Being undermined, excluded or harassed at work? Below are London law firms that say they act for employees in bullying, harassment and discrimination cases, the deadlines that matter, and what to gather before your first appointment.
An independent selection, unranked and unpaid. Each listing summarises what the firm says on its own website; check a solicitor's regulatory status with the Solicitors Regulation Authority before instructing them.
South London firm with an employment team that takes on claims for employees who have been bullied, harassed or discriminated against at work, with a second office in Streatham.
City employment law firm whose services for individuals cover discrimination and harassment, including sexual harassment at work and disability discrimination.
Employment team that advises people facing bullying and harassment at work, including on how to act while still employed, alongside a discrimination at work service.
Large multi-office practice whose employment department offers advice to employees facing bullying and harassment at work, at any stage of the dispute.
National firm with a London office. Its employment service for individuals covers bullying and harassment as well as equality and discrimination complaints and compensation.
City firm with a dedicated "employment law for employees" section covering bullying and harassment at work and discrimination claims.
Employment law firm in south-west London that advises employees on office bullying, including raising a grievance and negotiating an exit package, plus harassment and discrimination.
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Usually through a pattern of evidence rather than one document: the messages and emails themselves, a dated diary of incidents written at the time, witnesses, your grievance and the employer's response, and any medical evidence such as fit notes. A solicitor will look at whether the conduct also amounts to harassment under the Equality Act 2010 or supports another claim, such as constructive dismissal.
Screenshots are commonly used and can be admitted, but the other side may question when they were taken, whether they are complete and whether anything was cropped or edited. Keeping the original messages, exporting full conversations where possible, and making a timestamped, sealed capture make the evidence harder to dispute. Your solicitor will advise on the best approach for your case.
In most cases it is sensible to raise a written grievance first. The ACAS Code of Practice on disciplinary and grievance procedures applies, and a tribunal can adjust compensation if either side unreasonably fails to follow it. Before most tribunal claims you must also contact ACAS for early conciliation. A grievance does not stop the tribunal time limit running, so get advice early.
For most claims, including discrimination, harassment and unfair or constructive dismissal, the usual limit is six months less one day (three months less one day for acts before 1 October 2026) from the act complained of (or from the date employment ended for dismissal claims). ACAS early conciliation can extend this. The rules have exceptions, so check your deadline with a solicitor as soon as possible.
Teams, Slack and work email are usually controlled by your employer, which sets retention policies and can remove your access, for example when you leave or are suspended. Once a claim is in contemplation, both sides are expected to preserve relevant documents, but in practice you may lose access before then. Save copies of relevant messages while you still lawfully have access, and ask your solicitor what you may keep.
The information on this page is general and is not a substitute for advice from a solicitor.