Toggle navigation

Unfair Dismissal

At Banner Jones, we care. Our expert Employment Law Team in Chesterfield, Sheffield, Dronfield and Mansfield offer advice on Unfair Dismissal and the latest Unfair Dismissal laws.

We know that losing your job can be very stressful, therefore we take you through the unfair dismissal claims process step by step with our simplified approach.

For more information, speak to our Unfair Dismissal Solicitors, in confidence on 0330 017 6309 and get the latest legal advice today!

 Why Choose Banner Jones for Unfair Dismissal Claims?

 1) We are up to date with the latest Employment Law changes

Our team of legal experts are constantly keeping ahead with new laws and regulations.  You will strongly benefit from our expert advisors who will guide you through the process every step of the way.

 2) We will assess whether you have a strong enough case to proceed with an unfair dismissal claim.

At Banner Jones, we know how difficult it can be to lose a job.  We will not only advise you on the merits of an unfair dismissal case but also on its potential costs and benefits. This will help you with your decision to take your claim forward.

 3) We're one of the top legal firms in the country

For five years in a row, Banner Jones Solicitor's is recognised as a leading "UK Legal 500" Firm. With offices in Sheffield, Chesterfield, Dronfield and Mansfield, we've helped thousands of people locally with their Employment Law Cases.

 4) Compassionate communication is key

At Banner Jones, we have a team of Employment Law specialists who are friendly, compassionate and who will support you every step of the way.  We understand that individuals who come to us are often stressed and anxious about their future. Rest assured that our service is confidential and will be handled sensitively.

 5) There are some options to fund your case

At Banner Jones, we know that taking legal action after being dismissed is a costly exercise.  We have a wealth of experience working with legal expenses insurance and will always consider whether we can fix the cost of the advice and assistance that we provide to you.

For more information on Unfair Dismissal, call our friendly team of Employment Law specialists on 0330 017 6309

97% of our clients would recommend us to a friend
(Ongoing Client Survey)

Professional yet personal & understanding. Excellent service

Mr P, Chesterfield

Katie is understanding, considerate and very kind and thoughtful in her manner.

Mrs L, Old Tupton

We have used Banner Jones for employment advice for over 20 years and the team have always found the best approach to resolve our problem

Mr. Richard Kay, Operations Manager, Stagecoach East Midlands

Very professional and showed empathy throughout.

Mr B, Walton

“Katie Ash recently reviewed an employment agreement for me and provided extremely sound and practical HR advice. She took the time to understand my background and business requirements, which proved invaluable for me to reach the right professional solution. She displayed wide industry knowledge in HR employment matters and I would, without hesitation, recommend BannerJones and their legal and consultancy services provided by her.”

David Hart , InXpress Sheffield

Frequently Asked Questions

Do we have to do anything else in our recruitment adverts?

You need to be able to justify if you are asking for certain levels of experience. Advertising for a bus driver who is safe and has had previous experience is one thing advertising for a bus driver with 10 years’ experience is another. The first option leaves your job advert open for all ages to apply. The second rules out individuals who may be in their early twenties.

 Other points to consider when recruiting new employees:

  • Ensure whoever is interviewing potential employee’s scores interviewees on their skills and competencies as opposed to their age.
  • Although they are not discriminatory themselves consider removing any reference to age on your job application forms.
  • Don’t ask a potential employee for a physical fitness test unless you require them. 

Once you have selected an appropriate employee ensure managers and staff are trained to monitor and avoid any discriminatory behaviour. Also make sure it is clear within any policies you have that discrimination in any form is unacceptable. Ensure managers are fully trained in diversity issues and that they are able to deal with discriminatory issues that arise within the workplace.

Do we need to worry about these requirements if we employ people in their 50’s and 60’s?

Yes you need to be aware of these requirements if you employ anyone of any age. They affect every area of employment as well as the recruitment and selection process. The requirements not only make it unlawful to discriminate on the grounds of age but also harassment whether it be intentional or unintentional or to victimise an individual. 

You need to worry not only about your own actions but also your fellow employees who must be discouraged from making offensive or unkind comments about age or anything in between.

 As with other areas of discrimination if your employee can demonstrate that there has been a difference in treatment which is due to discrimination it is solely down to you the employer to show otherwise or for you to prove that you have done everything in your power to stop such discrimination. There are no limits to discrimination awards and often they include an aspect for suffering, failure to do so can be expensive. 


How does age discrimination requirements effect the recruitment process?

When you are recruiting employees you need to ensure you are not discriminating for or against anyone due to their age. This means you cannot advertise specific age requirements in any of your job adverts unless you can justify them.

What are the conditions of age discrimination?

In 2011 legislation new legislation was introduced making it unlawful to treat anyone differently due to their age except if it could be justified or falls within one of the exemptions to the law. The retirement age of 65 has now been phased out meaning employers can now only forcibly retire workers if it can be justified.  


What year did the requirements of age discrimination come into effect?

The Employment Equality (Age) Regulations came into effect in October 2006. The retirement age of 65 was phased out between April 2011 and October 2011.

Latest News

Whitby Lifeboat Volunteers Dismissed
Katie Ash
Employment Law, Employment Law
Katie  Ash
Sara Ellison
Employment Law, Employment Law
Sara Ellison
UK Parents No Longer Work the Longest Hours in the EU
New Company Law- The PSC Register

Get in touch today

Contact us

Talk to our friendly team today on: 0330 017 6309

Katie  Ash
Katie Ash
Head of Employment Law
Sara Ellison
Sara Ellison
Sara Patel
Sara Patel
Email us Request a callback

Talk to our team