Our Commitment to Trust, Accuracy & Compliance
EmploymentCase is a case-building and organisation tool that helps you build, organise and prepare your employment case. Because employment matters can significantly affect your livelihood and wellbeing, we hold ourselves to the highest standards of accuracy, clarity, and data protection — aligned with Google's E-E-A-T principles for Your Money or Your Life (YMYL) content.
Last reviewed: July 2026
Experience
Built by professionals with real employment case management experience
Expertise
Content grounded in UK employment law and ACAS guidance
Authoritativeness
References to authoritative sources: legislation.gov.uk, ACAS, gov.uk
Trustworthiness
Transparent disclaimers, secure data handling, clear editorial standards
Legal Content Standards
All employment law guidance published on EmploymentCase is developed with reference to established UK legal frameworks and official sources. Our editorial standards ensure that content is:
- Based on current UK employment legislation, including the Employment Rights Act 1996, Equality Act 2010, and Public Interest Disclosure Act 1998
- Aligned with the ACAS Code of Practice on Disciplinary and Grievance Procedures
- Referenced to authoritative public sources — legislation.gov.uk, acas.org.uk, gov.uk, and judiciary.uk
- Reviewed periodically to reflect changes in legislation and case law developments
- Clearly distinguished between general guidance and formal legal advice
EmploymentCase helps you feel less overwhelmed and more organised when something at work becomes difficult. It is not a legal advice service.
If you need legal advice, please seek help from an independent solicitor or adviser.
Editorial Review & Content Lifecycle
We maintain content accuracy through a structured review process:
Content creation
Guides are authored with reference to primary legislation and official guidance from ACAS and gov.uk.
Source verification
Every legal claim references a verifiable source — statute, regulation, ACAS Code, or established case law principle.
Periodic review
Content is reviewed at least every 6 months and after significant legislative changes (e.g. Employment Rights Act amendments, new ACAS Codes).
Version dating
Each guide displays a "last updated" date so users can see how current the information is.
User feedback
We welcome corrections from users and legal professionals — reports are reviewed and addressed promptly.
Authoritative Sources We Reference
Our guidance is grounded in these primary UK legal and governmental sources:
Employment Rights Act 1996
legislation.gov.uk
Equality Act 2010
legislation.gov.uk
Public Interest Disclosure Act 1998
legislation.gov.uk
ACAS Code of Practice on Disciplinary & Grievance Procedures
acas.org.uk
Employment Rights (Increase of Limits) Order
gov.uk
UK General Data Protection Regulation (UK GDPR)
ico.org.uk
Data Protection Act 2018
legislation.gov.uk
Working Time Regulations 1998
legislation.gov.uk
Data Protection & Privacy
EmploymentCase handles sensitive personal data relating to employment disputes. We take our responsibilities under the UK GDPR and Data Protection Act 2018 seriously.
Data minimisation
We only collect the information necessary to help you manage your employment case. You control what you enter and can delete your data at any time.
Secure storage
All data is stored on secure, access-controlled infrastructure with encryption in transit and at rest. Authentication tokens protect access to your account.
Your rights
You have the right to access, rectify, erase, and port your personal data, and to object to processing — as set out under UK GDPR Articles 15–21.
No data selling
We never sell your personal data to third parties. Data is used solely to provide the EmploymentCase service to you.
For data protection enquiries or to exercise your rights, contact us at the email below. You also have the right to lodge a complaint with the Information Commissioner's Office (ICO) at ico.org.uk.
AI Transparency
EmploymentCase uses AI-assisted tools to help draft letters, organise evidence, and provide guidance for building your case. We are transparent about how AI is used:
- AI-generated content (letters, assessments, analysis) is clearly labelled as AI-assisted and should be reviewed by the user before use
- AI outputs are based on the information you provide and general legal principles — they may not account for nuances specific to your situation
- AI tools do not replace advice from a qualified employment solicitor
- All AI-assisted documents should be reviewed for accuracy before sending to an employer or tribunal
- We do not use your case data to train third-party AI models
Accessibility
We are committed to making EmploymentCase accessible to all users, including those with disabilities. Our platform follows WCAG 2.1 AA guidelines where possible, with readable typography, sufficient colour contrast, keyboard navigation, and screen-reader-compatible markup. If you encounter an accessibility barrier, please contact us and we will work to resolve it.
Contact Us
If you have questions about our content accuracy, data practices, or would like to report an error in our legal guidance, we want to hear from you.