Employment and High Court Litigation

Facing Problems at Work

If you’re dealing with difficult or unfair treatment at work — whether that’s bullying by a manager, being marginalised, performance managed without justification, or the sense you’re being pressured to resign — you’re not alone. Many employees find themselves in toxic or hostile work environments, and it can be hard to know what your rights are or when to take action.

In these situations, it’s common to feel overwhelmed or trapped, especially when there is a momentum of negative engagement. Before things escalate, it’s worth exploring your options. Could the situation be resolved informally? Is there a legal basis to challenge how you’re being treated? If your employer has crossed a line — for example, by breaching your contract or discriminating against you — then it may be possible to negotiate an exit on your terms, including financial compensation.

In other cases, the employment relationship may have broken down irretrievably, and you may need to protect your position by asserting your legal rights. A carefully timed grievance, without prejudice conversation or data subject access request can shift the balance of power in your favour and put your employer on notice that you are prepared to call them out.

When it comes to more formal litigation — whether that’s in the Employment Tribunal or High Court — timing, tactics, and clarity about your objectives matter. It’s not just about being right; it’s about understanding how to use legal tools to bring your employer to the table or hold them accountable. It’s also about mitigation and costs – very driven employees tend to find alternative work quickly, making the idea of litigating a bit futile.

High Court proceedings (e.g. for breach of contract, wrongful dismissal, or unpaid bonuses) may also be pertinent, particularly for more senior employees or those with complex contractual arrangements. These cases often move quickly and can be stressful, so early advice is essential to protect your interests.



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