How this guidance is produced
Every legal and tax claim on this site and in the kits is checked against a primary source before it is published. This page sets out what those sources are and how the checking works, so you can judge the guidance rather than take it on trust.
The sources
Statute comes first. We work from the text on legislation.gov.uk, principally the Employment Rights Act 1996, the Equality Act 2010, the Income Tax (Earnings and Pensions) Act 2003 for the tax treatment of termination payments, and the Employment Rights Act 2025 for changes still to commence.
Next comes the official guidance a tribunal must take into account. That means the ACAS Code of Practice on disciplinary and grievance procedures and the wider guidance at acas.org.uk, the EHRC statutory codes at equalityhumanrights.com, and the government's own guidance at gov.uk.
Case law is used where a point turns on how the courts have read the statute. Where a point is contested, or the authorities pull in different directions, we say so on the page rather than pick a side and present it as settled.
How a claim gets published
A claim is written, then checked back against the source, then logged. The log records the claim, the source, the date it was checked and who checked it. If a claim cannot be traced to a primary source it is either rewritten so that it can be, or it is cut. We do not publish a legal or tax point on the strength of a secondary summary.
Figures get a second pass. Worked examples in the settlement material are recalculated from scratch by a second reading before publication, because an arithmetic slip in a tax example is worse than no example at all.
Who writes it
The guidance is written by a UK commercial director with 30 years inside corporate management, on both sides of the exit conversation. That is where the practical judgement comes from: what actually happens in the room, how these processes run, and what the other side is working from.
It is not written by a solicitor, and we do not claim it is. We are not a law firm and we are not regulated by the Solicitors Regulation Authority or the Law Society of Scotland. What we publish is guidance grounded in the statute and the official Codes. Advice on your own facts has to come from a qualified adviser, and the kits are built to get you into that conversation prepared, so it is shorter and cheaper.
How often it is reviewed
Each guidance page carries a visible review date, and every kit carries the date it was written. UK employment law is in active reform, so the reference material behind the kits is re-checked against statute every quarter, and sooner when a change commences. The unfair dismissal qualifying period is due to drop from 2 years to 6 months on 1 January 2027, and the cap on the compensatory award is expected to be removed. Commencement dates can move, so we treat them as targets and say so on the page.
Telling us we are wrong
If you think something here is wrong, email [email protected] with the page and the point. We would rather correct it than defend it.