Unfair Dismissal: Fight Back and Win Your Future
You worked hard. You showed up. And then - bang! - you’re pushed out, sidelined, or sacked without reason or respect. If that happened to you, there’s a name for it: Unfair Dismissal.
You deserve answers. You deserve fairness. You deserve your future back.
This page shows you what Unfair Dismissal really means, what your rights are, and how to turn the tables on your employer.
What Is Unfair Dismissal?
Unfair Dismissal happens when your employer ends your job without a fair reason or fair process.
If the “reason” doesn’t stack up, the investigation was rushed, or the hearing felt like a setup, you could have a claim.
You’re not asking for special treatment, just justice. The law is on your side, and Grapple Law’s AI makes sure you understand how to use it.
What Counts as a Fair Reason?
Employers have only a few reasons they can rely on: capability, conduct, redundancy, illegality, or some other substantial reason.
Even then, the process must be fair. No surprises. No secret decisions. No HR theatre pretending to be justice.
If you were dismissed suddenly, denied a hearing, or blocked from appealing, your rights were likely broken. That’s Unfair Dismissal.
Do You Need Two Years’ Service?
Usually yes, but not always.
If your dismissal involved discrimination, whistleblowing, pregnancy or maternity, health and safety concerns, or any other automatically unfair reason, you don’t need two years.
These are protected rights. And when employers break them, you can act immediately.
Who Can Claim?
You must be an employee with a contract of employment, not just a casual worker or freelancer.
If you’re unsure, check your status first. Grapple Law’s AI can help you confirm whether you’re legally classed as an employee and if what happened to you crosses the line into Unfair Dismissal.
Evidence That Strengthens Your Case
Belief isn’t enough. You need proof.
Save everything: letters, emails, meeting notes, disciplinary invites, minutes, outcome letters, appeal decisions, even text messages. Keep a timeline of what happened and when.
If the reason doesn’t match the paperwork, or the process looks like a stitch-up, that evidence becomes your power.
Outcomes and Pay-outs
If you win your claim or negotiate early, you could receive:
- A basic award (based on age, service, and capped weekly pay), and
- A compensatory award (covering lost wages and benefits).
Many people settle before tribunal. A strong case and solid evidence often push employers to deal fairly rather than face public judgment.
Act Now. Don’t Wait
You have three months less one day from your dismissal to start Acas Early Conciliation. Miss that and your claim could vanish.
Move fast. Even starting the process can give you serious leverage for a fair settlement.
Your AI Edge with Grapple Law
When you’ve been treated unfairly, waiting for callbacks or drowning in legalese won’t cut it. Grapple Law gives you instant clarity.
You talk directly to the AI. There are no gatekeepers, no waiting, no human lawyer in the loop.
Our AI analyses your situation in plain English and shows you:
- Whether your dismissal was likely unfair,
- How strong your case looks, and
- What steps to take next, from letters to negotiations.
It’s fast, empowering, and built for people who refuse to be pushed around.
How Grapple Law Helps in Practice
Grapple Law gives you legal firepower on your terms. Choose your level of help:
Grapple Free: up to 15 messages per day.
Grapple Advice (£20/month): Unlimited messages.
Grapple Negotiate (£50/month + 10%): Grapple Law generates and sends professional legal letters and emails to your employer on your behalf.
Unfair Dismissal FAQs
What qualifies as unfair dismissal?
Being sacked without a valid reason or fair process. Both the reason and the procedure must meet legal standards.
What are the 5 reasons for fair dismissal?
Capability, conduct, redundancy, illegality, and some other substantial reason — but even then, the process must be fair.
Can you claim unfair dismissal under 2 years?
Yes. Discrimination, whistleblowing, pregnancy, and other automatically unfair reasons don’t need two years’ service.
How to prove unfair dismissal?
Keep records. Gather evidence. Build a timeline. Match your employer’s story against the facts.
What is the average pay-out?
It depends on salary, length of service, and losses. Settlements often range from three to six months’ pay. Average tribunal awards (2023/24) are around £13,000.
