What is a letter before action?

A letter before action (LBA) is a formal notice sent before starting court proceedings. It sets out your claim, the legal basis (e.g. Consumer Rights Act 2015, Housing Act 1988), the remedy you seek, and a deadline to respond — typically 14 days. Civil Procedure Rules require this step before most court claims, and courts take a dim view of parties who skip it.

Can I write my own legal letter?

Yes. You do not need a solicitor to write a legal letter. What matters is citing the correct legislation, stating your claim with precise dates and amounts, and giving a clear deadline. A well-drafted letter citing the right Act and section often resolves disputes without court proceedings — and costs nothing extra to send.

Does a legal letter actually work?

In many cases, yes. Most businesses, landlords, and employers respond when they receive a formally worded letter that cites specific legislation and mentions court or tribunal proceedings as the next step. It signals you know your rights and are prepared to escalate — which is often enough to get a resolution.

What UK legislation covers consumer complaints and refunds?

The Consumer Rights Act 2015 is the primary law. Section 9 requires goods to be of satisfactory quality; section 20 gives you the right to a full refund within 30 days if goods are faulty. For services, section 49 requires reasonable care and skill. For distance/online purchases, the Consumer Contracts Regulations 2013 give you a 14-day cooling-off period.

7 June 2026

The Employment Rights Act 2025: What's Changing and How to Protect Yourself

The Employment Rights Act 2025 represents the most significant reform of UK employment law in decades. Most of its biggest changes take effect from 1 January 2027, but the direction of travel is already clear — and it shifts the balance of risk firmly towards employees who know their rights and put them in writing.

Unfair Dismissal: Protection After Six Months, Not Two Years

Currently, most employees must have two years' continuous service before they can claim "ordinary" unfair dismissal. The Act reduces that qualifying period to six months. According to the Department for Business and Trade, the change is due to commence on 1 January 2027, and from that date protection extends immediately to employees who already have six months' service. The government estimates a further 6.3 million employees will gain this protection.

Note that day-one protections against discrimination and "automatically unfair" dismissal (for example, dismissal for whistleblowing or for asserting a statutory right) already exist and are unchanged.

The Compensation Cap Is Being Abolished

At present, the compensatory award for unfair dismissal is capped at the lower of 52 weeks' gross pay or a statutory limit (£123,543 as of 6 April 2026). The Act removes that cap entirely from 1 January 2027. The basic award and statutory redundancy pay, which are calculated by formula, are not affected.

In practice most awards will stay modest — the median tribunal award in 2023–24 was £6,746, and only 6% exceeded £50,000 — because compensation reflects actual financial loss, which employees are expected to mitigate. But for higher earners and those with limited re-employment prospects, the potential exposure rises significantly.

Tighter Limits on "Fire and Rehire"

The Act significantly restricts the practice of dismissing employees and re-engaging them on worse terms. Dismissals aimed at forcing through changes to key contractual terms — such as pay, hours, pension or shift patterns — will generally be automatically unfair, subject to a narrow exception where the employer faces genuine financial collapse. The maximum protective award for failing to consult collectively has also been doubled to 180 days' pay (effective 6 April 2026).

More Time to Bring a Claim

Two procedural changes give employees more room to act. The ACAS early conciliation period was extended from six to twelve weeks in December 2025, and from October 2026 the time limit for bringing most tribunal claims doubles from three to six months. That is more breathing space — but it is not a reason to delay gathering evidence.

Why Putting It in Writing Matters More Than Ever

With more employees protected and bigger awards possible, employers are expected to follow proper procedure even more carefully — and so should you. If you have a workplace dispute, a clear written grievance creates a dated record, engages the employer's obligations under the ACAS Code of Practice on Disciplinary and Grievance Procedures, and strengthens your position if the matter escalates to ACAS early conciliation or a tribunal. For civil claims outside the tribunal, a letter before action is the standard first step.

This article is general information, not legal advice, and time limits are strict — if your situation is serious, also seek advice from ACAS, Citizens Advice, or a solicitor.

Sources

Department for Business and Trade — Unfair dismissal factsheet (Employment Rights Act 2025)
Lewis Silkin — "What's in the Employment Rights Act?" (May 2026)
Wedlake Bell — "Unfair dismissal reform: what employers need to know now" (April 2026)

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