Legal support for UK employees

    Facing an issue at work?Understand your rights.Know what to do next.

    Your employment rights matter. Get the legal guidance you need for discrimination, unfair dismissal, and other workplace issues, from case assessment to resolution.
    1,000+ supported
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    Confidential

    What do you need help with?

    Select a situation to see where to start.

    Suggested starting service

    Case Assessment

    £149Klarna1 hour

    We review the circumstances of your dismissal, relevant documents and potential claims. You receive a written report with findings and recommended actions.

    Live availability shown on booking page
    Book a Case AssessmentView assessment details
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    WHAT YOUR CASE ASSESSMENT INCLUDES

    A Belonge employment law adviser speaking with a client during a consultation

    1-hour consultation with a legal expert:

    • Review of your case and corresponding documents.
    • Assessment of the evidence and relevant time limits.
    • Identify if you have a valid legal claim(s) and simultaneous assessment of the strength.
    • Advice on your rights and how to prepare for workplace meetings (e.g. grievance and fact finding meetings).
    • Advice on the appropriate course of action.
    • Written report with findings and recommended actions.
    £149Klarna
    Live availability shown on booking page

    Clients Review

    “Frances has been incredible - so knowledgeable, supportive, and detailed in her approach. Genuinely bowled over by how caring and focused she has been in helping me.”

    Jon

    Trustpilot · 1 July 2026

    “The team(Francis) listened and fully understood my concerns/situation. I was given honest and positive advice and suggested ways forward. Many thanks to the entire team”

    charles

    Trustpilot · 3 August 2026

    “So far its been good and great support from Belonge, i would reccomend them to anyone seeking employment relations support here in the UK”

    Tolulope Oluwasegun Bamigboye

    Trustpilot · 24 June 2026

    “A fantastic app that brings together work issues resolution and great networking.”

    Eugene

    Trustpilot · 8 May 2026

    “A pleasant experience”

    Ikechukwu Egwuatu

    Trustpilot · 8 May 2026

    “Very informative and easy to understand. I also was able make genuine connections.”

    Dera

    Trustpilot · 22 April 2026

    “Very efficient and easy to use.”

    Ibeh Judith

    Google

    Built for the moments you shouldn’t have to face alone

    How Belonge works

    An employee concerned about a workplace issue

    Stage 1 of 5

    Something is wrong at work

    A difficult meeting. Unfair treatment. A grievance. You need advice on what to do next.

    A Belonge account and appointment booking screen

    Stage 2 of 5

    Sign up and explain the issue

    Create a Belonge account and choose the support you need.

    Case Assessment · £149

    One hour. The relevant documents reviewed, with a written report.

    Legal Coaching · £90 per hour

    Advice on a specific issue or preparation for your next meeting or tribunal step.

    An employee and adviser reviewing a written report

    Stage 3 of 5

    Take action with advice

    Identify the next steps for your circumstances.

    Grievance or appealACAS conciliationSettlement discussionsTribunal preparation

    The route depends on the issue. You do not need to pass through every stage.

    The same employee reviewing his action plan with renewed confidence

    Stage 4 of 5

    Work towards a resolution

    Review the response and decide what comes next, from resolving the issue at work to considering a settlement or tribunal outcome.

    The same employee connecting with a diverse group at a Belonge event and online webinar

    Stage 5 of 5

    Belonge Connect

    Attend online webinars and in-person events, then connect with people who understand the experience.

    Online webinarsIn-person eventsMeet diverse peopleBuild connections

    Frequently Asked Questions

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    Still have a question?

    Send us your details and we will get back to you.

    Case Studies and Success Stories

    Examples of workplace matters where clients received support from Belonge. Details changed to protect those involved.

    Suspension

    Suspended. £12,500 won.

    Suspended and moved straight to a disciplinary without an investigation, with repeated procedural failures despite confirming no misconduct on the employee's part. The company later confirmed there had been no wrongdoing, and £12,500 was recovered.

    Disability discrimination

    Disability issue resolved. Original role restored.

    Moved to night shifts despite a known disability, with several reasonable adjustment requests ignored, then placed on a performance improvement plan. We challenged the decision. The employer removed the requirement and returned her to her original role.

    Disciplinary

    Allegation withdrawn. Reinstated within six weeks.

    Invited to a fact-finding meeting without being told the allegation beforehand. We set out the procedural failures in writing. The allegation was withdrawn and he was reinstated within six weeks.

    Race discrimination

    Race discrimination. Constructive dismissal. £22,500 won.

    Evidence of racial discrimination was identified, including a comparator. Procedural failures were identified, and concerns raised through the grievance were not properly investigated. The client resigned and pursued a claim for constructive dismissal. £22,500 won.

    Situations we support

    Workplace Issues We Help With

    Discrimination

    Six months if what you are complaining about happened on or after 1 October 2026, or three months less one day if it happened before that date. Evidence and contemporaneous records become critical early on.

    Unfair dismissal

    Six months if what you are complaining about happened on or after 1 October 2026, or three months less one day if it happened before that date. Internal appeals do not stop that clock. ACAS Early Conciliation must be completed first.

    Unfair PIP

    A Performance Improvement Plan is often used to build a paper trail before dismissal. Challenging the targets and process early protects your position.

    Unfair disciplinary

    Six months if what you are complaining about happened on or after 1 October 2026, or three months less one day if it happened before that date. Internal appeals do not pause that deadline. Understand your position before the hearing.

    Unfair investigation

    What you say in an investigation meeting is on the record and can be relied on later. Preparation matters more than challenging outcomes after the fact.

    Unfair suspension

    GOV.UK explains that suspension during a disciplinary investigation should normally be on full pay and you should be told, in writing, why you have been suspended.

    Unfair redundancy

    Redundancy processes must follow a fair procedure. Pool, selection, consultation and notice are all common flashpoints.

    Harassment or bullying

    Harassment linked to a protected characteristic engages the Equality Act. Documenting incidents early strengthens your position.

    Whistleblowing detriment

    Protected disclosures under PIDA carry specific protections. Detriment or dismissal linked to whistleblowing has no qualifying service period.

    Raising a grievance

    In constructive dismissal cases, raising a grievance before resigning is a procedural requirement. Internal grievances do not stop the tribunal time limit.

    Settlement offer

    A settlement agreement waives your right to bring future claims. It only becomes legally valid once you have received advice from an eligible independent adviser. ACAS sets out the requirements.

    Tribunal

    Tribunal claims have strict procedural requirements. Six months if what you are complaining about happened on or after 1 October 2026, or three months less one day if it happened before that date. ACAS Early Conciliation must be completed first.

    Meeting tomorrow

    If your meeting is within 48 hours, note this when booking. Preparation is far more effective than challenging the outcome after.