Structuring tool, not legal advice. Ratio helps you prepare — your notes stay private and a solicitor gives the advice.
You've been dismissed, discriminated against, or your wages are wrong. We structure the timeline, your correspondence with the employer, and the Employment Tribunal paperwork before the three-month deadline runs out.
Or pick one:
Free and confidential. No legal knowledge needed.
The most common employment issues people bring to Ratio.
Composite cases drawn from common employment matters. Names changed; facts representative.
New manager stripped his duties, moved him to an unheated room, and withheld his bonus after he raised a grievance about overtime.
OutcomeGrievance letters and bonus-reduction evidence ordered into a tribunal-ready narrative with ACAS early-conciliation dates mapped.
Role ‘restructured’ two weeks after she told her employer she was pregnant. A less-experienced colleague took her duties.
OutcomeRatio separated pregnancy-discrimination (no service requirement) from redundancy-procedure issues in a clear matter file.
Zero-hours contract; the company refused to pay accrued holiday on leaving, claiming he was ‘self-employed’.
OutcomePayslips and shift records indexed into an ET-ready bundle showing consistent worker-status patterns.
1–2 hours at first appointment
15 minutes of preparation
The statutes, limitation periods, evidence, and pathway you need to know.
Unfair dismissal, redundancy, notice periods
Discrimination, harassment, victimisation
Tribunal jurisdiction and procedure
Working hours, rest breaks, holiday entitlement
Mandatory conciliation before tribunal claim
Submit claim to Employment Tribunal
Employer responds to the claim
Case management and strike-out applications
Case heard by Employment Judge (and panel)
Tribunal issues judgment; remedy if successful
Knowing the common defences lets you collect the right evidence early.
Employers must show one of the five fair reasons for dismissal under ERA 1996
How to answerPerformance reviews, disciplinary records, and evidence of the actual reason
Even with a fair reason, the employer must follow a fair process (ACAS Code)
How to answerRecords of disciplinary meetings, appeal opportunities, and investigation process
Ordinary unfair dismissal requires 2 years' continuous employment
How to answerPayslips and contract showing employment start date. Note: discrimination claims have no service requirement
Talk to The Usher, or jump straight into structured intake.
Ratio asks plain-language questions in the right order. At the end you get a matter file with your facts, parties, timeline, evidence, and the legal framework — ready to take to a solicitor. It is not legal advice.
Or pick one:
Free and confidential. No legal knowledge needed.
No. ACAS (the Advisory, Conciliation and Arbitration Service) runs a mandatory early-conciliation step before you can issue an Employment Tribunal claim. It’s confidential and non-binding. Ratio builds your matter file so you go into conciliation knowing your own case.
Yes for discrimination, whistleblowing, and unlawful-deductions claims — those have no service requirement. Ordinary unfair dismissal needs two years. Ratio flags which doors are open to you.
Yes. Structuring your grievance as a matter file often persuades HR to act without needing a tribunal claim.
Employment status is decided by reality, not labels. Ratio helps you capture the facts that distinguish worker, employee, and genuinely self-employed status.
Three months less one day from the effective date of termination (or the act complained of), extended by the ACAS conciliation period. Ratio calculates the deadline for you.
Free to begin. No account required. Most clients complete their file in about 14 minutes.
Or pick one:
Free and confidential. No legal knowledge needed.
Safeguarding support is built in — if something urgent comes up we flag free help (Shelter, Samaritans, 999) before anything else.