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Facing the termination of an employment contract can be a stressful and uncertain experience. Whether you are leaving your role voluntarily, being made redundant, or experiencing a dismissal, it’s crucial to understand your legal rights and entitlements at every stage. At Stephensons, our experienced employment law team provides clear, tailored termination of employment contract advice to protect your interests and ensure your exit is handled fairly and lawfully.
Our solicitors are here to support employees across a wide range of industries, from entry-level positions to senior executives. If you're dealing with an unexpected dismissal, negotiating a severance agreement, or unsure whether your termination was lawful, our legal team can provide expert guidance and representation.
Termination of an employment contract occurs when either the employer or employee brings the working relationship to an end. This can happen through resignation, dismissal, redundancy, mutual agreement, or at the end of a fixed-term contract. Regardless of the circumstances, the employer must follow a fair and legal process, adhering to statutory rights and the terms set out in the employment contract.
Dismissals can take several forms, including fair dismissal, unfair dismissal, wrongful dismissal, and constructive dismissal. Each comes with its own legal implications, and it’s essential to determine which category applies to your situation. For example, if you believe you have been dismissed without a valid reason or without following the proper procedure, you may be entitled to bring a claim against your employer for unfair dismissal.
In cases of redundancy, employers must carry out a fair selection process, offer suitable alternative employment where possible, and provide redundancy pay if you meet the eligibility criteria. Any deviation from these responsibilities could render the redundancy process unlawful.
Stephensons is a full-service national law firm with a strong reputation in employment law. Recognised by the Legal 500 and Lexcel accredited by the Law Society, we offer dependable legal advice backed by years of professional experience. Our team has a thorough understanding of employment regulations, case law, and current workplace issues, making us a trusted choice for individuals seeking objective legal advice and robust representation.
We are also recognised for our advocacy, with several of our solicitors holding Higher Rights of Audience – meaning we can represent clients in employment tribunals as well as higher courts. Additionally, Stephensons is an award-winning firm, having received accolades in client care and legal innovation, reinforcing our commitment to clear communication, confidentiality, and achieving the best outcomes for our clients.
Our employment solicitors provide comprehensive and practical advice tailored to your individual circumstances. When facing termination, it is vital to understand the potential risks and opportunities before signing any documents or agreements. We can assist with:
Our aim is to resolve matters swiftly and cost-effectively, but we are also ready to pursue legal action where necessary to secure compensation or reinstatement. Every case is handled with professionalism, discretion and a commitment to securing your rights.
Some of the most frequent causes of employment termination include:
Understanding the reason behind your termination is critical when evaluating your legal position. For example, if you suspect your dismissal was linked to whistleblowing, discrimination or asserting a legal right (such as requesting flexible working), you may be entitled to bring a claim for automatic unfair dismissal.
Settlement agreements are legally binding contracts used to end employment on mutually agreed terms. Often offered as part of a redundancy or dismissal process, these agreements typically include a financial settlement in exchange for the employee waiving their right to pursue legal claims.
If you are presented with a settlement agreement, it is a legal requirement that you seek independent legal advice before signing. Our solicitors can examine the terms of your agreement, explain your rights and negotiate for improved terms where appropriate. In many cases, your employer may agree to contribute towards your legal fees.
If your employment has been terminated unlawfully, you may be able to make a claim to the Employment Tribunal. Time limits for making a claim are usually three months less one day from the date of dismissal, so it is vital to act quickly. Our legal team can evaluate the strength of your case, submit your claim and represent you throughout the tribunal process.
If you need termination of employment contract advice, speak to our experienced employment law team today. We offer initial consultations to assess your position and provide clear and honest guidance on your options. Contact our team by completing our online enquiry form and one of our advisors will call you back at a time that suits you.
Unfair dismissal occurs when an employer terminates your employment without a fair reason or without following a fair procedure. Common grounds for unfair dismissal include discrimination, whistleblowing, asserting statutory rights, or not adhering to company disciplinary processes.
Yes, if a tribunal finds you were unfairly dismissed, you may be awarded compensation which typically includes a basic award based on your age and length of service, and a compensatory award for lost earnings.
No, you are under no obligation to sign a settlement agreement. You should only sign once you have received independent legal advice and are satisfied with the terms and financial offer. We can help you negotiate a better deal where possible.
Your notice period will generally be specified in your employment contract. If it is not, statutory notice periods apply – one week’s notice after a month of service, increasing by one week for each year of service up to a maximum of 12 weeks.
Yes, but it must be for a fair reason and after a thorough investigation into your health and ability to work. Dismissal due to illness without following proper procedures may be considered unfair or discriminatory.
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