From consultant surgeons to hospital cleaners — every NHS and care sector worker has legal rights that expire in 3 months. Most lose them to silence, confusion, and a system designed to be unaffordable.
Your DATIX report may already qualify. Uncapped. Day 1.
Race, disability, age, sex, religion. Vento bands for feelings.
No investigation, no appeal, no written reasons — each adds 25%.
Notice pay, unpaid shifts, holiday — applies from your first day.
Stack with uncapped claims to remove the compensation ceiling.
Whether you are a consultant surgeon or a hospital porter, a community nurse or a care home cleaner — your rights are the same. Care Professionals Shield covers all 11 NHS workforce categories.
Care Professionals Shield extends the full playbook to every regulated care setting — not just NHS hospitals.
Consultants, registrars, junior doctors, clinical fellows, dental surgeons
Registered nurses, nurse practitioners, midwives, healthcare assistants, nursing associates
Physiotherapists, OTs, radiographers, speech and language therapists, podiatrists, dietitians
Biomedical scientists, clinical biochemists, audiologists, medical physicists, cardiographers
Medical secretaries, receptionists, ward clerks, medical records clerks, personal assistants
Chief executives, operations managers, HR personnel, finance officers, legal teams
IT support technicians, systems analysts, network engineers, data analysts, software developers
Porters, cleaners, catering staff, laundry workers, security officers, maintenance engineers, electricians
Pharmacists, pharmacy technicians, pharmacy assistants
Clinical psychologists, psychotherapists, counsellors
Paramedics, emergency care assistants, patient transport drivers, librarians
Every year, thousands of care workers are wrongfully dismissed and walk away with nothing — not because they had no claim, but because nobody told them.
A DATIX entry, a verbal concern at handover, an email about staffing — all may qualify under ERA 1996 s.43B. Uncapped compensation from Day 1.
They take your call, give procedural information, and move on. No case assessment, no strategy, no fight.
From the day you were dismissed — or the last act of discrimination — you have 3 months minus 1 day. No exceptions.
Unfair dismissal is the one people know. Discrimination, whistleblowing, unlawful deductions, ACAS uplifts — all can apply simultaneously.
They have in-house solicitors. They know the deadlines, procedures, and arguments. Care Professionals Shield puts the same knowledge in your hands.
Every step guided. No solicitor needed at any stage.
Report patient safety concerns, staffing failures, or governance issues on DATIX. Each entry is timestamped and institutionally recorded — the foundation of a whistleblowing chain before you leave.
That concern you mentioned verbally to your manager may already be a qualifying disclosure. Care Professionals Shield identifies it and formalises it retroactively — backdating your whistleblower protection.
Each governance body referral creates institutional pressure and strengthens your whistleblowing chain. Trust boards settle COT3 to avoid regulatory exposure.
Request notice pay, holiday balance, and written reasons in writing. Document every refusal. Each employer failure is evidence and triggers the ACAS 25% uplift on your award.
Care Professionals Shield's intake engine maps every claim available. Most workers know about one. You should know about all of them — then combine them for maximum value.
Arrive knowing your full schedule of loss, whistleblowing chain, and opening position. Most trusts settle COT3 rather than face an uncapped whistleblowing hearing.
Tribunal-ready particulars of claim. Witness statement. Schedule of loss. Skeleton argument. Cross-examination script. Closing submission. Care Professionals Shield builds every document.
If the respondent applies to strike out your claim, Care Professionals Shield drafts the defence. Remedy hearing prep included — maximise the final award.
Claims stack. Combine your strengths — the way the trust's legal team combines their defences.
ERA 1996 s.47B / s.103A. A DATIX entry, an informal verbal concern, an email — all may qualify. Uncapped. No qualifying period.
Equality Act 2010. All 9 characteristics. Vento bands for injury to feelings. Direct, indirect, harassment, victimisation. No cap.
ERA s.99 / 100 / 103A. Pregnancy, health and safety, whistleblowing. No qualifying period. No compensation cap. Immediate rights.
ERA s.13. Notice pay, holiday, unpaid shifts, expenses. Applies from your very first day — locum, agency, bank, or permanent.
No investigation, no hearing, no appeal, no written reasons. Each breach adds 25% to your compensatory award.
ERA s.94. Stack with whistleblowing and discrimination to remove the compensation cap entirely. Permanent and fixed-term staff.
8 questions. Your personalised claim map. No card required.
Your ET1 must be filed within 3 months minus 1 day of this date. This is a hard legal deadline with very limited exceptions.
No commitment required. Pay as your case develops. Affordable because it has to be.