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Stage 1 of 8

Just starting to question what happened?

This is where most people begin. Something happened at work and you're not sure what it means, what your rights are, or what to do next. Starting with clarity — not action — is the right approach.

Check your situation →What happens at this stage

Free stage guidance to start · Account required · Paid Guided Stage tasks unlock later

Issue sits in a longer dispute path. Work the tasks for this stage — then move on when you are ready.

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01Issue

Often next: Internal

When this stage is done, Internal is often next — though some disputes resolve here.

Specimen Case Hub task guide · live account tracks your checklist

  1. Identify what type of issue you're dealing with

    Workplace issues fall into categories — unfair dismissal, discrimination, pay disputes, breach of contract, whistleblowing, redundancy, and others. Each has different legal tests and different protections. Understanding which category your experience falls into is the starting point for everything else.

  2. Understand which rights may apply

    Your legal protections depend on several factors: your employment status (employee, worker, or self-employed), your length of service, and the nature of what happened. Some rights apply from day one (discrimination, whistleblowing, minimum wage). Others require qualifying service. Knowing which apply to you narrows the picture significantly.

  3. Check your time limits

    Most employment tribunal claims must be started within 3 months less 1 day of the event (expected to extend to 6 months from October 2026). Some claims have different timeframes. Understanding when your window closes — even if you're not ready to act — keeps your options open rather than closing them by default.

  4. Decide your next step from an informed position

    Once you understand the type of issue, the rights that may apply, and the deadlines involved, you can decide what to do — raise things internally through a grievance, seek professional advice, start Acas early conciliation, or take no action. The point is to make that decision with information rather than in the dark.

Stage guidance is general information — not individual legal advice

  • Understand which rights may apply

    Get clarity on which employment rights are relevant to your specific situation — explained in plain language, grounded in how the law actually works in practice.

  • See your estimated deadlines

    Understand when your time limits are likely to fall — so you can make decisions at your own pace without accidentally closing your options.

  • Know what the process looks like

    From internal grievances through Acas conciliation to tribunal claims — understand the stages involved and what each one requires.

Specimen Case Hub surfaces

Not necessarily. At this stage, the priority is understanding what type of issue you're dealing with and what rights might apply. For many people, getting that initial clarity is enough to decide whether professional advice is needed. If the situation turns out to be legally complex or time-sensitive, that's when a solicitor adds most value.

2Internal process3Acas early conciliation4Tribunal claim5Case preparation6Tribunal hearing7Settlement8Appeals & enforcement

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