When work goes wrong, get the facts straight first.
Vela Yonder advises employees and small employers through dismissals, settlement agreements and workplace disputes, explaining each option in plain language before anything is signed.
Which situation are you in?
Open the one closest to yours. Each note explains what we usually look at and what to gather before your first call.
01I have been dismissed or told my role is at risk
We review whether the reason given and the process followed were fair, and whether a redundancy selection was applied consistently.
Gather: your contract, any letters about the decision, meeting notes and the dates each thing happened.
02I have been offered a settlement agreement
We explain every clause, check what rights you would be giving up, and advise whether the terms reflect your position before you sign.
Gather: the draft agreement, any covering email and the date the offer was made.
03I am being treated unfairly because of who I am
Discrimination, harassment and victimisation claims depend on a clear timeline. We help you set one out and decide on the right first step.
Gather: a dated list of incidents, names of anyone who saw them and any complaints you have already raised.
04My pay, holiday or hours are not what was agreed
We compare what you were promised with what you have been paid and advise on raising it internally or pursuing it further.
Gather: payslips, your contract or offer letter and any rota or timesheet records.
05I need a contract checked before I start or leave
Notice periods, restrictive covenants and bonus clauses read differently once you are leaving. We flag what will matter to you later.
Gather: the contract, any handbook it refers to and your planned start or leaving date.
06I run a small team and need employer advice
We help small employers handle disciplinary matters, grievances and restructures fairly, with template letters tailored to the situation.
Gather: the relevant staff contracts, your current policies and a short note of what has happened so far.
Four steps, each one explained before it happens.
You will always know what the next step is, who is taking it and roughly when.
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First call
Listen and triage
A focused conversation about what happened, any deadlines and what you want the outcome to be.
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Within days
Written summary
A short note of your options, the risks of each and the fee arrangement we would propose.
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Agreed stage
Act on your behalf
Letters, negotiation or tribunal steps, taken only once you have approved the approach.
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Close
Resolve and record
We confirm the outcome in writing and tell you what, if anything, you need to keep or do next.
Choose how you pay before any work begins.
Every matter starts with a written estimate. If the scope changes, we tell you before the cost does.
| Arrangement | Best for | How it works |
|---|---|---|
| Fixed review | Settlement agreements and contract checks | One agreed fee covering the review, a call to talk it through and one round of negotiation. |
| Staged fee | Disputes that may go to tribunal | A separate fee for each stage, so you can pause after any stage without an open-ended bill. |
| Hourly advice | Employers needing ongoing support | Time recorded in short units, with a monthly statement and a cap you set in advance. |
Some settlement agreements include a contribution from the employer toward your legal costs. We check for this first and tell you whether it covers the full review.
Tell us the outline. We will do the rest.
A few lines is enough. Everything you send is treated as confidential from the first message.
- Any dates you have been given to respond by
- Your contract or offer letter, if you have it
- A rough timeline of what happened
Before you get in touch
Short answers to what people most often ask on a first call.
Is there a time limit on bringing a claim?
Yes, and many employment deadlines are short, often counted from the date of dismissal or the last incident. If you think a deadline may be close, put it in the form so we can prioritise your call.
Will my employer find out I have contacted you?
No. Your enquiry and our advice are confidential. We only contact your employer if you ask us to, and only after we have agreed the approach with you.
What if my matter is not something you handle?
We will say so on the first call rather than take it on, and suggest the kind of specialist or organisation that is better placed to help.
I do not have all my documents. Should I wait?
No. Get in touch with what you have. Part of the first call is working out which documents matter and how to request the ones you are missing.
Can we meet by video instead of in person?
Yes. Most first calls happen by video or phone, and documents can be shared securely. In-person meetings are available if you prefer them.
Do you act for employers as well as employees?
Yes, for small employers. We never act for both sides of the same dispute and run a conflict check before any advice is given.