If a manager or colleague is belittling, isolating or harassing you, it helps to know who to call and what to have ready. This page lists Leeds firms whose own websites say they advise employees on bullying, harassment and discrimination, explains the deadlines that apply, and sets out the evidence worth collecting now.
Listed alphabetically; no firm has paid to appear and none is recommended over another. Each summary reflects what the firm says about itself on its own website. Before instructing anyone, confirm their regulatory status with the Solicitors Regulation Authority.
Employment law practice with offices in York and Leeds. It represents employees at tribunal and in settlement negotiations, and lists bullying and harassment, constructive dismissal and pregnancy and maternity discrimination among its work.
City-centre employment firm with a strong settlement agreement practice. Its services for employees include bullying and harassment, discrimination, grievance and disciplinary hearings, and constructive and unfair dismissal.
National firm with an office in Leeds. Its employment service for individuals has a page dedicated to harassment and bullying at work and also deals with discrimination complaints.
Yorkshire firm based in Leeds city centre. Its employment team for individuals takes on discrimination cases, including direct and indirect discrimination, harassment and victimisation.
Long-established Yorkshire firm with a Leeds office. Its employment solicitors advise individuals on workplace harassment where the employer has failed to act, on workplace discrimination and on dismissal disputes.
Leeds firm with a dedicated workplace bullying and harassment service covering harassment claims, advice on grievances and tribunal representation. Where your health has suffered, it says its personal injury team may also be able to help.
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HMCTS runs the Leeds Employment Tribunal from West Gate, 6 Grace Street, Leeds LS1 2RP. It has no public counter, so contact is by phone or email, and some hearings take place by video. Always go by the venue and format on your hearing notice; current details are on GOV.UK's Find a court or tribunal service.
A first appointment goes much further when the solicitor can see the evidence rather than hear a summary of it. Pull together as much of the following as you can:
There is rarely a single decisive document. Cases tend to be built from a body of evidence: the messages and emails, an incident log kept as things happened, colleagues who witnessed events, your grievance and how the employer dealt with it, and medical records such as fit notes. A solicitor will also consider whether the behaviour counts as harassment under the Equality Act 2010, which requires a link to a protected characteristic, or whether it supports another claim such as constructive dismissal.
Screenshots are often relied on and can be admitted, but your employer may dispute when they were taken, whether they show the whole exchange, or whether they have been altered. Preserving the original messages, exporting entire conversations where you can, and making a timestamped and sealed capture all make the material harder to challenge. Your solicitor can tell you what is most appropriate for your case.
Raising a written grievance first is usually the sensible course. The ACAS Code of Practice on disciplinary and grievance procedures applies, and a tribunal may increase or reduce compensation if either side unreasonably fails to follow it. For most claims you must also notify ACAS for early conciliation before you can go to a tribunal. Bear in mind that a grievance does not pause the tribunal deadline, so take advice early.
The rules changed on 1 October 2026. For most claims, including harassment, discrimination and unfair or constructive dismissal, you usually have six months less one day if the act you are complaining about (or, for dismissal, the end of your employment) happened on or after that date, and three months less one day if it happened before. You must contact ACAS within the limit, and early conciliation can extend it. Ongoing conduct and other exceptions can affect the calculation, so confirm your date with a solicitor promptly.
Teams, Slack and work email accounts are normally run by your employer, which decides how long messages are kept and can cut off your access, for instance on suspension or when you leave. Once a claim is reasonably in prospect, both parties should preserve relevant documents, but your access may end before that point. Keep copies of relevant messages while you are still lawfully able to, and ask your solicitor what you are entitled to retain.
This page gives general information only and does not replace advice from a solicitor about your own situation.