If a manager or colleague is belittling, isolating or harassing you, you do not have to work it out alone. This page lists Manchester and Greater Manchester firms whose own websites say they help employees with bullying, harassment and discrimination, explains the deadlines that apply, and sets out what to collect before you speak to one of them.
These firms are listed in alphabetical order, not ranked, and none has paid to appear. Each entry is our own summary of what the firm publishes on its website. Before instructing a solicitor, confirm their status with the Solicitors Regulation Authority.
North-west firm with a Deansgate office whose employment team for employees includes a dedicated harassment and bullying at work service, covering sexual and racial harassment.
Stockport firm with an employment page for individuals on workplace bullying and harassment claims, including online abuse and how to evidence bullying that happens without witnesses.
National firm with a Manchester office. Its employment pages for individuals deal with harassment and bullying at work, including complaints to the employer and compensation.
Manchester firm with a specific bullying and harassment service within its employment law offering for individuals, including mistreatment linked to characteristics such as religion or nationality.
Employment-focused firm whose services for individuals include a bullying and harassment page aimed at people being mistreated at work, alongside discrimination advice.
Greater Manchester firm with an employee advice team that represents people in bullying, sexual and racial harassment and discrimination matters, and on grievances.
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Claims from Manchester and much of Greater Manchester are usually dealt with by the Manchester Employment Tribunal, which HMCTS lists at Alexandra House, 14–22 The Parsonage. While that building was closed for safety work in 2025, hearings moved to another city-centre venue or took place by video, and many preliminary hearings are remote in any case. Always follow the venue and format given on your own hearing notice.
A solicitor can judge your case far more quickly when the facts are in order. Try to bring as much of the following as you can, even if it feels incomplete.
Tribunals tend to look at the overall picture rather than a single item. Helpful material includes the messages and emails themselves, notes of incidents made at the time, statements from colleagues, your grievance and how the employer handled it, and medical evidence such as fit notes. A solicitor can then assess whether the treatment is harassment under the Equality Act 2010 or forms part of another claim, for example constructive dismissal.
Screenshots are regularly put before tribunals, but the employer may argue about when they were made, whether part of a conversation is missing, or whether they have been altered. Holding on to the original messages, exporting whole conversations where you can, and making a sealed capture with a timestamp all reduce the room for argument. Ask your solicitor which approach suits your situation.
Putting a grievance in writing is usually the right first step. The ACAS Code of Practice on disciplinary and grievance procedures sets out how grievances should be handled, and a tribunal may increase or reduce an award if either side unreasonably ignores it. Separately, most claims cannot be issued until you have contacted ACAS for early conciliation. The tribunal deadline keeps running while a grievance is dealt with, so take advice early.
For most employment tribunal claims, including harassment, discrimination and unfair or constructive dismissal, the normal deadline is six months less one day (three months less one day for acts before 1 October 2026). It usually runs from the act you are complaining about, or from the date your employment ended in a dismissal claim. ACAS early conciliation can extend the period, and there are exceptions, so confirm your own deadline with a solicitor promptly.
Yes. Work messaging and email systems normally belong to the employer, which decides how long messages are kept and can cut off your access, for instance if you are suspended or leave. Both sides should preserve relevant documents once a claim is likely, but you may lose access before that point. Keep copies of relevant messages while you are still lawfully able to see them, and check with your solicitor what you are allowed to retain.
This page gives general information only and does not replace advice from a qualified solicitor about your own situation.