we believe in your case and think you have strong prospects of success. Not every case qualifies, but we’ll assess yours honestly and explain your options clearly.
How much compensation can I expect for my Liverpool employment claim?
Compensation varies enormously depending on claim type and circumstances. For unfair dismissal, the basic award is calculated like statutory redundancy: 0.5 weeks’ pay for each full year under 22, 1 week’s pay for each year between 22-41, and 1.5 weeks’ pay for each year over 41, capped at £719/week and 20 years’ service (max £21,570). The compensatory award covers actual financial losses: lost wages until you find new work, loss of statutory rights (typically £500), and pension losses. This is capped at one year’s gross salary or £118,223, whichever is lower (although this cap will be abolished under the Employment Rights Act 2025). For discrimination, there is no cap. Awards compensate for financial loss plus injury to feelings (Vento bands: £1,200-£13,200 for less serious cases, £13,200-£39,700 for serious cases, £39,700-£66,200 for most serious). Aggravated damages (£5,000-£10,000) may apply if the employer acted maliciously. High-value discrimination awards in Liverpool have reached £40,000-£80,000. Whistleblowing claims combine elements of both regimes. Most Liverpool settlement agreements fall between £8,000 and £35,000, with higher settlements for senior roles, discrimination, or whistleblowing. We’ll give you a realistic valuation after reviewing your case.
How long does an employment tribunal claim take?
From submitting your ET1 claim form to a final hearing at Liverpool Employment Tribunal typically takes 8-14 months, though this varies. Here’s the typical timeline: Acas Early Conciliation (1 month) happens before you can submit your claim. Many cases settle here. ET1 submission and employer’s ET3 response (1 month) follows. Your employer has 28 days to respond. Case management (2-4 months) involves preliminary hearings where the tribunal sets directions for disclosure, witness statements, and bundles. Disclosure and evidence preparation (2-3 months) includes exchanging documents and preparing witness statements. Final hearing listing (8-12 months from ET1) is when your case gets a hearing date at Liverpool Employment Tribunal. Most cases settle before the final hearing. Of our Liverpool cases, approximately 93% settle either during Acas Early Conciliation, after the ET1 is submitted, or in the weeks before the final hearing. Employers know that once they see the strength of your evidence during disclosure, settlement becomes cheaper than fighting. Settlement can happen at any stage. Some cases settle within weeks during Acas. Others settle days before the hearing. The threat of a public tribunal hearing concentrates minds. We’ll push for early settlement where appropriate, but we’re always prepared to take your case all the way to tribunal if your employer won’t make a reasonable offer.
Can I bring a claim if I’m still working for my Liverpool employer?
Yes. You don’t need to have left your job to bring an employment tribunal claim. This is particularly common for discrimination claims, whistleblowing detriment claims, unlawful deduction of wages, and breach of contract claims. Many Liverpool employees bring claims while still employed because they’re experiencing ongoing discrimination, they’ve been denied a promotion due to discrimination, they’ve suffered detriment after whistleblowing but haven’t been dismissed, they’ve been denied contractual benefits like bonuses, or they’ve raised a grievance that was ignored and want to formalize their complaint. The law protects you from victimisation for bringing a tribunal claim. If your employer dismisses you or treats you badly because you’ve started tribunal proceedings, that’s victimisation and gives you an additional claim. However, bringing a claim while still employed can make the working relationship difficult. Your employer will know you’ve brought a claim within days. Some employers react professionally; others don’t. We’ll discuss this with you openly. Sometimes it’s worth trying to resolve matters internally first through a grievance. Other times, particularly where the discrimination is serious and ongoing, bringing a claim while employed is the right move. For Liverpool University Hospitals staff, university employees, or financial services workers, tribunal claims while employed are relatively common and employers are generally professional in their response. We’ll advise you on the best tactical approach for your specific situation.
What’s the first step to starting my Liverpool employment claim?
The first step is to get your case assessed. You can complete our online assessment form at https://lexconnectpro.com/firm/tomstreet/ or call us on 0151 453 1033. We’ll ask you about what happened, when it happened, what evidence you have, and what outcome you’re looking for. We’ll then advise you on: whether you have a valid claim, whether you’re within the time limit, what evidence we’ll need, the likely value of your claim, and whether we can take your case on no win no fee. If we think your case is strong, we’ll send you a Damages Based Agreement to sign. Once signed, we’ll start work immediately. We’ll help you through Acas Early Conciliation, draft your ET1 claim form, prepare your witness statement, and start building your case. The whole process from first contact to submitting your ET1 can happen within days if your deadline is tight. Most Liverpool employees are surprised by how fast we move. Don’t delay. The 3-month time limit is strict and comes around fast. Contact us today and we’ll tell you honestly whether you have a case worth pursuing.
Tom Street
Employment Solicitor
SRA Regulated (566718) | Tribunal Claim Solicitors
Tom represents Liverpool employees in unfair dismissal, discrimination, and whistleblowing claims. He only works on employment law and takes most cases on no win no fee.
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