Persistent criticism, exclusion or unwanted comments at work can be hard to put into words, let alone into a legal claim. Here you will find Bristol firms that, on their own websites, say they help employees with bullying, harassment and discrimination, plus the time limits to keep in mind and the records that make a first consultation useful.
Firms appear in alphabetical order. Inclusion is free and is not an endorsement. Every summary is based on the firm's own website; please check a solicitor's status with the Solicitors Regulation Authority before you instruct them.
Bristol firm with several local offices. Its employment law for employees section includes a harassment at work service alongside workplace discrimination and constructive dismissal advice.
Employment-focused firm with a Bristol office. Its advice for employees covers harassment claims, whether linked to a protected characteristic or of a sexual nature, as well as constructive dismissal and workplace investigations.
National firm with a Bristol office whose personal employment team handles harassment and bullying at work, together with equality and discrimination claims.
Employment-only practice, part of Kilgannon & Partners, that lists a Bristol office and says it represents employees in claims against their employer where bullying and harassment have occurred.
Bristol and South West firm whose employment team for individuals has a bullying, harassment and discrimination service, and explains how an employer's failure to stop bullying can lead to a constructive dismissal claim.
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Employment tribunal work for the South West is based at the Bristol Civil and Family Justice Centre, 2 Redcliff Street, Bristol BS1 6GR, which also houses the city's civil and family courts. Some hearings are held by video or at other venues, so rely on the details in your hearing notice; up-to-date information is on GOV.UK's Find a court or tribunal service.
You will get more out of an initial consultation if you arrive with the material rather than a recollection of it. Try to gather:
Bullying is usually proved by putting several pieces together rather than relying on one. The messages and emails, a diary written close to the events, witnesses, your grievance and the employer's handling of it, and medical evidence such as fit notes all help to show what happened over time. A solicitor will also assess whether the treatment is harassment under the Equality Act 2010, which needs a link to a protected characteristic, or whether it supports another claim, for example constructive dismissal.
Yes. Screenshots are widely used and can be admitted as evidence, but the other side may ask when they were taken, whether they show the full conversation and whether anything was cut out or changed. Holding on to the original messages, exporting full threads where possible and making a timestamped, sealed capture make the record more difficult to dispute. Your solicitor will advise what suits your case.
It is usually wise to put a grievance in writing first. The ACAS Code of Practice on disciplinary and grievance procedures applies, and if either side unreasonably fails to follow it a tribunal can adjust any award. Before most claims you also have to notify ACAS for early conciliation. A grievance does not stop the clock on the tribunal deadline, so get advice at an early stage.
It depends on when the problem happened. For most claims, including harassment, discrimination and unfair or constructive dismissal, the limit is usually six months less one day where the act complained of (or, in dismissal cases, the end of employment) was on or after 1 October 2026, and three months less one day where it was earlier. ACAS must be notified within that period, and early conciliation can extend it. There are exceptions, including for continuing conduct, so check your own deadline with a solicitor quickly.
They can. Your employer normally controls Teams, Slack and work email, sets how long content is retained and can withdraw your access, for example during a suspension or after you leave. Both sides are expected to keep relevant documents once a claim is contemplated, but you may lose access sooner. Save copies of relevant messages while you still have lawful access, and ask your solicitor what you are allowed to keep.
This page provides general information and is not a substitute for advice from a solicitor on your circumstances.