Employment Law Tutor: Online Revision and Assessment Support

Start by separating the relationship from the rights being claimed. Acas identifies employee, worker and self-employed status, with classification depending on the agreement and actual working arrangements. Tax status does not necessarily answer the employment-rights question. A contract heading alone is therefore a poor substitute for examining the facts. [1]

Then separate the legal routes. Wrongful dismissal concerns breach of contract, commonly notice; unfair dismissal concerns matters including the reason and fairness of the dismissal. A dismissal may also raise discrimination issues. [2] In revision, give each route its own rule, factual application and provisional conclusion. This prevents one persuasive argument from being treated as an automatic answer to every claim.

Your module outline should determine the scope of tuition. Possible priorities include status, employment terms, termination, redundancy, equality, workplace rights and collective labour issues. Treat that as a menu to check against your reading list, not a promise that every degree module covers the same material. Identify compulsory topics before spending time on optional detail.

For discrimination revision, make separate entries for direct discrimination, indirect discrimination, harassment and victimisation under the Equality Act framework. [3] Record the precise test taught on your course, the supporting authority and facts that matter. Avoid importing the structure of one route into another. For dismissal, practise distinguishing the employer's stated reason from the fairness of its handling of that reason. [2]

Use three study sessions as a starting cycle. First, produce a one-page route map for status and dismissal from memory, then correct it from your materials. Second, create discrimination cards that ask you to identify a route and explain why the alternatives fit less well. Third, attempt a short timed scenario and keep an error log distinguishing missed issues, inaccurate rules and thin application.

Date your materials. Acas reports phased changes under the Employment Rights Act 2025, including a reduction of the ordinary unfair-dismissal qualifying period from two years to six months from 1 January 2027. That change is not yet operative on 4 November 2026. [4] Check commencement and your course's legal cut-off rather than combining present rules and future reforms.

For a problem question, sketch a chronology and list possible claims before drafting. Under each heading, state the relevant test, connect decisive facts to its elements and explain the strongest counterargument. If status or the dismissal reason is uncertain, say which missing fact would change the conclusion. Reserve time for remedies and procedural issues where your syllabus requires them; check applicable dates rather than memorising an undated deadline.

For an essay, turn the title into a proposition you can defend or challenge. Organise paragraphs around arguments, using authorities to support analysis rather than retelling cases. For a practical-style task, follow the audience and format specified in your assessment instructions. These are adaptable study methods, not claims that all employment law assessments share one format.

A useful starting request is specific: ‘I can describe unfair dismissal, but I cannot distinguish the reason from procedural fairness in a problem.’ Ask a prospective tutor how they would diagnose that gap and whether they teach your level and jurisdiction. Share an unassessed paragraph or explain your reasoning aloud, subject to your course's rules.

A focused session can work through an original scenario, compare alternative structures and end with a short task you complete independently. For online tuition, discuss how documents and feedback would be shared before booking. The aim is transferable reasoning: you should leave able to explain why a fact matters and then apply that method to a different exercise without prompting.

The published tuition range is £99–£229 per hour. It is a range, not a fixed quote for employment law. Confirm the proposed tutor, hourly rate, session length and booking terms before committing. Explain your level, target topics, assessment date and budget so the discussion can focus on an appropriate match; do not assume a tutor or time slot is available.

Tuition supports learning, not submission-ready assessed answers. Tutors should not draft live assessed work or provide legal advice to clients through an academic session. Use invented scenarios and permitted study materials, not confidential workplace files. Between sessions, continue independent reading and timed practice; further tuition should address an identified gap, not become a substitute for doing the work.