You can be completely right about what your employer did wrong and still lose your claim, because discrimination claims usually have to be brought within three months, minus early conciliation time. #DisabilityDiscrimination #EqualityAct #Harassment

Being told your role is "at risk of redundancy" does not automatically mean the law treats it as a redundancy, especially if your contract already allows your employer to move or vary your role. #ContractsAndAgreements #EmploymentRights #ProceduralFairness

You do not need a formal diagnosis to be disabled in law, but your own account of your condition rarely proves it on its own. Medical evidence matters. #EqualityAct #EmploymentTribunal #DisabilityDiscrimination

Your employer needs a genuine, reasonable belief that your conduct was serious enough to justify dismissal. A policy label that happens to fit isn't enough on its own. #Bullying #DisciplinaryProcedure #Misconduct

Your employer's sickness-absence policy can itself be something they are legally required to adjust for your disability. #Harassment #EqualityAct #DisabilityDiscrimination

There's no standalone legal right to time off for #DomesticAbuse in England, Wales, or Scotland, but that doesn't mean the law leaves you unprotected, and knowing exactly what it does cover changes what you can ask your employer for. #Discrimination #EmployerDuties

Raising a genuine concern at work is protected from day one, whatever your length of service. #ProtectedDisclosure #DisabilityDiscrimination #Detriment

Thinking about joining a union, or already a member? Here's what the law protects, what your employer can't do, and the trade union reforms taking effect through 2026.

A failure to consult before redundancies doesn't disappear just because the business has gone under, and it can be worth months of extra pay. #Consultation #EmploymentTribunal #Insolvency

Working part-time or on a fixed-term contract? Here's what equal treatment actually means in law, the real time limit on fixed-term status, and how to challenge less favourable treatment. #ContractsAndAgreements #EmploymentStatus

Secretly recording a meeting at work is generally seen as some misconduct, but it isn't automatically gross misconduct, and it won't necessarily wreck an otherwise strong unfair dismissal claim. #Caselaw #Compensation #EvidenceAndRecords

Winning an unfair dismissal claim doesn't guarantee full compensation if your own conduct played a part. #Disciplinary #Misconduct #PolkeyReduction

Menopause and perimenopause aren't a protected characteristic on their own, but the symptoms and how your employer responds to them are still very often covered by the law. #DisabilityDiscrimination #Discrimination #ReasonableAdjustments

If work is making you unwell, you are not just expected to cope. Here are both legal routes for pushing back, and what actually decides each one. #DisabilityDiscrimination #Dutyofcare #Harassment

Being disadvantaged in a single exam or assessment is real evidence of a disability. You don't need your whole life to be affected. #ReasonableAdjustments #EmploymentTribunal #DisabilityDiscrimination

Being autistic, having ADHD, dyslexia, or dyspraxia doesn't come with a separate set of legal rights, but it usually brings you within existing protections that are broader than most people expect. #DisabilityDiscrimination #Discrimination #ReasonableAdjustments

If someone close to you has died, work is probably the last thing on your mind. This sets out plainly what you're entitled to in time off, and what's down to your employer's own policy. #Bereavement

You're entitled to a written statement of your job's core terms from day one, whether or not you've ever seen one. #ContractsAndAgreements #EmployerDuties #EmploymentRights

Keeping in Touch days rarely cause a claim on their own, but mishandling them alongside other issues can tip a wider pattern of treatment into unlawful #Discrimination. #PregnancyAndMaternityDiscrimination

The law treats enhanced adoption pay the same way it treats enhanced maternity pay: not extending it to shared parental leave usually isn't #Discrimination either. #AdoptionLeave

You're entitled to get back any deduction your employer had no legal right to make. #ContractsAndAgreements #EvidenceAndRecords #Pay

Raising a genuine concern about #Discrimination is protected by law, even if the complaint doesn't succeed. Here's what counts as victimisation and what doesn't. #EqualityAct #GrievanceProcedure

If your employer becomes insolvent, you don't automatically lose what you're owed. The government guarantees specific payments, capped but real, and there's a clear way to claim them. Here's what's protected, what isn't, and how to get it. #BreachOfContract #Compensation #Insolvency

An undisclosed personal connection between the person deciding your outcome and a witness or complainant can make the process unfair on its own, whatever the underlying allegation was. #Bias #DisciplinaryProcess #Education

Genuine #Settlement talks with your employer are protected, so you can speak honestly without it being held against you if the talks fail. #WithoutPrejudice

Your employer cannot use "#WithoutPrejudice" protection as cover to punish you for having taken part in #Settlement talks.

Been sent notes from a grievance or disciplinary meeting that don't match what was actually said? Here's how to challenge them properly, and why it matters more than it might seem. #DisciplinaryProcedure #EvidenceAndRecords #GrievanceProcedure

#WithoutPrejudice and #ProtectedConversation are often used as if they mean the same thing. They don't, and the difference can matter at tribunal. #Settlement

Your employer must actually investigate a grievance that raises #Discrimination. #GrievanceProcedure

Every employment contract contains an implied term that your employer will not act in ways designed to destroy the trust between you. They cannot opt out of it, and breaching it gives you legal remedies. #ContractsAndAgreements #ImpliedTerms #MutualTrustAndConfidence

Before a disciplinary hearing, you were entitled to know what you were accused of, to see the evidence being used against you, and to have a genuine opportunity to respond. If those things did not happen, the process was not fair. #DisciplinaryProcess #NaturalJustice #ProceduralFairness

If you were publicly humiliated, persistently undermined, or treated in a way that destroyed the working relationship, you may be entitled to resign and claim constructive dismissal. There is no minimum level of severity required. #ConstructiveDismissal #ManagementConduct #MutualTrustAndConfidence