Persistent criticism in front of others, being left out of meetings, offensive comments about who you are: if this is happening to you at work, getting advice early matters. Here you will find Birmingham firms that say on their own websites that they advise employees on bullying, harassment and discrimination, together with the key deadlines and a checklist of evidence.
The list is alphabetical and independent: no firm is ranked and none has paid for inclusion. Descriptions are written by us from what each firm publishes on its website. Check a solicitor's regulatory status with the Solicitors Regulation Authority before instructing them.
National firm with a Colmore Row office. Its employment disputes team acts for individuals as well as employers, including bringing claims for discrimination, bullying and harassment.
Multi-office practice with a Birmingham branch. Its employment department has a page for employees dealing with bullying and harassment in the workplace, plus discrimination advice.
National firm with a Birmingham office. Its personal employment law service covers harassment and bullying at work and discrimination complaints, including seeking compensation.
Midlands firm with a city-centre office. Its employment services for individuals include discrimination claims on grounds such as sex, race and disability, grievances and appeals.
West Midlands firm with a Birmingham office whose employment law service for individuals covers discrimination and harassment linked to protected characteristics.
Birmingham employment firm with an employee team advising on harassment and bullying, discrimination and problems that arise while you are still in your job.
Are you one of these firms and want your listing corrected or removed? Send a removal request and we will deal with it within 48 hours.
Claims from Birmingham and the wider West Midlands are normally handled by the Midlands (West) Employment Tribunal. HMCTS lists its hearing centre at Centre City Tower, 5–7 Hill Street, a short walk from New Street station. Some hearings take place by video instead, so check the format and venue stated on your hearing notice.
Solicitors usually ask for the same core material at the start. Gathering it in advance saves time and may keep down the cost of initial advice.
It is rare for one document to prove bullying; the case is usually built from several sources. These include the messages and emails, a diary of incidents written as they happened, accounts from colleagues, your grievance and the employer's reply, and any medical evidence. A solicitor will consider whether the behaviour also amounts to harassment under the Equality Act 2010, or whether it supports a different claim such as constructive dismissal.
Screenshots are often used and can be accepted, but they are open to challenge: the other side may say they are incomplete, taken out of context or edited, or question when they were made. Keeping the original messages, exporting the full conversation where possible and making a sealed, timestamped capture all help. Your solicitor can advise which steps make sense in your case.
Usually, yes. Raising a written grievance gives your employer the chance to deal with the problem, and the ACAS Code of Practice on disciplinary and grievance procedures applies. A tribunal can adjust compensation where either party has unreasonably failed to follow the Code. You will also generally need to go through ACAS early conciliation before issuing a claim. Remember that the time limit is not paused while your grievance is considered.
In most cases, including harassment, discrimination and unfair or constructive dismissal claims, you have six months less one day (three months less one day for acts before 1 October 2026). The period normally starts from the act complained of, or from the end of your employment for dismissal claims, and can be extended by ACAS early conciliation. Because there are exceptions, ask a solicitor to check your deadline as early as possible.
Your employer usually owns and manages Teams, Slack and work email. It sets how long messages are kept and can withdraw your access, for example during a suspension or after you leave. When a claim is reasonably in prospect, both parties should keep relevant documents, but your access may end before then. Keep copies of relevant messages while you are still lawfully able to, and ask your solicitor what you may hold on to.
The content on this page is general information and should not be relied on instead of advice from a solicitor.