Wrongful Dismissal Solicitors
Clear Advice When Your Employer Has Breached Your Contract
Losing your job can be a stressful and uncertain experience, particularly where the dismissal comes without warning or proper process. In many cases, the issue is not simply whether the decision feels unfair, but whether your employer has failed to honour the terms of your employment contract.
Wrongful dismissal claims look to identify whether your employer has followed the terms of your contract when bringing your employment to an end, or if there has been a breach of contract. on.
At Ison Harrison, we offer clear, practical guidance to help you understand your rights, assess your options and take steps to recover what you are entitled to.
What Is Wrongful Dismissal?
Wrongful dismissal happens where an employer ends your employment without following the terms set out in your employment contract.
Most commonly, this relates to notice periods and the failure to provide what the contract requires. For example, you may have a wrongful dismissal claim if your employer:
- Fails to give the correct notice period
- Dismisses you without notice where there is no valid reason for gross misconduct
- Does not follow a contractual disciplinary process
- Withholds agreed salary, bonuses or benefits
The key question is whether your employer has complied with the terms of your contract, rather than whether the decision to dismiss you was reasonable.
Wrongful Dismissal vs Unfair Dismissal
Clients often ask how this differs from unfair dismissal. Wrongful dismissal is a contractual issue and focuses on whether your employer has breached your employment contract. Unfair dismissal is a statutory claim and considers whether your employer acted reasonably when dismissing you. In practice:
- Wrongful dismissal focuses on contractual rights and notice periods and can arise regardless of length of service
- Unfair dismissal focuses on fairness and usually requires two years’ service
It is not unusual for both issues to arise from the same circumstances. Our employment solicitors can advise on whether you may have grounds for one or both types of claim.
Common Examples of Wrongful Dismissal
Claims for wrongful dismissal often arise where employees are dismissed without proper notice or lose valuable contractual benefits. This may include:
- Being dismissed without receiving the notice period set out in your contract
- Being summarily dismissed for alleged gross misconduct where there was no proper justification
- Losing contractual benefits such as private medical cover, pension contributions or company car benefits during your notice period
- Being denied contractual bonus or commission payments
In these situations, a wrongful dismissal claim can help recover the financial losses caused by your employer’s breach of contract.
Compensation for Wrongful Dismissal
Compensation for wrongful dismissal is generally designed to put you in the financial position you would have been in had your employer followed the terms of your contract.
This may include:
- Salary due during your notice period
- The value of lost benefits, such as pension contributions or medical cover
- Contractual bonuses or commission payments
- Other financial losses arising from the breach of contract
In higher value cases, particularly for senior roles, it may be appropriate to pursue a claim through the civil courts rather than the Employment Tribunal. We can advise on the most suitable route for your circumstances.
How We Can Help
Our employment law team takes a practical and supportive approach, recognising that dismissal can have a significant impact on your finances, career and future plans.
We can help by:
- Reviewing your employment contract and dismissal circumstances
- Assessing the strength of your claim
- Explaining your legal options in clear, straightforward terms
- Negotiating with your employer on your behalf
- Representing you in Employment Tribunal or court proceedings where necessary
Wherever possible, we aim to resolve disputes efficiently while protecting your financial position and professional reputation.
Time Limits
Time limits apply, and they are strict. Tribunal claims must usually be brought within three months less one day, whereas breach of contract claims in the civil courts have a longer limitation period of six years. Taking advice early ensures your options remain protected.
Why Choose Ison Harrison
Clients choose Ison Harrison for our clear advice, pragmatic approach and strong track record in employment disputes. We combine legal expertise with a focus on achieving sensible outcomes, delivered with professionalism and care.
Speak to Our Employment Team
If you believe your dismissal may have breached your contract, taking early advice can make a significant difference to the outcome.
If you would like to discuss your case with our team of expert employment solicitors then phone us on 0113 284 5000 or email employment@isonharrison.co.uk.
Our employment team is here to provide clear, practical advice and support you in achieving a fair and confident resolution.
Yunus Lunat – Head of Employment Law






















