Landau Law acts only for employees and senior executives, not companies. So when work goes wrong, we’re entirely on your side: negotiating your exit, protecting your rights and, if it comes to it, taking your case to tribunal.
Led by Philip Landau, an employment solicitor since 1990 who wrote more than 60 pieces for The Guardian and has been quoted by BBC News, ITV News and CNN.
What’s Happening at Work?
Pick the closest. You’ll see where you stand and what to do next.
Choose the situation closest to yours to see what it usually means, what to do now and how we can help. This is general guidance: for advice on your own case, ask us for a free assessment.
Your Situation
You’ve Been Offered a Settlement Agreement
A settlement agreement ends your employment on agreed terms, usually with a payment, in return for giving up your right to bring claims. It only binds you once a qualified adviser has advised you on it, and employers often contribute towards that advice.
What to Do Now
Don’t sign anything yet. Acas recommends you’re given at least 10 days to consider an agreement.
Send us the draft agreement, and the letter or email that came with it.
Tell us what matters most to you: the payment, a bonus or shares, a reference, or how your exit is announced.
How We Help
We check the figures and the tax treatment, explain every clause, and negotiate improvements where there’s room: more money, better terms, an agreed reference.
Usually covered by your employer’s contribution, under our costs guarantee.
Our Costs GuaranteeFor reviewing and advising on your settlement agreement, you won’t be charged more than your employer has agreed to contribute.
A redundancy must be genuine and fairly handled: a fair selection pool and criteria, real consultation, and a look at other roles you could do. With two years’ service you’re entitled to statutory redundancy pay, though a negotiated package can be worth considerably more.
What to Do Now
Ask how the selection pool and scoring were decided, and ask for your own scores.
Take part in consultation, and keep notes of every meeting.
Don’t agree an exit or sign anything until you’ve had advice.
How We Help
We test whether the redundancy is genuine and the process fair, and use any weaknesses to negotiate a better package.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Good to KnowStatutory redundancy pay uses weekly pay capped at £751 for redundancies on or after 6 April 2026, so the most it can be is £22,530. Work out yours
A performance improvement plan should give you a fair chance to improve, with clear targets, support and a realistic timescale. Sometimes it’s the first step in managing someone out, and how you respond early on can make a real difference.
What to Do Now
Don’t sign a plan you don’t agree with before taking advice.
Put any concerns about the targets or timescale in writing, calmly and factually.
Keep copies of your targets, feedback and emails about your work.
How We Help
We help you respond to the plan and protect your position. Where the relationship has broken down, we negotiate an exit on terms that work for you.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Good to KnowMany of our clients come to us while they’re still employed, often to negotiate a good exit before a process runs its course.
Once you’ve worked for your employer for two years, they need a fair reason and a fair process to dismiss you. Some reasons, such as whistleblowing, are automatically unfair whatever your length of service, and discrimination claims need no qualifying service at all.
What to Do Now
Note the date your employment ended: your time limit runs from it.
If you’re offered an appeal, appeal in writing, but don’t wait for the outcome to get advice.
Gather your contract, your dismissal letter and any notes of meetings.
How We Help
We assess your claim, explain what it could be worth and negotiate with your employer, usually without a tribunal. If that fails, we take it forward.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Time LimitIf your job ended on or after 1 October 2026, you usually have six months less one day to start Acas early conciliation. Check your date
No one should have to put up with bullying at work. Harassment related to a protected characteristic, such as sex, race, disability, age or religion, is unlawful, and employers have a legal duty to take reasonable steps to prevent sexual harassment.
What to Do Now
Keep a dated record of what happened, who was there and how it affected you.
Consider a formal grievance. We can help you put it in writing.
Look after your health, and see your GP if work is affecting it.
How We Help
We help you raise it properly and protect your position. If you’d rather leave, we negotiate terms that reflect what you’ve been through.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
New From 30 October 2026Employers must take all reasonable steps to prevent sexual harassment, and must not allow clients, customers or other third parties to harass their staff.
You’re Facing a Disciplinary or Gross Misconduct Allegation
You should be told the allegations and shown the evidence before a hearing, and you have the right to bring a colleague or trade union representative with you. Gross misconduct can mean dismissal without notice, so get advice before the hearing, not after.
What to Do Now
Ask for the allegations and the evidence in writing.
Prepare a clear written account of your side.
Bring a companion: it’s your legal right at a disciplinary hearing.
How We Help
We prepare you for the hearing, challenge an unfair process and, where it makes sense, negotiate an exit before a decision is made.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Good to KnowRaising a grievance or appealing does not pause tribunal time limits, so don’t wait for an internal process to finish before getting advice.
It’s unlawful to treat you less favourably because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. You’re protected from day one, and even when applying for a job.
What to Do Now
Write down what happened and when, with the names of anyone who saw it.
Keep copies of emails, messages, appraisals and pay information.
Act promptly: the time limit usually runs from the last incident.
How We Help
We assess the strength of your claim and what it could be worth, including compensation for injury to feelings, and negotiate a resolution.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Good to KnowInjury to feelings awards in claims presented from 6 April 2026 usually range from £1,300 to £62,900, and can be more in exceptional cases.
If your employer has seriously broken your contract, for example by cutting your pay, demoting you without agreement or letting bullying go unchecked, you may be able to resign and claim constructive dismissal. These claims are hard to win and timing matters, so talk to us first.
What to Do Now
Don’t resign in the heat of the moment.
Raise your concerns in writing, so there’s a record.
Don’t wait too long either: carrying on as normal can be treated as accepting the change.
How We Help
We tell you honestly whether you have a claim. Often the stronger move is to negotiate an exit while you’re still employed.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Good to KnowConstructive dismissal claims need two years’ service today. That falls to six months where employment ends on or after 1 January 2027.
Senior exits turn on the detail: bonus and share schemes, good and bad leaver terms, restrictive covenants, garden leave, references and how your departure is announced. We act for directors and senior executives in the City and across the UK.
What to Do Now
Gather your service agreement, bonus rules and share plan documents.
Don’t agree announcement wording until your terms are settled.
Talk to us before you agree a leaving date: timing can change what you’re entitled to.
How We Help
We negotiate the whole package, protect your reputation, and make sure the covenants you sign don’t hold back your next move.
An agreed fee, or your employer’s contribution where it’s a settlement agreement review.
Timing MattersThe cap on unfair dismissal compensation, currently £123,543 or a year’s pay if lower, is removed where employment ends on or after 1 January 2027.
You’re Pregnant, on Family Leave or Returning to Work
It’s unlawful to treat you unfavourably because of pregnancy or maternity leave. If your role is at risk of redundancy, you have extra protection during pregnancy, during maternity leave and for 18 months after the birth.
What to Do Now
Keep a note of comments or changes made after you told work you were pregnant.
Ask for any redundancy or restructuring proposals in writing.
Get advice before your return-to-work conversations if you want to change your hours.
How We Help
We protect your rights through pregnancy, leave and your return, and challenge unfair treatment, including a flexible working request turned down without good reason.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Good to KnowSince 6 April 2026, paternity leave and unpaid parental leave are rights from your first day in a job.
If you’ve reported wrongdoing in the public interest, such as a crime, a danger to health and safety or a breach of legal obligations, the law protects you from being punished or dismissed for it, from your first day in the job.
What to Do Now
Keep copies of what you reported, when and to whom.
Note any change in how you’ve been treated since.
If you’re dismissed, contact us straight away: some urgent applications must be made within seven days.
How We Help
We advise whether your disclosure is protected, and act quickly if you’re facing a detriment or dismissal because of it.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Good to KnowSince 6 April 2026, reporting sexual harassment can count as protected whistleblowing.
Employment problems rarely fit a neat label: a grievance that’s gone nowhere, a contract change you didn’t agree to, unpaid wages or bonus, a restrictive covenant, stress at work or a TUPE transfer. Tell us what’s happening and we’ll tell you where you stand.
What to Do Now
Write a short summary of what’s happened, with the key dates.
Gather your contract and any important emails or letters.
Get in touch: your first assessment is free.
How We Help
We advise on every area of employment law, for employees only. Browse our free guides, or ask us directly.
Free initial assessment, then an agreed fixed fee, or no win, no fee where we can.
Good to KnowThere’s no fee to bring an employment tribunal claim, and most disputes we handle are settled without one.
Employment law for individuals is all we do. We’re not a bolt-on team inside a bigger firm, and we don’t act for employers, so there’s never a conflict about whose side we’re on.
01
Only for Employees
We act only for employees and senior executives. No employer clients, no conflicts, and a team that spends every day on your side of the table.
02
Settled Without a Fight, Where Possible
Most disputes we handle are settled by negotiation, without tribunal proceedings. We keep things calm and constructive, because an agreed exit is usually what’s best for you.
03
Costs You Can Plan Around
A free first assessment, fixed fees, no win, no fee where we can, and a guarantee on settlement agreement reviews. No open-ended hourly bills as standard.
04
An Answer Within One Working Day
You’ll know within one working day whether we can take your enquiry forward, usually the same day and often within hours.
1990
The year our founder, Philip Landau, qualified as a solicitor
4.7
Out of 5 on Trustpilot, from 165 client reviews (October 2026)
6+ Years
The least experience of any solicitor who will advise you
1 Day
The longest you’ll wait to hear whether we can take your enquiry forward
Settlement Agreements
Been Handed a Settlement Agreement? Don’t Sign It Yet.
A settlement agreement only binds you once a qualified adviser has advised you on it, and employers often contribute towards that advice. We make sure the deal is right before you give up your rights.
Our Costs Guarantee
For reviewing and advising on your settlement agreement, you won’t be charged more than your employer has agreed to contribute towards your legal costs.
Advice on new restrictive covenants, or a detailed review of your employment contract, can cost extra. We’ll always tell you first.
Working to a tight deadline? Tell us when you first get in touch. Acas recommends you’re given at least 10 days to consider an agreement.
What We Check Before You Sign
The PaymentNotice, holiday pay, bonus and anything else you’re owed, on top of the settlement sum.
The TaxWhich parts can be paid tax-free (usually the first £30,000 of a genuine termination payment) and which are taxed, such as notice pay.
Your ReferenceAgreed wording, in writing, so there are no surprises later.
Restrictive CovenantsWhat you can and can’t do next, and whether it’s reasonable.
Bonus, Shares and OptionsGood leaver terms, unvested awards and anything due after you leave.
Confidentiality and AnnouncementsWhat will be said about your departure, inside and outside the business.
The Claims You’re Giving UpWhether the price reflects what you could otherwise claim.
TimingWhen you’ll be paid, and what happens to your benefits and pension in the meantime.
“Their support, availability and response times were all excellent. I can’t recommend them highly enough.”
Client given five days to sign a redundancy settlement
Costs
Clear Costs Before You Commit.
Worrying about legal fees shouldn’t stop you getting advice. Your first assessment is free, and these are the ways our clients usually pay. No open-ended hourly bills as standard.
No Win, No Fee: What Would You Keep?
Move the sliders to see how our typical no win, no fee rate works.
You Keep
£14,000
Our Fee + VAT
£6,000
25% of the £20,000 we recover is £5,000, plus VAT of £1,000.
An illustration using our typical rate of 25% plus VAT; the actual rate is agreed with you at the start, and not every case is suitable for no win, no fee. It doesn’t include disbursements, such as a barrister if your case goes to a hearing. By law, a no win, no fee agreement in an employment case can never take more than 35% of what you recover, including VAT.
Free Initial Assessment
£0
We’ll assess your situation and explain your options, usually by phone or email, wherever you are in the UK. If your enquiry is detailed or complex, we’ll tell you before any fee applies: typically £250 to £375 plus VAT for a fixed-fee assessment.
Settlement Agreement Review
Employer’s Contribution
Our costs guarantee: for reviewing and advising on the agreement, you won’t be charged more than your employer contributes.
No Win, No Fee
Typically 25% + VAT
Of what we recover for you, paid when you receive it. If you already have an offer, our fee applies only to the extra we win. Not every case qualifies.
Agreed Fixed Fee
£1,750 to £3,500 + VAT
On average, for everything up to issuing tribunal proceedings, the stage when most cases settle. Fixed whatever the outcome, and payable in instalments.
If Your Case Goes to Tribunal
Most cases settle before this stage. If proceedings are needed, we’ll review funding with you first: you can stay on no win, no fee, or agree a further fixed fee.
Preparing and issuing your claim: on average £1,250 to £1,850 plus VAT.
Taking your case to a full hearing: on average £6,000 to £15,000 plus VAT, and less if it settles on the way.
A barrister for a one-day hearing, if needed: on average £2,500 plus VAT.
Hourly rates, in the rare cases we use them: £325 to £475 an hour plus VAT, depending on the lawyer’s seniority.
There’s no fee to bring an employment tribunal claim. A tribunal can, rarely, order you to pay part of your employer’s costs if a claim is brought unreasonably or has no prospect of success; we’ll always explain the risks first.
Your case is handled by qualified solicitors with at least six years’ experience, supervised by a solicitor with more than 30 years’. Many cases settle within weeks, and some within days; negotiations can take longer if your employer is slow to respond.
How long you have to act, and the least you’re owed if you’re made redundant. Both tools work in your browser: nothing you enter is sent to us.
Time Limit Checker
How Long Do You Have to Act?
The Rule for Most Claims
Six Months Less One Day
From the date your job ended or the last incident, where that was on or after 1 October 2026. Three months less one day if it was before. Choose a date to see your own deadline.
A guide for England and Wales, not legal advice on your case. Contacting Acas in time pauses the clock, and you’ll then have at least a month after your Acas certificate to make your claim. Raising a grievance or appeal does not pause it. Some claims have different limits: statutory redundancy pay and equal pay have six months, and some urgent applications must be made within seven days.
Redundancy Pay Calculator
What’s Your Statutory Redundancy Pay?
Statutory Redundancy Pay
£9,012
12 weeks’ pay at £751 a week (your pay is above the £751 weekly cap): 4 years at one and a half weeks, 6 years at one week.
The statutory minimum for redundancies on or after 6 April 2026: weekly pay is capped at £751 and service at 20 years, so the most it can be is £22,530. You need two years’ service to qualify. Contractual or enhanced redundancy pay, notice pay and holiday pay are separate, and the first £30,000 of a genuine redundancy payment is usually tax-free. Many people negotiate more.
Employment Rights Act 2025
Your Rights Are Changing. Here’s What’s New.
The biggest changes to employment law in years are arriving in stages. These are the ones fixed in law so far that matter most to employees.
Other changes, including new limits on fire and rehire, void confidentiality clauses about harassment and changes to flexible working, are planned for 2027 but not yet fixed in law. If you’re negotiating an exit, talk to us before you agree a leaving date: timing can change what you’re entitled to.
Statutory Sick Pay is now paid from your first day off sick, at £123.25 a week or 80% of your average weekly earnings if that’s lower. Source: GOV.UK (opens in a new tab)
Disclosures about sexual harassment can now count as whistleblowing, so you’re protected from being punished or dismissed for making them. Source: Acas (opens in a new tab)
1 October 2026In Force
Six Months to Start a Claim
Where your job ended, or the problem happened, on or after 1 October 2026, most tribunal claims now have a time limit of six months less one day, up from three. Source: Acas (opens in a new tab)
Where employment ends on or after 1 January 2027, you can claim unfair dismissal after six months’ service instead of two years, and the cap on compensation is removed. Source: legislation.gov.uk (opens in a new tab)
How It Works
What Happens When You Get in Touch.
1
Tell Us What’s Happening
Call, email or use the form below. Keep it brief: we’ll ask for more if we need it.
2
Hear Back Within One Working Day
Usually the same day, often within hours. If we can take it forward, we’ll arrange your free assessment.
3
Get Clear Advice and a Plan
Where you stand, what your case could be worth and how it can be funded, in plain English. No obligation.
4
We Negotiate for You
Most disputes settle by agreement, without tribunal proceedings. Many within weeks, some within days.
5
Tribunal, If It Comes to It
If settlement isn’t possible, we take your claim forward, and keep pressing for a resolution as we go.
Our Team
The People in Your Corner.
Every lawyer who advises you is a qualified solicitor with at least six years’ experience, and spends every working day on the employee’s side.
Founder
Philip Landau
Philip founded Landau Law in 2014 and has acted for employees and senior executives for more than 30 years, from City professionals and chief executives to people in every kind of job. He has negotiated thousands of settlements, wrote more than 60 pieces on employment law for The Guardian, and has been quoted by BBC News, ITV News, CNN, The Independent and The Telegraph.
The way all of your team have handled the situation has helped me to restore my faith in the legal profession when I had begun to feel that law and justice weren’t necessarily the same thing.
Landau Law client
A compensation lump sum which was more than I’d hoped for, and probably more than a tribunal would have awarded.
Client of Emma Beresford, settlement agreement
I also approached a local firm of employment solicitors. After a 60 minute face to face meeting I was advised that I had no prospect of bringing any form of claim nor any chance of success in achieving a negotiated settlement. I am very glad that you had an alternative view!
Client of Isabelle Mac Donald and Philip Landau
It made a real difference for me that you took the time to explain things in full, and helped me calm down during moments of panic.
Client of Emma Beresford
Philip and his team provided outstanding support to me on a complex case against one of the largest, global financial institutions. Communications throughout were excellent and a very successful outcome was achieved.
Client, financial services
You were prompt in your responses and answered questions without hesitation or being pushy.
Client who compared several firms first
Leanne supported me through a really challenging situation with professionalism and genuine care. She gave clear, practical advice at every stage.
Can’t see yours? Call us on 020 7100 5256 or send us a message.
Do You Act for Employers?
No. We act only for employees and senior executives, so we’re never on the other side of the table from you.
Is the First Assessment Really Free?
Yes, for most enquiries. We’ll assess your situation and talk you through your options, usually by phone or email. If your enquiry is long or complex, we’ll tell you before any fee applies: typically £250 to £375 plus VAT for a fixed-fee assessment.
How Quickly Will I Hear Back?
Usually the same day, and often within hours. If you haven’t heard from us within one working day, it means we can’t take your enquiry forward on this occasion and your details will be deleted, so you can seek advice elsewhere without delay.
Will My Employer Find Out I’ve Contacted You?
Not from us. What you tell us is confidential. Use a personal email address and phone number rather than work ones, so you can talk freely.
Do I Need to Come to Your Office?
No. We act for employees all over the UK by phone and email. If you’d like to meet, our office is at 107 Cheapside in the City of London, by appointment.
How Long Does It Take?
Many cases settle within a few weeks, and some within days. Negotiations can take longer, mostly depending on how quickly your employer responds. If a tribunal claim is needed it takes longer again, and we’ll tell you what to expect at each stage.
I’ve Worked There Less Than Two Years. Can I Still Claim?
Possibly. Ordinary unfair dismissal needs two years’ service today, falling to six months where employment ends on or after 1 January 2027. There’s no qualifying period for discrimination, whistleblowing and other automatically unfair dismissals, or for claims for unpaid wages or notice.
My Employer Has Already Made an Offer. Is It Too Late?
No, but talk to us before you accept. If we act on a no win, no fee basis, our fee applies only to the extra we recover above the offer you already have.
Can You Help While I’m Still Employed?
Yes. Many clients come to us while they’re still in their job, to deal with a grievance, a performance plan or a disciplinary, or to negotiate an exit on good terms.
Do You Use AI Tools?
No. Employment problems are personal and sensitive, so we don’t use AI tools. Your enquiry is read and answered by our team.
Free Initial Assessment
Tell Us What’s Happening.
Keep it brief: we’ll ask for more if we need it. You’ll know within one working day whether we can take your enquiry forward, usually the same day.
107 Cheapside, London EC2V 6DN Two minutes’ walk from St Paul’s, three from Bank. No need to visit: we act for clients across the UK by phone and email.
