Written for the person
who has to decide.

Most employment claims are lost on a date, not on the facts. Here is the calendar that actually governs your case, and why the two exceptions are relied on far more often than they succeed.

The number at the top is the part everyone negotiates. The clauses underneath it are the part that follows you into your next job, and they are usually drafted far wider than the payment justifies.

Whistleblowing protection is real, wide and badly understood. Whether you keep it usually turns on who you told and how you framed it — decisions people make in the first week, before they take advice.

Restrictive covenants are drafted by people who will never have to defend them. Most are enforceable in part, unenforceable in the round, and abandoned quietly once someone asks the right question.

A grievance is not a complaint. It is the first document a tribunal will read, and it sets the boundaries of everything that follows. Most are written in the wrong register, to the wrong person, at the wrong time.

Employers who treat redundancy consultation as a script they must read aloud lose cases they should win. The obligation is to consult while the outcome is still open — which means before the spreadsheet is final.