Business Solicitors

Legal representation in an Employment Tribunal case

There are two reasons why the specialist lawyers we recommend are the best possible people for representing you in an Employment Tribunal case. Firstly, our experts are 100% vetted members of the Law Society Panel and have no less than first hand experience in employment tribunal cases coupled with the knowledge and expertise required. Secondly, our professionals operate under the ‘no win no fee’ system whereby they do not make money unless they win your case for you. They are happy to offer this because they know that should they take on your case, they have the best possible chances of success. Due to the complicated nature of tribunals it is vital that you do not fall into the common trap of thinking you can represent yourself successfully. Legal aid is crucial to a positive outcome on your case. Let the experts do the hard work for you.

Specialist Lawyers

You need to rely on dedicated employment law solicitors. Not only is this particular type of legal work very complicated, but it is frequently changing – being updates by new cases and fresh rulings. We maintain an expert panel of employment law solicitor advocates who monitor these types of changes and inform our professional team of every minor detail. In this was our specialists stay one step ahead of the law and are in the best position to assist you.

Statutory protection for employees

Our experts have specialist interpretational knowledge of the following employment statutes :-

• The Sex Discrimination Act 1975
• The Equal Pay Act 1970
• Employment Equality Regulations 2003
• The Race Relations Act 1976
• Sex Discrimination Act 1975
• Employment Rights Act 1996
• EC Equal Treatment Directive 76/207
• Protection From Harassment Act 1997

Appeals

Initial hearings in employment tribunal cases can sometimes swing either way, and it is important that you have good advice on whether to appeal or not. The wrong decision can mean unnecessary trouble for you. In cases where the law has been incorrectly applied or wrongly interpreted then an appeal is a wise decision. If new evidence arises after the initial hearing then the employment appeal tribunal can hear and consider it.

Unfair dismissal

There are only five reasons under law that an employee can be made redundant and his or her employment terminated. In most cases, warnings must be made to the employee before any action is taken. Unacceptable conduct, redundancy, illegal aspects to their behaviour or situation, an inability to do the work or another ‘substantial reason’ are the five main areas that count. As you can see, these reasons are fairly wide open to interpretation – in order to justify an employer’s reasons, or to defend an employee, a legal expert must be hired.

Other types of dismissal

There are other types of dismissal that can fall under an employment tribunal’s jurisdiction. Constructive dismissal is a form of employment termination where a breach of contract by the employer has a negative impact on the employee who in turn feels forced to resign. Redundancy, when a business shuts down or experiences a need to reduce the amount of employees they have, is an area where compensation can be claimed for certain types of employees. If you have been with a company for more than two years and then experience redundancy then you might be able to gather compensation. Dismissal due to discrimination is a serious issue which can involve racial discrimination or sexual discrimination and harassment. Employers cannot legally discriminate on grounds of colour, race, nationality, ethnicity or religion.