An employment claim is a legal action taken when your employer breaches your workplace rights. This could be underpaying you, treating you unfairly, failing to protect you from harassment, misusing your data, or allowing biased algorithms to affect your career.

Employment law covers a wide range of workplace issues — from unfair dismissal and redundancy to health and safety breaches, whistleblowing, and disputes over employment contracts.

At Join the Claim, our partner law firms tend to focus on group employment claims where many workers are affected by the same breach, making it more powerful to take action together.

This means we don’t highlight every type of employment dispute. For example, if you’ve been dismissed or are in a one-off contractual disagreement, you’d usually need an employment tribunal or solicitor specialising in individual cases. But if your issue is part of a wider pattern — such as a company-wide equal pay gap, systemic underpayment of overtime, or a workplace data breach — you may find a suitable claim to join on our website.

A group claim is when multiple employees join forces because they’ve been affected by the same issue at the same employer. Group actions can be more powerful than individual claims, helping to put pressure on the employer and achieve fair outcomes for everyone involved.

No. You can often claim even if you’ve left the company — for example, if you were underpaid in the past or experienced harassment that was never addressed.

The law firms we partner with usually operate on a no-win, no-fee basis, meaning you only pay if the claim is successful. However, fees may apply if you cancel after the cooling-off period or breach your agreement.

If you win, the firm will either take its fees from your compensation payment or recover them from the defendants.

All terms are clearly explained before joining.

Want the full picture, including what to check before signing?  Read our complete guide to no win, no fee agreements here. 

Yes. Many employment claims cover non-financial harm too, such as emotional distress, humiliation, or damage to your career prospects.

The amount depends on your situation — factors include the type of breach, how long it went on for, and the impact it had on your life. Your solicitor will be able to estimate your potential compensation once they review your case.

Using Join the Claim is free. While we may take a fee from the law firms we introduce you to, this won’t impact the cost of your claim or any compensation you receive.

Yes, if you’ve been affected by multiple violations at the same or different employers, you can join more than one claim. Each case will be assessed separately.

 In most cases, joining a group claim is handled discreetly, but your employer may be informed if legal proceedings begin.

This is a common concern. The good news is that the law protects employees from retaliation for taking legal action, whether individually or as part of a group. It’s illegal for an employer to sack you, demote you, or treat you unfairly because you’re involved in a claim.

That said, we know the worry is real — especially if your workplace is small. If you believe your employer is penalising you for joining a claim, it’s worth discussing it with an employment law solicitor, who can advise on steps to protect yourself and your job.

Algorithm bias happens when AI or automated systems used in hiring, promotions, or performance reviews unfairly disadvantage certain groups — for example, filtering out older candidates or paying men more than women for similar roles.

Deadlines vary depending on the type of claim. Some, like discrimination claims, must be made within a few months, while others, like equal pay claims, may have longer time limits. It’s best to start the process as soon as possible.

Experienced legal professionals and law firms handle all aspects of the claim. Our role is to connect eligible claimants with expert representation. 

Your information is only shared with the legal teams handling your claim and is never sold or shared without your consent.