Losing a job can feel chaotic, but the first practical step is to collect the paperwork that explains what happened. Keep your contract, staff handbook, dismissal letter, emails about performance concerns and any record of meetings. These documents often determine whether the employer followed a fair process and whether you may have a claim for unpaid notice, holiday pay or unfair dismissal.
Employees in the UK usually need a minimum period of service before they can bring a standard unfair dismissal claim, but there are important exceptions. Dismissal linked to discrimination, whistleblowing, health and safety complaints, trade union activity, pregnancy or asserting statutory rights can raise issues even without long service. That is why the reason for dismissal matters just as much as the date it happened.
Do not ignore deadlines. Most Employment Tribunal claims begin with ACAS Early Conciliation, and time limits are short. A well-organised file of evidence, a timeline of events and a clear note of what outcome you want can make early legal advice much more effective. If the employer still owes wages, commission or accrued holiday, those financial issues should be listed separately so nothing is missed.
